英語論文網

留學生碩士論文 英國論文 日語論文 澳洲論文 Turnitin剽竊檢測 英語論文發表 留學中國 歐美文學特區 論文寄售中心 論文翻譯中心

Bussiness ManagementMBAstrategyHuman ResourceMarketingHospitalityE-commerceInternational Tradingproject managementmedia managementLogisticsFinanceAccountingadvertisingLawBusiness LawEducationEconomicsBusiness Reportbusiness planresearch proposal

英語論文題目英語教學英語論文商務英語英語論文格式商務英語翻譯廣告英語商務英語商務英語教學英語翻譯論文英美文學英語語言學文化交流中西方文化差異英語論文范文英語論文開題報告初中英語教學英語論文文獻綜述英語論文參考文獻

ResumeRecommendation LetterMotivation LetterPSapplication letterMBA essayBusiness Letteradmission letter Offer letter

澳大利亞論文英國論文加拿大論文芬蘭論文瑞典論文澳洲論文新西蘭論文法國論文香港論文挪威論文美國論文泰國論文馬來西亞論文臺灣論文新加坡論文荷蘭論文南非論文西班牙論文愛爾蘭論文

小學英語教學初中英語教學英語語法高中英語教學大學英語教學聽力口語英語閱讀英語詞匯學英語素質教育英語教育畢業英語教學法

英語論文開題報告英語畢業論文寫作指導英語論文寫作筆記handbook英語論文提綱英語論文參考文獻英語論文文獻綜述Research Proposal代寫留學論文代寫留學作業代寫Essay論文英語摘要英語論文任務書英語論文格式專業名詞turnitin抄襲檢查

temcet聽力雅思考試托?荚GMATGRE職稱英語理工衛生職稱英語綜合職稱英語職稱英語

經貿英語論文題目旅游英語論文題目大學英語論文題目中學英語論文題目小學英語論文題目英語文學論文題目英語教學論文題目英語語言學論文題目委婉語論文題目商務英語論文題目最新英語論文題目英語翻譯論文題目英語跨文化論文題目

日本文學日本語言學商務日語日本歷史日本經濟怎樣寫日語論文日語論文寫作格式日語教學日本社會文化日語開題報告日語論文選題

職稱英語理工完形填空歷年試題模擬試題補全短文概括大意詞匯指導閱讀理解例題習題衛生職稱英語詞匯指導完形填空概括大意歷年試題閱讀理解補全短文模擬試題例題習題綜合職稱英語完形填空歷年試題模擬試題例題習題詞匯指導閱讀理解補全短文概括大意

商務英語翻譯論文廣告英語商務英語商務英語教學

無憂論文網

聯系方式

Literature review example

論文作者:留學生論文論文屬性:文獻綜述 Literature Review登出時間:2010-04-25編輯:steelbeezxp點擊率:4733

論文字數:1600論文編號:org201004251022161884語種:英語論文 English地區:中國價格:免費論文

附件:Literature review example.doc

關鍵詞:Literature review example

Literature review example

‘Vacancy Notification and Employee Mobility’, Saunders M.N.K.  (1993) International Journal of Manpower

Employers recruit for two reasons, to replace employees (80%) and for expansion (20%) (Roper 1988). In both cases notification can be viewed as the point at which employer and job seeker labour searches interact (Dale 1987) and make contact (Watson 1989), where the employers' search for new employees links into those searching for employment within both the internal and the wider labour markets. For employees to be mobile within their company or between employers they need to be aware of vacancies.本留學生畢業論文留學生畢業論文網www.51lunwen.org提供 The key factor here is therefore the availability of information about job vacancies (for example Saunders 1985, Mortenson 1986). The methods adopted by an employer to search for potential new employees to fill a vacancy is based upon a series of factors. Crucial to the choice of notification method is the company policy regarding filling vacancies externally or internally (Salt 1990). Subsequent to this the employer will need to decide how and when to notify the vacancy, whether or not to short list an applicant and whether or not to offer the post (Herriot 1989). The importance of this initial vacancy notification to the recruiter has been emphasised, particularly in the more prescriptive (HRM) literature. For example Mondy et al. (1987:42) state:
'Effective employee selection depends upon attracting the most qualified applicants. Time and money are wasted when the job search is conducted in the wrong place with the wrong methods.'

Wheeler (1988) identified associated advertising costs of over 370 million in the UK in 1987, the vast majority of this being spent in local and regional press. This excluded all associated costs such as the brochures, leaflets as well as other below the line costs such as staff time. Thus the HRM literature is concerned with how the employer reaches potential employees  (Roper 1988). By contrast mobility and migration literature, such as Granovetter (1974), Saunders and Flowerdew (1987), have often focused on the impact on the person actively seeking a new post (the 'job seeker'), such as how choice of notification outlet directly influences applicant location. Theoretical job search and migration literature (principally North American) has been concerned with modelling this process using methods based upon stopping rule models (for example Seater 1979, Mortensen 1986), In focusing on job seekers rather than all potential employees they have excluded those notification methods aimed at people not searching for a job, such as the use of head hunters.
The importance to employers of factors likely to prevent potential applicants from applying and from taking up individual posts (that is factors preventing mobility between jobs) has also been cited in the HRM literature. However this has rarely been considered in any depth by UK textbooks on personnel management (Forster 1991a). To induce mobility employers may well offer incentives to the potential applicant(s) to overcome geographical inertia such as relocation assistance or golden handshakes for some very senior posts (Salt 1990). In the latter case the employee will usually need to move house, that is migrate. Migration specialists, in particular Geographers, have shown that wider institutional, 本留學生畢業論文留學生畢業論文網&tar論文英語論文網提供整理,提供論文代寫,英語論文代寫,代寫論文,代寫英語論文,代寫留學生論文,代寫英文論文,留學生論文代寫相關核心關鍵詞搜索。

共 1/3 頁首頁上一頁123下一頁尾頁

英國英國 澳大利亞澳大利亞 美國美國 加拿大加拿大 新西蘭新西蘭 新加坡新加坡 香港香港 日本日本 韓國韓國 法國法國 德國德國 愛爾蘭愛爾蘭 瑞士瑞士 荷蘭荷蘭 俄羅斯俄羅斯 西班牙西班牙 馬來西亞馬來西亞 南非南非

   Europe (24-hours)
   EN:13917206902
   china (24-hours)
   CN:13917206902
在線客服團隊
    全天候24小時在線客服
      QQ:949925041 
  

微信公眾訂閱號

牛牛体育