There has always been a raging debate on the efficacy of monetary versus non- monetary rewards for an employee referral program as key enablers for employees. While some people prefer to be rewarded with hard cash for a job well done, non-monetary rewards can take several forms such as:

The primary advantage of Monetary rewards center around the fact that they are:

A)Easy to understand and B)Their Universality ensures that they appeal to employees across designation levels

On the other hand, ofcourse there is adefinite flip side associated with monetary rewards:

A)Over a sustained period of time, they start to lose value as employee interest dithers. They are sometimes taken for granted while at others there is the constant need of increasing the monetary value to keep employees engaged.

B)If they come as a part of the employee salary, they often go towards regular expenses, diminishing their importance.

As opposed to monetary rewards, non-monetary rewards have the advantages of keeping employees engaged & motivated through public recognition. They also have the advantage of immediacy, where employees can be rewarded immediately following their achievements.

Just while one begins to think that non-monetary rewards are a panacea for all ills, a study conducted by at Wichita State University revealed that when given a choice between cash or Non Monetary Rewards 63% of the people would pick cash. However, when asked what would satisfy them, cash or a non-monetary reward, a majority said they would prefer non-monetary rewards. When faced with a real life situation, the utility of the cash, therefore, leads many to make a more practical though less satisfying decision.

Non Monetary rewards have their own sets of disadvantages, primary among them being:

A)Offering non monetary rewards that do not interest employees can instead of motivating employees, convey an impression that the organization does not know their employee interests & worse still, does not care about them.

B)Problems may also occur if the perceived value of the non-monetary incentive falls below the employee expectations.

There is, therefore,no one-size-fits-all solution when it comes to motivating employees. The choice of monetary versus non-monetary solutions depends upon a range of factors, including but not limited to industry practices & business goals. Very often, one cannot work in the absence of the other. A judicious mix is perhaps the only answer.

Author Bio :

Savio Vadakkan is the Marketing Professional at ZALP, a unique employee referrals booster. ZALP helps organizations tap the full potential of their employee referral program using advanced social media integration and interesting features like gamification.

La Caixa believes that the recession is beginning to abate in Spain after the sharp drop in the fourth quarter of 2012.

Madrid, Spain, April 01, 2013 – La Caixa believes that the recession is beginning to abate in Spain after the sharp drop in the fourth quarter of 2012.

The information provided by the Catalan bank La Caixa is derived from studies carried out by the bank, which believes that, although the light at the end of the tunnel can be seen, -we will have to wait until 2014 to create jobs-, as it will be at this time when the internal demand starts to gain a dynamic. Althoughthe drop in economic activities has slowed and the expectations are that the economic deterioration will be reduced in 2013, there are still no signs of an improvement in the labour market.

The battery of measures of support for entrepreneurs and towards the creation of jobs for young people passed by the government -should contribute to the improvement of the labour market situation, which continues to show no signs of change at present.-

The experts at La Caixa – who consider that -the intensity of the recession reached its peak in the fourth quarter of 2012- – also mention those banks that, it states, will no longer have losses which affect public debt, due to the -advanced restructuring process of the financial sector-. La Caixa believes that 2013 will be a year in which the bank focuses on recovering the system’s profitability, and understands that -the process of adjustment in terms of capacity and costs in the sector should help to regain profit margin-.

The financial institution’s report emphasized that the largest fall has been in the construction sector, with an accumulated drop of 37% from the first quarter 2008. This means that the accumulated drop of the GDP since 2008 through the third quarter of 2012 was 1.6% (5.7% including construction). For this reason La Caixa is pressing for the stability of this sector in order to slow down the fall of GDP in the next few months.

Press Contact: Marca Espana Media Relations Marca Espana Serrano Galvache, 26 28033 Madrid, Espana. 512-212-1139

Are you in charge of hiring new employees? Do you know how to do a proper employment screening? Can you do a background check that will eliminate those employees that have some detrimental past activities that could harm your company? Here are some tips for you to use in your background checking.

