The information that I found on the first promocionais products (also called corporative or promocionais toasts) date of the election of George Washington in 1798. By the same author: figs . Although in century XIX already it had isolated productions of rulers, calendars and products personalized in wood, it did not have, properly, an organized industry of the sector. Many consider Jasper Meeks, inhabitant of Ohio, U.S.A., as the first one to develop today known industry of toasts, when it convinced a store books to provide the local school with bag (to load books) with the reference with the bookstore. Soon, the success of Meeks made with that the market generated a competitor, Mr. Henry Beach. Soon, both already had developed boxes for cards, calendars, aprons and even though hats for horses. In 1904, 12 manufacturers if had joined to today form the famous Association of Promocionais Products (PPAI, in the acronym in English), with more than 7,500 members in the world all.
The great explosion in the sector of corporative toasts it occurred for 1970 return, when the companies, with acurados data more concerning the reply of the consumers, had perceived the great marketing force of the promocionais item. The formation of stronger marks each time occurred, therefore, through the constitution of these corporative identities, consisting minutely through a carefully studied marketing language. Up to 1990, the industry of toasts had its peak to the returns of the Christmas, when the supplies of the companies obtained to be depleted by the demand. At the beginning of this decade, however, this scene was moving (in global terms), while the companies had passed, gradual, to use the corporative toasts as tools of promotion of marks, products and events during all the year. It does not have much thing that cannot be used as half of identity promotion, but the common ways are shirts, chaveiros, posters, adhesives, penxses, mugs, mouse pads and magnets of refrigerator.
The autonomous work is today a very important activity in view of that many companies of some pursuings are used constantly of these services as complement its main activity. This if must to the fact of the autonomous work be one of the forms but economic to carry through some activities, contracting a particular professional you are free of many responsibilities beyond cutting typical working incubencies of the employee in regimen CLT. Beyond mai nobody would go to contract an employee for a service that lasts only some days or months and is a legal form and economic of terceirizar certain activities. Therefore ha situations where the solution most viable is same the act of contract of that it on account works proper to abide because ha today in the market many professionals who make everything of the law inside, that is, you are not contracting a clandestine service ha many professionals legalized registered in the agency municipal and/or federal they are as contributing individual or independent who receive incentives of the governments and they can thus offer its services with a cost sufficiently reduced and execute an excellent work. Therefore taking the correct measures and the cares necessary in the hour to contract, you can have an excellent service made in little you fear for eliminating many burocracias and a value sufficiently reduced. The site is a good example of company who congregates professionals of construction and reforms and other activities the disposal of who needs to contract a good independent professional..
This article has as objective to identify as the remuneration influences in the functioning of the company as a whole. In such a way, it was developed, for accomplishment of this work, a bibliographical research that marked out with buoys the development of a questionnaire to be executed next to the manager of RH of the Company & ldquo; H& rdquo; , and thus it supplies important information so that one became fullfilled an analysis and a note for the increase of the balance of the politics and inside practises of remuneration of the Company with the ones of the market and the cost and return of the people and its functions of the company. Introduction In the current Global market where the resources are managed so that if it gets of them maximum efficiency, the used human resources in this process have taken attention of the studious managers and of the administration for many times the intrinsic characteristics to the men to be responsible for the success in trying to reach the effectiveness. In this perspective the organizations have looked for to identify and to keep those people who incorporate differential to its I negotiate, and in this game to take care of its expectations, necessities and to propitiate favorable and safe environment are only some aspects of the process, but of extreme importance. This work backwards a little of this, it has intention to show that the correct management of changeable elements of the remuneration can bring the balance inside enters the practised remunerations of the organization and also with the practised one in the market. In such a way, he developed himself, for accomplishment of this work, a bibliographical research that marked out with buoys the development of a questionnaire to be executed next to the manager of RH of the Company & ldquo; H& rdquo; , and thus it supplies important information so that one was become fullfilled analysis and a note for the increase of the balance of the politics and you inside practise of remuneration of the Company with the ones of the market and the cost and return of the people and its functions of the company..
Motivation of Trainees in the Mint of Brazil, a study of Case: How a public organization stimulates the trainee, although the lack of expectation of the efetivao? Ariadna Gonalves Almeida, Letcia Snows of Nascimento and Wellington Vanderlei de Melo SUMMARY Of the industrial revolution until the present, much thing moved, one of them and most important it was to adjust the model of management of the companies to the current law, with this the organizations had acquired rights and duties, that had been usufructed in such a way by the masters as for the employees, as 13 wage, vacation, advance warning, FGTS, etc. However they had appeared other factors in this scene. Beyond having employees the company could terceirizar; that it is a service where the employee does not have bond with the organization, but works for the same one; also they had appeared the lesser apprenticees who had arrived with the proposal to learn and to acquire experience in a professional environment, and finally also they had come the trainees who mixture not the bond with the company, of terceirizado, with the project of learning and experience of the lesser apprentice. This work aims at to show to which the impact of not the efetivao of the trainee in a public company, because what we have observed it is that many organizations not yet adaptaram its structures of management of people to this reality. We consider in them to absorb which factors benefit or not in the motivation of these young, by means of research and collects of data, for this was used questionnaire, therefore it obtains to carry through this collection with more rapidity, flexibility and praticidade. These questionnaires had been applied to identify the perception that the trainees have on the motivation in a public company. The refined results show in them that the Mint of Brazil, obtain to motivate the majority of its trainees, therefore it offers benefits beyond the obligator ones and it fulfills to the learning proposal, carrying through feedbacks, offering to courses and other things that will be being displayed for this work, thus we verify that a public company is possible to motivate the young, adding benefits and diminishing the weight of not the efetivao. .