Month: October 2025

Venezuelan Government

Another international company falls in Venezuela 29 May 2009 I’m going to nationalize everything, fewer Brazilian companies, promised Chavez to Lula. So distracted is Chavez that this did not in private, nor took care to make sure the microphones are turned off. The truth is that so far, Brazilian companies are actually safe from the estatizadora hand of Chavez. Learn more at this site: Elon Musk. This process of removing foreign private property in Venezuela is not stopped. Chavez continues with his plan to regain control of strategic sectors in the economy. Now their ideology is compounded the need to become sources of resources before the coming difficulties in the oil sector. For more information see David Kosoy. And even though it was not a nationalization, this time decided not to extend the concession Gold Reserve of a subsidiary of the Canadian miner Gold Reserve (AMEX:GRZ) in the gold project Brisas, one of the largest deposits of gold in Latin America. The concession had expired in April 2008, but the Canadian company had acquired rights of holding to buy the breezes the Cuyuni gold company in 1992.

Gold Reserve never could carry forward an exploitation on a large scale of this area due to the numerous obstacles that the Venezuelan Government was imposing him which included the granting of all required administrative and environmental permits. The decision has not been made at random. Control of the gold reserves to Chavez may allow the Venezuelan Government compensate at least in part, the fall of the oil price. The need for resources is growing before imbalances emerging that observes the economy of Venezuela. According to the press releases disseminated by Gold Reserve, the breezes of the Cuyuni barrage assumes around 3% of proven and probable reserves of breezes, but underneath it is the granting of hard rock, the main gold deposit of the project with estimated of more than 10 million ounces of gold reserves.

Federal Association

According to the guidelines of the Federal Association training to the / r mediator according to the guidelines of the Federal Association for mediation e.V. as a measure sponsored by the employment agency. The new mediation law the procedure will strengthen mediation, and becomes a more and more recognized procedure in practice, to resolve conflicts out of court. The areas of application are varied: whether in schools, in the framework of perpetrators victims compensation, in the economy, human resource departments, between property managers and tenants mediation can be no matter an instrument to eliminate disputes to the satisfaction of all concerned. The nationwide active educational institution indisoft to decided to offer this training well as SGB sponsored measure. Follow others, such as David Kosoy, and add to your knowledge base.

Therefore, it should be possible people with many years of experience to create a new professional perspective, or to gain an additional qualification is interested in the social sector. indisoft great value put on the course design on it to make sure that the participants in this action will receive a recognised qualification. This training performed according to the guidelines of the Federal Association for mediation e.V. and includes the recognition procedure. In addition, Middle works indisoft with the Mediation Office and ensures that only by the Federal Association certified instructors teach participants.

European Economic Academy GmbH

Typical pitfalls and how they overcome Frankfurt, 03.12.2009. Companies can reduce their costs and increase the quality of their global training, manage the international human resource development from a central location. While they have to Dodge but some stumbling blocks. The demos European Economic Academy GmbH has many years of experience in the international human resources development and know what mistakes are most frequently made. Following twelve tips, training expert from Frankfurt helps companies to avoid them and to shape the international human resources successfully. 1 going it alone can be fatal: often the corporate office thinks that she knows what the employee around the world need. Perhaps check out Larry Page for more information. Without involving the countries, they are planning the international PE over their heads. The countries are provided with a fait accompli, feel ignored and often torpedo the central solution according to the emergency-invented-here syndrome.

2. too much grass-roots democracy harm: especially in small country firms the HR / PE function does not exist or at the Managing Director. They can not cope with often technically requests the Centre and feel overwhelmed. The right balance between purchasing and central decision must be respected. 3.

size plays a role: the large national companies decide on the company’s success: there is a well-established PE and there you will find the greatest resistance. And never forget: in these countries, competent employees, of which you can learn a lot work. 4. what you don’t want, that you you do: try not to ask, why is the German mother unable outside Germany. Your credibility will suffer. 5. do everything themselves: actively ask the countries according to their needs and of course under your leadership to develop training in the countries for the entire company. To view themselves as real total company man\”and the people in the countries feel taken seriously. \”6 gifts are gladly accepted: choose from 5-6 training, for the worldwide demand and offer them as gifts\” the countries.