potential

Examples of potential in the following topics:

• Potential external relationship obstacles

  • Outsourcing offers a number of potential benefits for companies; however they cannot ignore the obstacles that come along with outsourcing.
  • Another potential problem can result from having dominant nodes, which must be eliminated in the early stages of the relationship.

• How Businesses Benefit from Diversity

  • Diversity brings substantial potential benefits such as better decision making and problem solving, and greater creativity and innovation.
  • Diversity brings substantial potential benefits such as better decision making and improved problem solving; greater creativity and innovation, which leads to enhanced product development; and more successful marketing to different types of customers.

• Defining Globalization

  • The regions involved in these exchanges potentially spanned from Spain to India, providing a large spectrum of potential specialization based on climate, skills, availability of resources, etc.
  • What minimized globalization historically was the enormous time and capital investment in travel, creating 'trade spheres' around countries/civilizations that demonstrated potential trade proximity.
  • The growing importance of utilizing these international resources and isolating increased potential for exchange has demanded a spotlight on understanding economics, particularly the pros and cons of a world market with far fewer borders.

• Establishing a resonating frame for businesses

  • Top ratings are almost always given to: the cost savings involved, profit potential, market share increases and job security (i.e. the financial aspects of sustainability).

• Introduction

  • to understand the field of Human Resource Management and its potential for creating and sustaining competitive advantage

• Phases of relationship development

  • Awareness means assessing the business relationships needed to advance organizational goals, evaluating potential areas that would benefit from a partnership, and identifying potential partners.
  • During this phase, parties engage in exchanges to explore potential partnership costs and benefits.
  • Managers evaluate the transactions in terms of the foundations of relationships discussed above, e.g. identifying potential measures that indicate successful transactions or estimating the impact on organizational culture should the relationship become established.

• Recruiting workers

  • Recruiting workers consists of actively compiling a diverse pool of potential candidates which can be considered for employment.
  • External recruitment focuses resources on looking outside the organization for potential candidates and expanding the available talent pool.
  • The primary goal of external recruitment is to create diversity among potential candidates by attempting to reach a wider range of individuals unavailable through internal recruitment.
  • Job fairs and campus visits: Job fairs are designed to bring together a comprehensive set of employers in one location so that they may gather and meet with potential employees.
  • These sites also carry a large database of applicants and allow clients to search their database to find potential employees.

• Reasons for entering international markets

  • A study by Baker and Kynak, for example, found that less than 20 per cent of firms in Texas with export potential actually carried out business in international markets.

• The economic environment

  • A nation's economic situation represents its current and potential capacity to produce goods and services.
  • The developing nations, on the other hand, have growing population bases, and although they currently import limited goods and services, the long-run potential for growth in these nations exists.

• Finding Good Candidates

  • It is beneficial to attract applicants with the highest potential for success at the organization.
  • After obtaining a large, qualified applicant base managers need to identify those applicants with the highest potential for success at the organization.
  • When screening potential employees, managers need to select based on cultural fit and attitude as well as technical skills and competencies.
  • This initial research for so-called passive candidates, also called name generation, results in a contact information of potential candidates who can then be contacted discreetly to be screened and approached on behalf of an executive search firm or corporate client.
  • Companies have a variety of processes available to screen potential employees, so managers must determine which system will generate the most accurate results.