Start with a good application form. This form should be designed by someone knowledgeable in background checks. It is this form that will give you your start in background checking. You need the right applicants answers before starting your screening.
Your first check is to look into the persons Social Security information. This is the starting point for your employment screening check. This check is done to make sure the Social Security belongs to the individual. It also gives you information on his past addresses and alias identity. Many people hide their own status by using other peoples Social Security.

Once you have new addresses or alias, you can check the employment criminal background check and driving record with the new address or new names. This gives you a more accurate picture of what the prospective employee is like.

After you have gathered the information from the Social, Criminal, and Driving Records compare it to the application filled out by the individual. If some things dont match, then you should talk to the individual and ask why the difference. Many times they will not remember that they had made some changes in their past with names or addresses.

The next thing to do is a pre-employment credit check. This part of the employment screening is where you look at credit report, which is not the typical credit report. You are not allowed by law to see their actual credit report with all of their financial data. You will see their report with many items blanked out.

If you want to do the employment criminal background check, you will need a birth date. You will not be able to get this on your initial employment application. If you decide to hire this person, you can get their birth date. Make employment contingent on them passing their criminal check.

Make sure you get past supervisor and co-worker names. You can get more information from these individuals than you can from Human Resources. The Human Resource Department can only give a limited amount of information to avoid being sued.

Just with the information you get on the application, you can start you employment screening background check. This is why its so important to have a good application form. If you use a standard application form, have it checked by an expert human resource person. Start with Social Security Check and end with a Criminal Records check.

Original Source : Nephrology and Urology Market

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Browse all : Medical Devices

Asia Pacific Nephrology and Urology Devices Market Outlook to 2016

GlobalData’s new report, -Asia-Pacific Nephrology and Urology Devices Market Outlook to 2016- provides key market data on the Asia-Pacific Nephrology and Urology Devices market Japan,Australia,China and India The report provides value (USD million) data for all the market categories – Incontinence Devices, Renal Dialysis Equipment and Lithotripters The report also provides company shares and distribution shares data for each of the aforementioned market categories. The report is supplemented with global corporate-level profiles of the key market participants.

This report is built using data and information sourced from proprietary databases, primary and secondary research and in-house analysis by GlobalData’s team of industry experts.

Scope

Countries covered include Japan,Australia,China and India.

Market size and company share data for Nephrology and Urology Devices market categories Incontinence Devices, Renal Dialysis Equipment and Lithotripters

Annualized market revenues (USD million) data for each of the market categories in each of the country. Data from 2002 to 2009, forecast forward for 7 years to 2016.

2009 company shares and distribution shares data for each of the market categories and countries.

Global corporate-level profiles of key companies operating within the Asia-Pacific Nephrology and Urology Devices market.

Key players covered include Fresenius Medical Care AG & Co. KGaA, Unicharm Corporation, Baxter International Inc., Gambro AB, Kimberly-Clark Corporation, Asahi Kasei Corporation, Svenska Celulosa Aktiebolaget SCA, NIPRO CORPORATION, NIKKISO CO., LTD., B. Braun Melsungen AG, C.R. Bard, Inc., Covidien plc, Coloplast A/S and Teleflex Incorporated.

Reasons to buy

Develop business strategies by identifying the key market categories and segments poised for strong growth.

Develop market-entry and market expansion strategies.

Design competition strategies by identifying who-stands-where in the Asia-Pacific Nephrology and Urology Devices competitive landscape.

Develop capital investment strategies by identifying the key market segments expected to register strong growth in the near future.

What are the key distribution channels and what’s the most preferred mode of product distribution – Identify, understand and capitalize.

