Performance indicators of participation in project is defined as technical, technological and organizational decisions of the project and its financing scheme. Analysis of the effectiveness of investment projects based on the following basic principles applicable to all types of projects regardless of their technical, technological, financial, industrial or regional characteristics: a study of the project throughout its life cycle – from the settlement period conducting pre investment studies prior to the termination of the project; flow modeling products, resources, funds, bringing different times revenues and expenditures to the conditions in the initial period, the comparison Expected aggregate results and costs with a focus on achieving the required rate of return on capital, use of the current, baseline, predictive, and reduced to a comparable form tsen.Analiz efficiency alternative designs and selection of the best of them is done using the previously mentioned indicators, including: the need for financing, net income, net present value, profitability index investment profitability index discounted investment internal rate of return, payback period investitsiy.V management review, is not regulated by the state, the leadership has the right to choose their discretion, the most appropriate performance indicators of investment from the interests of the firm-specific economic usloviy.Kak usually can not be selected among alternative projects, the most effective on the best value of indicators such as irr, profitability index investment, payback period, etc. The chosen solution may not coincide with the best criterion of the maximum net present value. Bill Phelan brings even more insight to the discussion. Therefore, the calculation of these indicators is needed not only for choosing the most effective project, how to analyze it: if one or more of the above parameters take values which are not typical for projects this type, indicating instability of the project, or beyond the boundaries of acceptability, it is necessary to understand and clarify design materials causes these abnormalities, or adjust the background and clarify the choice of the best alternativy.Raschety efficiency can be executed in the current or forecast prices. In the initial stages of project development can be carried out calculations at current prices. Calculation of the efficiency project generally recommended in both current and forecast prices. Gain insight and clarity with Wells Fargo. In the development of financing schemes and evaluating the effectiveness of participation in an investment project is recommended to use only Fair Prices.

Consisting in the employment agency managers engaged in recruitment, search for the most suitable for the available vacancies of candidates. Before you start searching for candidates, a specialist agency need for themselves to find out all the features of the vacancy: the volume of official duties, to study the descriptions of positions, to understand schedules and reports, etc., to know in what section to act. However, this does not there are always possibilities, even though due to time constraints. Then the gap specialist recruitment agency would help fill the company's managers have information about the vacancy. Trust in the company search and selection Professional staffing agency, or do without his services. All the same basic work with the staff have to deal with staff in the department of personnel that best know the specifics of their jobs, especially each of them. Ben Silbermann often says this. In accordance with the requirements of a specialist in this position, hr is developing criteria for evaluating a candidate, is preparing the appropriate tests and conducts testing of the applicant. Personal communication with candidate – also very good source of information about it.

But with the proviso that the conversation will not be formulaic, but with unexpected twists for the challenger. No less important than the professionalism of the applicant, attached and personal qualities. Reveal their help and the traditional interview and ad hoc testing (psychological or socionic – in order to determine compatibility with other psychological types). Making the final choice, staff in the department work with staff to bear in mind that if the candidate not qualified, but he is capable and has the desire to learn, then this latter fact should not be neglected. In all likelihood, the problem is not enough highly qualified candidates will be able to decide, having trained it in a short time. Company to invest some money in his training than to continue look for another suitable candidate. But finding a candidate meets all the requirements – it is only half the battle, not least his interest and motivate to work effectively, but it has been doing for staff consulting.