THE ECONOMIC PERFORMANCE OF IMMIGRANTS The Role of Human and Social Capital AGNIESZKA KANAS Kanas, A.M. The Economic Performance of Immigrants. The Role of Human and Social Capital Dissertation, Utrecht University, The Netherlands Cover illustration: Krzysztof Wodiczko, Goscie/Guests, 2009, instalacja wideo/video installation, 17,17 min./minutes. Dzieki uprzejmosci artysty i Fundacji Profile/courtesy of the artist and Profile Foundation, Warsaw. Cover design: Agnieszka Kanas & Sebastian Gryglewicz
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Page 4-5 Job posting example Page 5 Interview Process Page 6 Example of non-genetic and legally acceptable interview questions Page 6-7 Pre-employment testing and assessment Page 7 Three additional staffing elements Page 7-8 Employee Handbook Set Forth Expectations Page 8 Employee Handbook Protect Employers Page 8-9 Conclusion
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written exam encompasses a general aptitude exam consisting of reading comprehension, problem-solving skills, memory and writing ability. Many agencies offer their applicants a study guide that provides some assistance to applicants prior to taking the exam. Once the review is
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procedures comply with legislative requirements. • Policies and procedures must be backed up by robust employment practices, supported by clear selection documentation. • A combination of suitable selection methods should be used, depending on the nature of the vacancy. • All staff involved in administration, shortlisting, interviewing and other means of assessment should receive appropriate skills and equal opportunities training. • Adequate records should be kept of all stages of the process, including
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In brief: This chapter gives an overview of the selection process, testing concepts, types of tests, and selection techniques. It also addresses legal and ethical questions surrounding the area of testing and selection. Interesting issues: Most companies desire reference and background information to make employment decisions, however, most companies also have policies against giving out any information on current or past employees beyond basic job titles and dates of employement. Students need
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HRM410 Course Draft and Final Version REQUIRED Template Student Name: | Jerry Seidl | Instructions: * Use this required template for the Week 3 Draft of your project (your Handbook below must be 25% completed for full-points consideration) and 100% complete for the Week 7 final version. * Remember, this is a Staffing Handbook, not an Employee Handbook * Remember that no more than 10% of the completed Handbook can be from borrowed material (so plan accordingly on any borrowed material used
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Student Name: | Vivian Casabianca | Platform Technology Vivian Casabianca HRM410 Strategic Staffing March 2014 Joy Bruno Platform Technology STAFFING HANDBOOK Handbook Date: | March 2014 | Definition of Strategic Staffing “Strategic staffing is a broad concept that can refer to the various HR programs and techniques used to manage the employees of an organization. Staffing defines the process of systematically filling positions within the organization and then monitoring the
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Peace Officer Academy (POST) Entrance Exam (Vermont Department of Public Safety, 2013). The minimum requirements to become a Vermont Highway Patrol are that applicants must be a U.S. Citizen; must be at least 21 years of age as of initial testing date; must have a high school diploma or equivalent; may not have received more than three minor traffic violations within two years prior to the initial test date; not been convicted of driving under the influence of alcohol or drugs, or pled guilty
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for the next five years based on organizational goals as well as demographic changes. Also, look at workforce diversity objectives, organizational branding, methods for recruiting candidates, methods for screening candidates, interview methods, testing procedures, interview process considerations and methods for selecting candidates. Forecasted Demographic Changes Landslide Limousine should consider the different demographic changes in their area. Bradley should look into the forecasted demographic
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CHAPTER 3 SELECTING AND USING ASSESSMENTS Introduction This chapter will address three issues: (a) the institutional assessment needs of workforce development organizations, (b) the assessment needs of individual youth to help make informed choices about their careers, and (c) the practical needs of practitioners for information about how to select and use different assessment tools. At the end of this chapter, Exhibit 3.1 contains information that can be used to help with the selection
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