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荷兰国际商务管理proposal:Research on Recruitment & Selection

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荷兰国际商务管理proposal:Research on Recruitment & Selection Strategies of Five Enterprisesin China

论文题目:Research on Recruitment & Selection Strategies of Five Enterprises in China
论文语种:英文
您的研究方向:国际商务管理
是否有数据处理要求:否
您的国家:荷兰
您的学校背景:普通大学
要求字数:11000左右
论文用途:本科毕业论文
是否需要盲审(博士或硕士生有这个需要):否
补充要求和说明:
 

Research on Recruitment & Selection Strategies of Five Enterprises in China

1.0 Introduction

In recent years, international and domestic economic situations have undergone very significant and profound changes, judging from an international point of view, the development of world economy shows a new trend. Firstly, the process of economic globalization accelerates, the economic ties between countries are increasingly close and the competition between them is fierce increasingly, no matter which country it is, it is necessary to actively participate in and integrate in the trend of the times for development. Secondly, technological progress and technological innovation as important reasons and power of economic globalization develop with an unprecedented speed and scale, which has brought important opportunities and challenges that can not be avoided for economic development of countries in the world. Thirdly, economic globalization and technological progress have brought the readjustment of structure of world economy, restructuring has become a global issue, many countries and regions are working on adjusting their development strategies, development of new industrial policy, in order to occupy a high ground in world economy of the 21st century. Considering from domestic situation in China, China's economic development has entered a new phase: first of all, the level of development of productive forces and the relationship between supply and demand market have undergone major changes, shortage economy has basically ended, a buyer's market forms initially, economic development has been changed into being constrained by and resources supply from the situation of mainly constrained by market demand. Then, foreign economic ties continue to be strengthened, the degree of openness increases, after 20 years of reform and opening up, China has gradually formed a comprehensive, multi-level and wide-ranging opening pattern, joining the WTO makes open economy develop faster, but at the same time, it more directly faces with significant pressure of world economy, technological development and structural adjustment.

2.0 Research question

3.0 Literature review


4.0 Methodology


The interviewer does not accept professional training, resulting in that his behavior and word may impact the psychology of respondents’ to lead to distortion of interview results (Saunders, Lewis and Thornhill, 2007).

References
 

Banking Information Service. (1993). Psychometric Testing: Getting a Better Picture. London: Banking Information Service.
Bernthal, P. R. & Wellins, R. S. (2001) Retaining Talent: A Benchmarking Study. Development Dimensions International, 3, 1-27.
Bray, D. W. (1985). Fifty Years of Assessment Centres: a Retrospective and Prospective View, Journal of Management Development, 4 (4), 4-12.
Carpenter, J.S.& Ziner, K. (2008). A Process to Manage Recruitment to Multiple Competing Studies.West J Nurs Res, 6(30), 515 - 526.
Carr, C. & Pudelko, M. (2006). Convergence of Management Practices in Strategy, Finance and HRMbetween the USA, Japan and Germany. International Journal of Cross Cultural Management, 4(6), 75 - 100.
Conrad, M. A., & Ashworth, S. D. (1986). Recruiting Source Effectiveness: A Meta-analysis and Re-examination of Two Rival Hypotheses. Paper presented at the First Annual Meeting of the Society for Industrial and Organizational Psychology, Chicago, IL.
Cooper, D. R. & Schindler, P. S. (2006). Business Research Methods. Boston: McGraw Hill.
Creswell, J. (2003). Research Design: Qualitative, Quantitative, and Mixed Methods Approaches. London: International Educational and Professional Publisher.
Dowling, P. J. & Schuler, R.S. (1990). International Dimensions of Human Resource Management, Boston, MA.: PWS-Kent.
Edenborough, R. (2005). Assessment Methods in Recruitment, Selection & Performance. USA: Kogan Page Limited.
Edenborough, R. A. (1999.) Many Mansions: a Review of the Status of Psychometric Tests. Assessment Centres, Structured Interviews and All.
Hackett, P. (1991). Personnel: The Department at Work. London: IPM.
Hall, D. T. (2002).  Careers in and out of Organizations. Thousand Oaks, CA: Sage Publications.
Newell, S. (2005). Recruitment and Selection. Oxford: Blackwell. Refer /gjswgl/
Redman, T. & Wilkinson, A. (2006). Contemporary Human Resource Management. England: Pearson Education Limited.
 Saunders, M., Lewis, P. and Thornhill, A. (2007). Research Methods for Business Students (4th, ed.).Essex, Pearson Education Limited.
Singh, M. and Vohra, N. (2005). Strategic Human Resource Management in Small Enterprises. Journal of Entrepreneurship, 3(14), 57 - 70.
Smith, M. (2002). Personnel Selection Research. International Organisational and Occupational Psychology, 30, 32-53.
Ulrich, D. (2011). Celebrating 50 Years: an Anniversary Reflection, Human Resource Management, 50, 3-7.
Wanous, J. P. (1992). Organizational Entry: Recruitment, Selection, Orientation, and Socialization of Newcomers. Reading, MA: Addison Wesley.
Watson, T. (1994). Recruitment and Selection. Oxford: Blackwell, 185-252.
Wright, P. M., Lichterfels, P. A. & Pursell, E. D. (1989). The Structured Interview: Additional   Studies and Meta-analysis. Journal of Occupational Psychology, 64, 191-99.
Anonymous. (2009). Review of CIPD Survey: Recruitment, Retention and Turnover Available from:[Accessed on 17th Jan, 2012].
Richardson, M. A. (2011). Recruitment Strategies Managing Effecting The Recruitment Process. Available from:[Accessed on 17th Jan, 2012].
Zhu, J. (2006). Analysis on the Effectiveness of Personnel Recruitment. China Market, 31, 45-67.


 



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