The Business ethic of KFC and McDonald TABLE OF CONTENTS The Business ethic of KFC and McDonald 1 Executive Summary 3 1 Introduction 3 2 Comparation of KFC and McDonald’s practices 4 3 Application of 4 relevant ethical theories 6 3.1 The utilitarian approach 6 3.2 The rights ethical approach 7 3.3 The Justice ethical approach 7 3.4 The virtue approach
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An Online Recruitment Portal An Online Recruitment portal fulfils the role too of a middle man‚ but between the Job Seeker & Recruiter. Online recruitment portals provide a platform whereby Job Seekers market their skills & recruiters search or advertise to find them. Recruitment portals veer away from the screening & placement of candidates & rather facilitate the interaction between recruiters & candidates. Many Job Seekers understand this function to being different to what it really is & anticipate
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in our daily activities. Technology plays a vital role in day-to-day activities. And this in turn made great changes in many work fields and out of them recruitment process is one that changed a lot in terms of its systematic approach. The computer based recruitment system is to replace manual operations of recruitment of companies. As recruitment is a round the year activity involving thousands of applicants a need has been felt to automate the entire operations. Applications are collected in a prescribed
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Effective Recruitment & Selection “Matching and securing the right people in the right job!!” General Information Breaks/ Prayer Breaks Canteen Mobiles Attendance/Timekeeping Certificates Introductions Name Organization Job Title/Main Functions Hobbies Expectations of the Course Objectives Planning for human resource requirements of organization Identify and follow the necessary steps in selecting and hiring an employee. Plan the recruitment and selection criteria Short-list
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INTRODUCTION 3 RECRUITMENT 3 FACTORS AFFECTING RECRUITMENT 4 THEORIES AND POLICIES OF RECRUITMENT AND SELECTION 4 INDUCEMENTS TO RECRUITMENT 5 SOURCES OF RECRUITMENT 7 METHODS OF RECRUITMENT 10 SELECTION 13 STEPS IN SELECTION PROCESS 14 STRATEGIES FOR SUCESSFUL RECRUITMENT 19 ILLUSTRATIONS: 20 1. RECRUITMENT AND SELECTION PROCESS IN BHEL: 20 2. RECRUITMENT & SELECTION PROCEDURE AT INDIAN RAILWAYS 24 3. UNIVERSITY OF WESTERN AUSTRALIA 27 4. RECRUITMENT AND SELECTION
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[pic] United International University Human Resources Management Course Code: MGT 3122 Sec: D Term paper on “Recruitment & Selection Practices of Garments in Bangladesh” SUBMITTED TO: Shayla Binta Sayeed Course Instructor School Of Business United International University DATE OF SUBMISSION: April 27‚ 2011 Name: Sk. Ashraf
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otherwise deliver their resumes or CVs to various companies‚ rely on their small network of friends and family‚ or go to a recruitment agency to find employment. The least time-consuming of these resources is using a recruitment agency. The following will cover five ways you will save time by using a recruitment agency to look for a nursing job. 1) Access to more jobs: Recruitment agencies have a large network of clients who need nurses and other healthcare workers. Most of these medical facilities
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|Hewlett Packard Limited – Recruitment Process | |Professor: Valentina Mihaela GHINEA | |Authors: | |Andreea POPA‚ Gr. 135 – andreea.popa89@gmail.com
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report “The Methods of Recruitment and Selection: A Case Study on Palmal Group of Industries” is a mere attempt to disclose the present scenario of HRM concepts and practices regarding recruitment and selection procedure at Palmal Group of Industries. The specific objective of the study is to assess & evaluate its existing “Recruitment and Selection Method” and for finding out shortcoming to summarize the necessary recommendations. The topic “The Methods of Recruitment and Selection: A Case Study
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RECRUITMENT & SELECTION PROCEDURE INDEX 1.0 Scope 1.1 Purpose of the Procedure 1.1.1 Legal Requirements Recruitment and Selection Framework 2.1 Overview of the process Recruitment and Selection Provisions 3.1 Review the job and the need for it 3.1.1 Politically restricted posts 3.1.2 Unsupervised access to children or vulnerable adults 3.2 Design Selection Process 3.2.1 Panel Composition 3.2.2 Selection Tests 3.2.3 Interview Questions 3.3 Advertising 3.3.1 Advertising of vacancies 3.4 Short-listing
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