• Question 1
Samuel is a recently hired HR professional working at XYZ Motor Co. His current project involves recording the time it takes assembly workers to complete their tasks. With the help of industrial engineers in the manufacturing plant, the aim of this project is to identify the most effective ways of assembly operations. Which of the following is NOT related to Samuel's project?
This document provides a case study of Airtel Telecom Bangladesh Ltd's total compensation strategy. It discusses the company's compensation objectives of efficiency, fairness, and compliance. It describes the company's hierarchy, HR policies around recruitment, training, job design, evaluation, and performance management. The company aims to motivate employees through competitive compensation and benefits packages. It uses various techniques like job enlargement and enrichment. Performance is linked to bonuses and salary increases. The study concludes the company's strategies are effective but could further focus on contractual employees and career development programs.
The Employment of Americans with Disabilitiesacamuso
This document summarizes the findings of a survey conducted by the Kessler Foundation and National Organization on Disability of over 400 employers regarding their employment practices and programs for people with disabilities. The key findings were that while most companies have diversity policies and programs, far fewer have specific disability policies or programs. Additionally, only about half have hired someone with a disability in the past three years. The top barriers to hiring people with disabilities cited by employers were a lack of qualified candidates and a perception that accommodating disabilities would require additional costs.
The employment of americans with disabilities survey 2010Dominique Gross
Survey Methodology
411 senior managers from a national cross-section of corporations with 50 or more employees
209 human resource managers
202 senior executives
142 small companies (50 to 999 employees)
136 medium companies (1,000 to 9,999 employees)
133 large companies (10,000 or more employees)
Interviews were conducted be telephone and online between March 29 and April 23, 2010
A STUDY ON PERFORMANCE MANAGEMENT IN BMTC WITH SPECIAL REFERENCE TO DIVISIONSIAEME Publication
A financial performance management is essential for every company to know the position of the business in this competitive world which helps them to analyse their strength and weakness. It analyses four years of data. This research study has been done with regards to divisions of BMTC in Bangalore. For the study purpose, secondary data have been collected from the annual report of these divisions for the period of four years starting from 2017-2020. Data has been analysed by applying one-way ANOVA. From the analysis, it has been concluded that there is a statistically significant difference in financial performance of these divisions based on the components like kilometre per litre top up oil, Total Vehicles, average vehicles on road and staff productivity of different zones. The expenses incurred with different zones have been analysed. It has been found from the study BMTC remains in standing Position compared to all other divisions between East, west, north, south and central zones. This also helps us to analyse the revenue and expenditure of the BMTC which gives information about financial health.
In this report we reveal the state of engagement in the world today. We will discuss how different contexts, from the macro- to the microlevel,can effect employee engagement.
This document discusses strategies for improving healthcare management and reducing costs for employers. It notes that healthcare costs have been rising significantly faster than wages and inflation. Obesity is a major driver of higher costs. The current healthcare system rewards volume over outcomes and lacks prevention incentives. Employers are increasingly burdened by indirect costs like lost productivity from illness. The document advocates evaluating total costs, including indirect costs. It suggests changing plan designs to incentivize health and value over volume. Brokers' commissions could be reduced if employers took a more active role in managing benefits. A thorough audit and strategy tailored to an organization's workforce is recommended. Ongoing communication with employees is also key to success.
- Attrition refers to a reduction in employees when people leave an organization and are not replaced. Common reasons for attrition include better pay or career opportunities elsewhere, lack of growth opportunities, poor management, and compensation issues.
- Across industries, the average attrition rate is 14%. The IT, ITES, media, and pharmaceutical sectors typically see higher attrition rates of 15-17%. Factors like salary, work environment, future prospects, and manager relationships impact an employee's decision to stay or leave an organization.
- Many industries in India are expected to experience continued growth in the coming years, including retail, manufacturing, real estate, technology, logistics and media. This growth may help address issues
This document provides a case study of Airtel Telecom Bangladesh Ltd's total compensation strategy. It discusses the company's compensation objectives of efficiency, fairness, and compliance. It describes the company's hierarchy, HR policies around recruitment, training, job design, evaluation, and performance management. The company aims to motivate employees through competitive compensation and benefits packages. It uses various techniques like job enlargement and enrichment. Performance is linked to bonuses and salary increases. The study concludes the company's strategies are effective but could further focus on contractual employees and career development programs.