Vigorously promote the construction of a common market, the Guangxi into a base of China-ASEAN trade, which is China – ASEAN Free Trade Area between the two sides deepen cooperation and concrete manifestation of the inevitable demand. And Guangxi, China and ASEAN trade has become the base conditions. In recent years, trade between Guangxi and ASEAN accounted for Guangxi’s total foreign trade has gradually increased, from 25.9% in 2003 increased to 34.8% in 2009. ASEAN as Guangxi’s largest export market and the largest import market position has been further consolidated. Guangxi and the ASEAN market is highly complementary, mechanical and electrical products, agricultural products and textiles in Guangxi’s main exports to ASEAN. In 2009, export of electromechanical products in Guangxi to ASEAN accounted for 30.4% of exports. Imports of mineral products and agricultural products are the main products of Guangxi in 2009, together accounted for 86.5% of imports from ASEAN, including coal, iron ore, manganese ore, titanium sand, palm oil, fruits, cassava, timber and natural rubber, which some of the products China imports from ASEAN accounted for a larger share. Accelerating the transport and logistics infrastructure, also makes contacts in recent years, ASEAN through Guangxi Port rapid growth in the goods market, Guangxi, China and ASEAN is becoming a distribution center of goods. Exports to ASEAN through Guangxi Port of cars, clothing, fertilizer, steel, and imports from ASEAN coal, iron ore, palm oil, refined oil products grew rapidly. In the free trade area, led by construction of Guangxi and the ASEAN common market will greatly promote the growth and development of Guangxi’s economy, help to promote Guangxi’s open economy and the overall opening-up levels. Construction of Guangxi and the ASEAN common market, the basic idea is to China – ASEAN Free Trade Area, and mutual cancellation or reduction of tariffs and non-tariff barriers as an opportunity, through the expansion of bilateral trade between Guangxi and ASEAN to speed up the construction of the common market; by expanding the depth of the traditional ASEAN market, vigorously develop new ASEAN market, to achieve comprehensive development; expansion of processing trade, stability, border trade; encourage potential and market demand for products to enter both markets, optimize the structure of import and export commodities; training for the ASEAN market of business entities; steady progress in China – ASEAN trade bases. The overall objective is to strive to 2011-2015 the average annual trade volume between Guangxi and ASEAN increased by 25%, among the nation continued to import and export volume accounted for the proportion of trade between China and ASEAN to further improve. By 2020, strive to make Guangxi become an important distribution center of goods between China and ASEAN, and the completion of China exports to ASEAN’s important manufacturing base (china business), imports of vital resources and raw materials base in China and ASEAN commodity trading base in China and ASEAN businessmen gather and exchange Commodity exhibition base (china trade). From: china wholesale

Set up in 1967, ASEAN comprises Brunei, Cambodia, Indonesia, Laos, Malaysia, Myanmar, the Philippines, Singapore, Thailand and Vietnam. To consider it as one entity, it covers an area of 4.44 million square kilometers and has a population of approximately 576 million.

-Huge amounts of trading goes on between ASEAN countries and China, and has scope for further growth. This offers huge potential for investment opportunities both long and short term,- explained James Carter, Senior Vice President of Mergers and Acquisitions at Abney Associates.

Trade between China and the Association of Southeast Asian Nations (ASEAN) reached a record high of USD $400.9Billion in 2012 and the general consensus is that this has flourished since the launch of the Regional Comprehensive Economic Partnership (RCEP), soon expected to be the biggest free-trade market in the world. Commodities are in huge demand and many different groups of consumers within China have instigated trade amongst ASEAN bloc companies to take full advantage. Trading in chemical, mechanical and transportation equipment products is an area that is especially showing rapid growth and seems to be offering the biggest potential for development.

-This year we have been watching the complimentary growth developing in a hugely encouraging way for industrial cooperation within each ASEAN member’s financial market trading platforms. With half of the consumers in the world and one-third of the global GDP value, we are monitoring extremely closely any progress that will inevitably develop once the RCEP reveal their proposed financial strategies. By doing so we can maximize returns on investment for our clients,- added James Carter, Senior Vice President of Mergers and Acquisitions at Abney Associates.

Although duty-free policies do not directly transpire into a common path for economic growth, the zero tariff policies are showing signs that they are working as intended. The policies were aimed at developing industry chains and also providing complimentary advantages amongst trading partners. It is evidently working well and is creating opportunity and that seems to be, not just the general opinion but also the reasoning as to why this is drawing the attention and interest from the senior VP at Abney Associates.

