Browsing by Author "COMBI, Franciele"

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DIAGNÓSTICO DE MARKETING: STARBUCKS
(FUNDAÇÃO DE ENSINO OCTAVIO DA SILVA BASTOS, 2019-06-01) SILVA, Marcelo Alexandre C. da; MARDONADO, Erick; BLOTTA, Fernanda; SILVA, Marcelo Alexandre C. da; VENÂNCIO, Elaina Cristina; MARQUES, Cananda Maria David; COMBI, Franciele; MARTINS, Heloisa da Silva; MOREIRA, Paulo Augusto Américo; GUIMARÃES, Thiago Elias Paulino
The integrated project aims to integrate all the content that has been obtained during classes, either through educators or material, and extract content from marketing and its derivatives of the company, analyze, contextualize, thus reaching the objective Final. The selection process was a joint decision, the members gave several other examples of companies, the objective was to choose a large company, which somehow has revolutionized the market in which it operates, making its competitors change as well, becoming a benchmark in the market.
Logística: Ambev
(UNIFEOB, 2022-10-07) MARQUES, Cananda Maria David; COMBI, Franciele; MARTINS, Heloisa da Silva; MOREIRA, Paulo Augusto Américo; SANTOS, Ricardo Ferreira dos; GUIMARÃES, Thiago Elias Paulino; PANCINE, Luiz Fernando; VENÂNCIO, Elaina Cristina Paina; ALMEIDA FILHO, Celso Antunes de; CARVALHO FILHO, Gilberto Peixoto de; NOGUEIRA, Thiago
The purpose of this project is to study the areas of the Ambev company. Analyzing the operations and their strategic mechanisms that the company uses, and deferring improvements the same. The company was chosen because it is a Brazilian company that today is one of the owners of the largest group of breweries in the world.
Os Novos Rumos do RH nas Empresas
(UNIFEOB, 2022-10-21) MARQUES, Cananda; COMBI, Franciele; BATISTA, Dirceu Fernandes
The directions of human resources, historically speaking, were quite transformed in the last years. In order to analyze these transformations, this article was developed through bibliographic research (websites, articles, etc.) consistent with the topic in question. Currently, it is possible to observe numerous campaigns in which the HR area is willing to value the employee, while keeping close to the reality of the business. It is believed that human capital is the difference. This research reveals significant progress in the sector, given the importance of people who work in organizations, the cultural change of the company, if necessary for the achievement of both organizational and individual objectives and also in the management of the evolution of human resources.
UNILEVER PROJETO INTERDISCIPLINAR CENÁRIO ATUAL DO RECURSOS HUMANOS DIAGNÓSTICO E SOLUÇÕES TENDÊNCIAS PARA O RH DO FUTURO
(FUNDAÇÃO DE ENSINO OCTAVIO DA SILVA BASTOS, 2019-11-01) CASTILHO, Karina Strobel; CARIOCA, José Márcio; DOVAL, Danilo Morais; MARDONADO, Erick Jacoboski; RODRIGUES, Danielle; MARQUES, Cananda Maria David; COMBI, Franciele; MARTINS, Heloisa da Silva; MOREIRA, Paulo Augusto Américo; GUIMARÃES, Thiago Elias Paulino
The study units that we worked on were: Performance Evaluation that has as an individual objective, the performance of people, agreements drawn up between employee and employer about their performance within the company, about areas for improvement individually, your self-assessment or your assessment as a people manager; selection and Talent Retention also has the individual objective of working the entire process both conceptual and practical of recruitment and selection, and it is necessary to have tools and structure to that a good process is carried out from start to finish, the beginning of this process being the curriculum that is an extremely important tool and our first impression for the company, and the from there, internally in the organization the planning of recruitment and selection (opening of the vacancy, the purpose of the profile, complements, etc.), the forms of recruitment (Internal or external), personnel selection, interviewing and retaining talent, and it is also important to analysis of staff rotation within the organization. Positions, Salaries and Career Plan, which aims, how to create, lead and direct your career plan in the right path, the relationship, about position and salaries. Administration of Personnel and Labor Obligations, was addressed, the hiring process, (the job descriptions, documentation, exams, types of contracts, among others.), labor calculations (INSS, IRRF, additional, among others), and finally Training and Development, which aims to train and develop people, way how it should be done, what is the return that organizations have, to what extent can I invest in training, and finally how to apply, and create training. Each study unit has an individual objective, which are interconnected, so that in the In the end we achieve a general goal.