The Employment of Americans with Disabilitiesacamuso
This document summarizes the findings of a survey conducted by the Kessler Foundation and National Organization on Disability of over 400 employers regarding their employment practices and programs for people with disabilities. The key findings were that while most companies have diversity policies and programs, far fewer have specific disability policies or programs. Additionally, only about half have hired someone with a disability in the past three years. The top barriers to hiring people with disabilities cited by employers were a lack of qualified candidates and a perception that accommodating disabilities would require additional costs.
The employment of americans with disabilities survey 2010Dominique Gross
Survey Methodology
411 senior managers from a national cross-section of corporations with 50 or more employees
209 human resource managers
202 senior executives
142 small companies (50 to 999 employees)
136 medium companies (1,000 to 9,999 employees)
133 large companies (10,000 or more employees)
Interviews were conducted be telephone and online between March 29 and April 23, 2010
A STUDY ON PERFORMANCE MANAGEMENT IN BMTC WITH SPECIAL REFERENCE TO DIVISIONSIAEME Publication
A financial performance management is essential for every company to know the position of the business in this competitive world which helps them to analyse their strength and weakness. It analyses four years of data. This research study has been done with regards to divisions of BMTC in Bangalore. For the study purpose, secondary data have been collected from the annual report of these divisions for the period of four years starting from 2017-2020. Data has been analysed by applying one-way ANOVA. From the analysis, it has been concluded that there is a statistically significant difference in financial performance of these divisions based on the components like kilometre per litre top up oil, Total Vehicles, average vehicles on road and staff productivity of different zones. The expenses incurred with different zones have been analysed. It has been found from the study BMTC remains in standing Position compared to all other divisions between East, west, north, south and central zones. This also helps us to analyse the revenue and expenditure of the BMTC which gives information about financial health.
In this report we reveal the state of engagement in the world today. We will discuss how different contexts, from the macro- to the microlevel,can effect employee engagement.
This document discusses strategies for improving healthcare management and reducing costs for employers. It notes that healthcare costs have been rising significantly faster than wages and inflation. Obesity is a major driver of higher costs. The current healthcare system rewards volume over outcomes and lacks prevention incentives. Employers are increasingly burdened by indirect costs like lost productivity from illness. The document advocates evaluating total costs, including indirect costs. It suggests changing plan designs to incentivize health and value over volume. Brokers' commissions could be reduced if employers took a more active role in managing benefits. A thorough audit and strategy tailored to an organization's workforce is recommended. Ongoing communication with employees is also key to success.
- Attrition refers to a reduction in employees when people leave an organization and are not replaced. Common reasons for attrition include better pay or career opportunities elsewhere, lack of growth opportunities, poor management, and compensation issues.
- Across industries, the average attrition rate is 14%. The IT, ITES, media, and pharmaceutical sectors typically see higher attrition rates of 15-17%. Factors like salary, work environment, future prospects, and manager relationships impact an employee's decision to stay or leave an organization.
- Many industries in India are expected to experience continued growth in the coming years, including retail, manufacturing, real estate, technology, logistics and media. This growth may help address issues
Warid Telecom is founded by Abu-Dhabi group and provides equal employment opportunities and a safe workplace. Its key HRM policies include planning and recruiting employees internally or through advertisements, selecting employees based on qualifications and tests, providing training programs locally or abroad, designing jobs, establishing salary structures and compensation packages, enforcing employee conduct policies and ethics guidelines, and outlining resignation and exit procedures. The document provides details on each of these HRM areas and practices at Warid Telecom.
The document appears to be assignments related to compensation and reward management. It includes 8 assignments covering topics like job analysis, wage boards, equal pay act, job evaluation, minimum wages act, bonus act, voluntary retirement scheme, and short notes on rewards, fair wages, job description, living wages, and gain sharing. It also provides contact details for queries related to the assignments.
This document summarizes key aspects of employee benefits programs discussed in a chapter from a 2004 textbook. It outlines objectives for understanding benefits programs, required benefits like Social Security and workers' compensation, other common benefits, and ways to control costs. Flexible benefits plans are described that allow employees choice in selecting benefits that fit their needs, along with advantages for employees and employers. Communication of benefits information to employees is also addressed.
COVID IMPACT ON EMPLOYEE ENGAGEMENT IN AN IT INDUSTRY AND THE REMEDIATION PLANIAEME Publication
This document discusses the impact of COVID-19 on employee engagement in the IT industry and proposes a remediation plan. It identifies factors like professional, personal, emotional, financial, social, economic, and psychological factors that affected employee engagement. It categorizes the levels of impact as critical, high, medium, and low and describes the stages of impact as preliminary, intermediatory, and advanced modes. The document also discusses organizational changes like transitioning to online functioning and infrastructure optimization. Finally, it analyzes changes in employee behavior during the pandemic in terms of advantages like work-life balance and cost savings, and disadvantages like lack of supervision and increased healthcare costs.