Abney Associates are a Hong Kong based company that provides a range of financial services to individual clients, portfolio companies, corporate investors and entrepreneurs who wish to take unbiased financial advice.

Abney Associates are primarily a team of financial specialists who pride themselves on having a high level of expertise and vast experience for diligently monitoring any positive or negative developments to companies currently listed on exchanges globally, especially those that may affect client investment interests. This is done in order to ensure the financial advice given is factually correct and delivered in an effective way.

County seat of Hennepin County, Minneapolis is the largest among the cities in the US state Minnesota. Lying on the bank of the Mississippi River, it is one of the major centers of economic activities in the country and is home of around 3.5 million people. The city is rich in water resources with over twenty lakes.

Economy of the city is based mainly on commerce, finance, railways, transportation, health services, and industries. There are also smaller units of publications, food processing, graphic arts, and milling. With numerous production units of chemical, agricultural, automotive, electronics, computer, and medical articles, the city provides enormous scope for job seekers.

Instead of searching on your own that may lead you nowhere, it is always prudent to obtain the services of some expert agencies to find out the best of the employments you are seeking depending on your academic qualification, expertise and experience. We have therefore come up with the information on the best providers in the market in Minneapolis and wild hunting ends for you here.

Have a look at the top ten employment agencies in Minneapolis.

1. Young Dads
(612) 752-8800
900 20th Ave S
Minneapolis, MN 55404

2. Women In Transition
(612) 752-8444
6715 Minnetonka Blvd
Minneapolis, MN 55426

3. Women Achieving New Directions
(612) 752-8500
3200 Penn Ave N
Minneapolis, MN 55412

4. Wings
(612) 752-8500
3200 Penn Ave N
Minneapolis, MN 55412

5. Westaff
(612) 338-2833
821 Marquette Ave
Minneapolis, MN 55402

6. Weimelt Lissa
(952) 941-8778
Minneapolis, MN 55401

7. Volt Services Group
(952) 835-9600
5270 W 84th St Ste 355
Minneapolis, MN 55437

8. Uplink
(763) 971-8888
5901 Brooklyn Blvd
Minneapolis, MN 55429

9. United Staffing Inc
(763) 535-2989
5501 Lakeland Ave N
Minneapolis, MN 55429

10. United Employment Inc
(763) 572-2477
7260 University Ave NE
Minneapolis, MN 55432

People with best career graph and expertise often experience hardship in finding out the best suitable job befitting their abilities. Our information will help you stop such searches. Whether you are a male or a female candidate and whether you are searching for general or highly technical jobs, the information we have brought up covers all. With the help of an expert agency it will be far easier to get the best job links.

If you are looking for more about the employment agencies in Minneapolis, please visit the website.

Why do so many great employees leave their jobs and join different companies? The problems that lead to quitting share two major characteristics: first, they are preventable; and second, they often begin with management.

In order to prevent the large expenses involved in hiring and rehiring, with all the advertising expenses, resource management, headhunting, loss of time and productivity, and LMS employee training, make some simple changes in your management. A few adjustments in areas like management LMS training and management relations with employees can make a world of difference in employee turnover.

Three common management behaviors which contribute to employee turnover are improper handling of challenging situations, not taking time to address matters of concern to employees, and morale-killing actions taken by management.

First, the improper handling of situations is a common way to lead employees to their next job with a company who may be your competitor. When things go wrong, management must step up to the plate and become the leader, rather than a finger-pointer and blame-assigner. Another sure way to kill morale in the workplace is the constant reorganization of staff and shuffling employees around. This only causes confusion and a lost sense of priorities.

The second behavior that management should avoid is the alienation of staff by silence. Oftentimes, management fails to make time to inform staff about the decisions it is taking. Clarity and transparency in management should be consistent in order to keep a healthy employee morale and sense of good communication at work.

