The innovation principles of economic model of the cadastral land valuation for business activity

In 2005, Barclays Bank Plc acquired 56.4 percent stake of Amalgamated Bank of South Africa (ABSA). The performance of this acquisition has never been evaluated. Therefore, the purpose of this article is to evaluate the performance of the acquired ABSA through an accounting based measure. The primary source of data was the 2004-2015 ABSA audited financial statements. The audited financial statements are publicly available. The period 2004-2015 includes a period before, during and after the acquisition. In this article, a financial statement analysis method through accounting based measure was the preferred research method. The financial statement analysis method was preferred because of its strength and ability to assess viability, stability and profitability by using formulae, ratios and calculations. Therefore, this article used financial formulae and ratios as acceptable accounting based measures to evaluate the performance of the acquired ABSA. The major finding is that the acquired ABSA is doing better than at the pre-acquisition stage and the share price of the acquired ABSA has been increasing since 2005 to 2015.

The issues raised in the article are very relevant, due to the growing costs of recruitment for hiring managers. The object of the article is also important due to need to improve the level of knowledge of recruiters, which unfortunately is still imperfect. As a result of the research, it was discovered that the majority (75%) of recruiters do not have sufficient knowledge about the industry in which they recruit a manager, don’t take into consideration the individual needs of organizations seeking managers with special skills, for instance, in the field of innovation management - the use of modern technologies. The aim of the article is to assess the effectiveness of recruitment for hiring managers. The main attention is paid to methods and tools used by the recruiters, evaluation of recruiter performance, following the subjectivity of the recruiter during the candidate’s assessment, incompatibility of the organization and the candidate in terms of remuneration, length of breaks between individual stages of recruitment and their impact on candidates. The methodology of the study includes analysis of relevant literature, desk research and the research method – anonymous survey.

Balanced scorecard model is a method to evaluate and control programs with adequate consistency. According to it, a certain organization is evaluated and controlled in terms of financial aspect, together with growth and learning, internal business processes and customer aspects. This research is practical in purpose and a descriptive inferential method has been used to collect data in addition to utilizing five-scale Likert questionnaire. In order to increase the accuracy of the study, all 320 employees of post company have been under evaluation. A one-sample t-test has been used to analyze the questions of the study. Furthermore, Friedman test has been used to investigate the differences among groups. The results of testing the hypotheses indicate the effect of growth and learning of the employees of post company, as well as internal business processes, customer and financial aspects on the performance of the post company. Moreover, Friedman test probing the differences among groups shows that internal business processes and customer variables have the most significant impact upon the performance of the post company, while growth and learning and financial aspects have the least significant effect on the performance of the post company.