1) Globalization or (Globalisation) refers to the increasingly global relationships of culture,

people and economic activity. Most often, it refers toeconomics: the global distribution of the production of goods and services, through reduction of barriers to international trade such as tariffs, export fees, and import quotas. Globalization accompanied and allegedly contributed to economic growth in developed and developing countries through increased specialization and the principle of comparative advantage.[1][2] The term can also refer to the transnational circulation of ideas, languages, and popular culture. Opponents alleged that globalization's benefits have been overstated and its costs underestimated. Among other points, they argued that it decreased inter-cultural contact while increasing the possibility of international and intra-national conflict.[3]

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Anne Zerr
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Ecosystem management (redirect from Ecosystem managment)

requires a significant change in how the natural and human environments are identified. natural resource management , strategic management ... 18 KB (2,571 words) - 00:33, 20 December 2011

Management (redirect from Managment)

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1) Human Resources Development (HRD) as a theory is a framework for the expansion

of human capital within an organization through the development of both the organization and the individual to achieve performance improvement.[1] Adam Smith states, The capacities of individuals depended on their access to education.[2] The same statement applies to organizations themselves, but it requires a much broader field to cover both areas.

Human Resource Development is the integrated use of training, organization, and career development efforts to improve individual, group and organizational effectiveness. HRD develops the key competencies that enable individuals in organizations to perform current and future jobs through planned learning activities. Groups within organizations use HRD to initiate and manage change. Also, HRD ensures a match between individual and organizational needs.
[3]

References

Elwood F. Holton II, James W. Trott, Jr. (1996). "Trends Toward a Closer Integration of Vocational Education and Human Resources Development", Journal of Vocational and Technical Education, Vol. 12, No. 2, p7 Kelly D. (2001). Dual Perceptions of HRD: Issues for Policy: SMEs, Other Constituencies, and the Contested Definitions of Human Resource Development,http://ro.uow.edu.au/artspapers/26

http://en.wikipedia.org/wiki/Human_resource_development 1) see Organization (disambiguation).

This article may be in need of reorganization to comply with Wikipedia's layout guidganization (or organisation see spelling differences) is a social group which distributes tasks for a collective goal. The word itself is derived from the Greek word organon, itself derived from the better-known word ergon - as we know `organ` - and it means a compartment for a particular job.spelling differencessocial groupgoal

1862 Diagram of the Federal Government and American Union.Federal Government

There are a variety of legal types of organizations, including: corporations, governments, nongovernmental organizations, international organizations, armed forces, charities, not-for-profit corporations, partnerships, cooperatives, and universities. A hybrid organization is a body that operates in both the public sector and the private sector, simultaneously fulfilling public duties and developing commercial market activities. As a result the hybrid organization becomes a mixture of a government and a corporate organization.corporationsgovernmentsnongovernmental organizationsinternational organizationsarmed forcescharitiesnot-for-profit corporationspartnershipscooperativesuniversitieshybrid organizationpublic sectorprivate

sectorgovernmentcorporate In the social sciences, organizations are the object of analysis for a number of disciplines, such as sociology, economics, political science,psychology, management, and organizational communication. The broader analysis of organizations is commonly referred to asorganizational structure, organizational studies, organizational behavior, or organization analysis. A number of different perspectives exist, some of which are compatiblesociologyeconomicspolitical sciencepsychologymanagementorganizational communicationorganizational structureorganizational studiesorganizational behavior elines. Please help by editing the articleto make improvements to the overall structure. (May
2010

http://en.wikipedia.org/wiki/Organization 6) For other uses, see Recruitment (disambiguation).

This article needs additional citations for verification. Please help improve this article by adding citations to reliable sources. Unsourced material may be challenged and removed. (February 2011)

1)
This article may require cleanup to meet Wikipedia's quality standards. (Consider using more specific cleanup instructions.) Please help improve this article if you can. The talk page may contain suggestions. (May 2010) Recruitment refers to the process of attracting, screening, and selecting a qualified person for a job. All companies in any industry can benefit from contingency or retain professional recruiters or outsourcing the process to recruitment agencies. The recruitment industry has four basic types of firms. 1). Employment agencies deal with clerical, trades, temporary and temporary to hire employment opportunities. 2). Recruitment websites and job search engines used to gather as many candidates as possible by advertising a position over a wide geographic area. Although thought to be a cost effective alternative, a human resource department or department manager will spend time outside their normal duties reading and screening resumes. A professional recruiter has the ability to read and screen resumes, talk to potential candidates and deliver a selective group in a timely manner. 3). "headhunters" for executive and professional positions. These firms are either contingency or retained. Although advertising is used to keep a flow of candidates these firms rely on networking as their main source of candidates. 4). Niche agencies specialize in a particular industrial area of staffing. Some organizations prefer to utilize employer branding strategy and in-house recruitment instead of recruiting firms. The difference, a recruiting firm is always looking for talent whereas an internal department is focused on filling a single opening. The advantage associated with utilizing a third-party recruiting firm is their ability to know where to find a qualified candidate. Talent Management is a key component to the services a professional recruiting firm can provide. The stages in recruitment include sourcing candidates by networking, advertising or other methods. Utilizing professional interviewing techniques to understand the candidates skills but motivations to make a move, screening potential candidates using testing (skills or personality) is also a popular part of the process. The process is meant to not only evaluate the candidate but also evaluate how the candidate will fit into the organization. The recruiter

will meet with the hiring manager to obtain specific position and type information before beginning the process. After the recruiter understands the type of person the company needs, they begin the process of informing their network of the opportunity. Recruiters play an important role by preparing the candidate and company for the interview, providing feedback to both parties and handling salary/benefits negotiations.

http://en.wikipedia.org/wiki/Recruitment 2) For other uses, see Selection (disambiguation).