The third managerial behavior that effects high employee turnover rates is killing morale by not allowing employees to make any decisions about their work. Employees begin to view their work as only a job instead of developing pride and positive energy in the workplace.

How can you foresee and prevent high employee turnover? Get to the heart of the problem.

Mothers are known to have the most effective knowledge about life and their skills have often made wonders. In reality, it’s what makes them excel in various ways. One of the techniques that they can flourish is in medical careers.

Now, it may possibly not be too obvious to onlookers and even ordinary mothers do not know they have such capacity unless they try it out themselves. Mothers are perfect health care professionals due to the fact of their caring intuition and wonderful nurturing methods. You’ll find medical professions which are best for ambitious and hardworking mothers.

Working mothers can go for nursing career. There are a variety of factors why it might be ideal for them and the most fundamental reason is that the description profession might be interpreted in both worlds as mothers and as nursing professionals really similar with every other. Nursing experts and mothers are excellent when caring for the sick and administering prescribed medications as needed. Actually, you’ll be able to rarely see fathers inside the property holding the schedule of making the kids take their vitamins or medication. It’s always the mother who is going to administer this to her kids.

Mothers who are doctors can specialize in Pediatrics. Nobody knows children far better than mothers do simply because they are the ones who gave birth to babies and they are the primary care taker of the babies in their growing up years. A lot of single pediatricians out there may just base their knowledge on textbooks and other information they learned throughout school but mothers usually discover a good deal in their own experience and this might be very useful compared to individuals who have not raised one on their own.

They are known as mothers since they’ve already given birth to kids and during the process of pregnancy they discover a lot of things. This holds them ideal for the specialization in Obstetrics. They will have superb knowledge in pregnancy and giving birth as well as practical applications in numerous ways.

Finally, mothers can work as a medical transcriptionist. It gives them the opportunity to work at property although they’re tending to their children. This is pretty flexible when it gets down to it and they can get to earn additional as well.

If you’re interested in getting details on various medical careers and nursing school for working mothers, you are able to begin your search by way of the internet. It is possible to locate plenty of ideas and it is possible to even start your journey to earning extra income for the family.

The demand for petroleum products across the globe will increase in the future due to rising income levels and increasing industrialization. The demands for petroleum products will lead to high imports of crude oil which will in turn impact upon foreign exchange reserves. The increased demand for petroleum products will have a negative impact on the environment. APAC countries are therefore striving to create their own energy sources so that they can have large foreign reserves and be independent of any other oil producing countries.

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The development of the biofuel industry in APAC countries has been assisted by various policies that aim to promote the production of biofuel. These policies vary from targets to blending mandates to economic steps such as subsidies, fiscal incentives and tax exemptions. While most of the policies revolve around economic factors such as need for energy selfsufficiency and security and economic development, some of the policies also cover sustainability issues such as restrictions made by China for the production of certain types of biofuel. The table below shows the policies in some APAC countries.

Biofuel production in the APAC in 2005 was 31.5 thousand barrels per day (Mbblpd). Production of biofuel rose to 89.9 Mbblpd in 2009 with a compound annual growth rate (CAGR) of 30% for the period 20052009. GBI Research estimates that biofuel production by the end of 2020 will be 253.2 Mbblpd. The CAGR for the period 20102020 will be 9%. The figure below shows biofuel production in the APAC for the period 20052020.

GBI Research’s new report, Biofuel Market in Asia Pacific to 2020 Need for Energy Independence Will Spur Biofuel Demand in the Region ” provides key information and analysis on the market opportunities in the Asia Pacific Biofuel Market. The report provides the latest information on the biofuel production and consumption with a detailed assessment of the market forces influencing the Asia Pacific biofuel market. The report also provides analysis of key countries which includes China, Thailand, Malaysia and India

This report is built using data and information sourced from proprietary databases, primary and secondary research and in-house analysis by GBI Research’s team of industry experts.

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For more details contact:

North America: +1 646 395 5477
Europe: +44 207 753 4299
+44 1204 543 533
Asia Pacific: +91 40 6616 6782