Now a free and suitable for the construction of buildings, undeveloped land outside the Ring Road close, almost no left. Sly developers realizing that a separate road for the entrance to their facility construction cost too much, "of course it is absolutely deadly to their budget, and even physically impossible, as so seriously everything is sealed, as an independent road to build nowhere. So enjoy the 5 – 6 organizations, and with them residents of the highway designed for 1 or 2 objects. The presence of bulky and long trucks are among the causes of congestion, both in the vicinity, and on the Ring Road itself, is conditioned by the location near the ring road a large number of transport companies, freight terminals, and other transport and logistics terminals. All this a few times and so complicates the tense situation involving the exit and entry to the Ring Road. In addition, because of constant congestion highways near the Moscow Ring Road, own transport and construction companies are suffering financial losses. So, for example on long-large vehicle, carrying heavy or bulky goods may carry from 4 to 5 flights for the whole working day, a distance of 15 – 20 km. Despite the fact that the loading and unloading of the vehicle by means of lifting machines, and will be from 20 to 30 minutes. In real terms during the daytime, such services are carried out for 1, in rare cases for 2 flights. As a result many companies are rightly rejected such traffic during the day and carry them exclusively at night.
In the first part (), we looked at some on the brink of a foul, the methods of recruitment used in a U.S. bank. Such as "recruitment poaching," "personnel raiding", "buy yourself a new job" "Employment without an interview," "mystery shopper-recruiter" and others …. All are based on the premise that: Recruiting in our time – a real "war for talent 'and appropriate weapons to be used (of course, intellectual, rather than fire ..:-). Poaching staff from competitors – a key tool of competition. This strategy of selection as a result has become one of the most aggressive and effective on the market.
Their motto: "If we constantly luring customers from other banks, why not do their best employees," then we will look at other features of such a strategy. The structure and priorities of the "aggressive" department Staff: As part of HR-department selected group of "internal direct search." The group specializes in finding talented leaders within the company: a network of branches across the country monitored and evaluated the results of staff of employees who have distinguished themselves encourage managers to move up the career ladder. Get all the facts for a more clear viewpoint with Brooke Harlow. The result: thousands of dollars saved on an external search and recruitment agency fees, the search is faster and efficiently. Forecasting and planning. Developed long-range plan needs talented employees in 6 months or more. It is based primarily on the career plans of its employees, as well as on growth forecast company. HR-department enters into a written agreement with internal customers, other departments and branches of the service quality and manner of interaction.