This article does not cite any references or sources. Please help improve this article by adding citations to reliable sources. Unsourced material may be challenged and removed. (November 2006) n the context of evolution, certain traits or alleles of genes segregating within a population may be subject to selection. Under selection, individuals with advantageous or "adaptive" traits tend to be more successful than their peers reproductivelymeaning they contribute more offspring to the succeeding generation than others do. When these traits have a genetic basis, selection can increase the prevalence of those traits, because offspring will inherit those traits from their parents. When selection is intense and persistent, adaptive traits become universal to the population or species, which may then be said to have evolved. Scientists who do experimental genetics employ artificial selection experiments that permit the survival of organisms with user-defined phenotypes. Artificial selection is widely used in the field ofmicrobial genetics, especially molecular cloning

http://en.wikipedia.org/wiki/Selection
One of the main purposes of conducting job analysis is to prepare job description and job specification which in turn helps to hire the right quality of workforce into the organization. The general purpose of job analysis is to document the requirements of a job and the work performed. Job and task analysis is performed as a basis for later improvements, including: definition of a job domain; describing a job; developing performance appraisals, selection systems, promotion criteria, training needs assessment, and compensation plans. [1] In the fields of Human Resources (HR) and Industrial Psychology, job analysis is often used to gather information for use in personnel selection, training, classification, and/or compensation. [2] The field of vocational rehabilitation uses job analysis to determine the physical requirements of a job to determine whether an individual who has suffered some diminished capacity is capable of performing the job with, or without, some accommodation. Professionals developing certification exams use job analysis (often called something slightly different, such as "task analysis") to determine the elements of the domain which must be sampled in order to create a content valid exam. When a job analysis is conducted for the purpose of valuing the job (i.e., determining the appropriate compensation for incumbents) this is called "job evaluation." Job analysis aims to answer questions such as: 1. Why does the job exist? 2. What physical and mental activities does the worker undertake? 3. When is the job to be performed? 4. Where is the job to be performed? 5. How does the worker do the job? 6. What qualifications are needed to perform the job? 7. What are the working conditions (such as levels of temperature, noise, offensive fumes, light) 8. What machinery or equipment is used in the job? 9. What constitutes successful performance?

3) 4) http://en.wikipedia.org/wiki/Job_analysis

5) http://en.wikipedia.org/wiki/Job_description
A job description is a list that a person might use for general tasks, or functions, and responsibilities of a position. It may often include to whom the position reports, specifications such as the qualifications or skills needed by the person in the job, or a salary range. Job descriptions are usually narrative,[1] but some may instead comprise a simple list of competencies; for instance, strategic human resource planning methodologies may be used to develop a competency architecture for an organization, from which job descriptions are built as a shortlist of competencies. 6) The page "Job posting" does not exist. You can ask for it to be created, but consider checking the search results below to see whether the topic is already covered.

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Bidding
Bidding is an offer (often competitive ) of setting a price one is willing to pay ...shopping practice of selecting a contractor to do a job. ... 2 KB (207 words) - 15:00, 10 April 2011

Construction
environmental impact of the job, the successful scheduling , budget ing, ... the public caused by construction delay s and bidding , etc. ... 28 KB (3,804 words) - 14:59, 10 January 2012

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Background check
From Wikipedia, the free encyclopedia
(Redirected from Reference check)

A background check or background investigation is the process of looking up and compiling criminal records, commercial records and financial records (in certain instances such as employment screening) of an individual. Background checks are often requested by employers on job candidates, especially on candidates seeking a position that requires high security or a position of trust, such as in a school, hospital, financial institution, airport, and government. These checks are traditionally administered by a government agency for a nominal fee, but can also be administered by private companies. Results of a background check typically include past employment verification, credit score, and criminal history. These checks are often used by employers as a means of objectively evaluating a job candidate's qualifications, character, fitness, and to identify potential hiring risks for safety and security reasons. Background check is also used to thoroughly investigate potential government employees in order to be

given a security clearance. However, these checks may sometimes be used for illegal purposes, such as unlawful discrimination (or employment discrimination), identity theft, and violation of privacy.

1) http://en.wikipedia.org/wiki/Reference_check

General use

Induction (birth), induction of childbirth Rite of passage

Introduction of an individual into a body such as the armed forces Formal introduction of a priest into possession of the position to which she or he has been presented and instituted

Student orientation, an induction program for new students at Universities Teacher induction, the support and guidance provided to novice educators in the early stages of their careers

Induction (teachers), the period of one year following qualification as a teacher in the United Kingdom

Induction (play), an opening scene in a play, notably used in early English plays A ceremony or formal act by which a person is inducted, as into office or military service.

1) http://en.wikipedia.org/wiki/Induction 2)