ANALYSIS OF FACTORS GOVERNING THE MARKET PRICE OF THE SHARES FROM NATIONAL ST...IAEME Publication
Banking systems and financial institutions are integral parts of an economy. Seamless functioning of these sectors is important for an economy to grow. Due to the advent of digital technology, banking and financial services have undergone a massive shift in their mode of operations. New trends are gaining momentum at a fast pace as the customers find it convenient and flexible at the same time. The emergence of financial technology has resulted in the introduction of several technological advancements in the industry. Fintech companies, internet banking and mobile banking are just some examples that mark this shift. The modernization of banking attracted the investors towards banking industry. This paper focuses on the factors governing the market price of the shares in Banking Sector of Companies such as Axis Bank, CUB, Federal Bank, HDFC, ICICI, IndusInd, Karnataka Bank, Kotak, KVB, South Indian Bank. This study has examined the relationship between dependent variables Market Price Per Share (MPS) and independent variables (Dividend Per Share (DPS), Earning per Share (EPS), Net Profit Margin (NPM), Return on Equity (ROE) and Return on Assets (ROA).The study was conducted based on secondary data and the researchers concluded that, there is a significant influence of foresaid factors on the market price of the shares.
This work is aimed at identifying causal factors of attrition & retention and to produce a predictive model that could help to plan reduced attrition and increased retention at management level. This study is triggered due to high attrition scenario in BTO. Key points of this work are
• Attrition & Retention are mutually exclusive, having different set of factors
• A combination Herzberg’s Dual Factor Theory of Motivation, Hackman & Oldham’s Job Characteristic Model and ASA frame work helps best to model the current attrition in the industry.
• There are 8 set of factors which explains attrition and 4 set of factors which explains retention
A combination of Employee Motivation, Employee Satisfaction, Employee Involvement & Life Interest and Work Compatibility ensure prolonged association of an employee to an Organization
Matrix is used in management off organization or we can say it a matrix management within an organization. It is defined as: It is a type of organizational management wherein employees of similar skills are shared for work assignments. Simply stated, it is a structure in which the workforce reports to multiple managers of different roles. It is recognizing that companies have both vertical and horizontal chains of command, for which matrix model is created. The concept of this principle lies in the ability to manage the collaboration of people across various functions and achieve strategic objectives through key projects.
This document outlines the author's research focus on informal learning in small businesses. It begins by defining key terms like small business, informal learning, and formal training. It then discusses characteristics of small businesses that can obstruct training efforts. The author hypothesizes that while formal training effectiveness decreases with firm size, informal learning effectiveness actually increases with firm size when adequate resources are invested. Their future study plans to examine how diffusion of innovations, structural equation modeling, and stimulating informal learning can help overcome training challenges in small businesses.
The document discusses labor issues in Philippine industries and export zones. It analyzes data on employment, grievances, and labor compliance from the Clark Freeport Zone. Common labor violations involve wages, benefits, and job security. The garment, electronics, and manufacturing sectors have the most grievances due to their large workforces and labor-intensive nature. The document recommends establishing industrial relations centers and councils to facilitate dispute resolution, compliance, and training to promote cooperative labor-management partnerships.
Tata Teleservices is a telecom company established in 1995 that provides mobile, wireless, and fixed line services across 20 circles in India. It has over 3.8 million customers and pioneered CDMA technology in India. Tata Teleservices has invested Rs. 19,924 crore to build a pan-India network with partners like Motorola, Ericsson, Lucent, and ECI Telecom. In addition to basic services, it offers value-added services like internet, conferencing, messaging, and enterprise solutions. The company aims to provide reliable telecom infrastructure and quality services nationwide.
The survey results show that the majority of organizations offer standard health care benefits like prescription drug coverage, dental insurance, and vision insurance. Preventive health benefits focused on wellness initiatives that provide incentives to employees have grown in popularity over the last five years. Retirement savings plans have shifted toward defined contribution plans and Roth 401(k) options. Paid time off plans combining vacation, sick, and personal days into one plan are also increasing in prevalence.
Performance based pay aims to link employee pay to performance to improve productivity. A study examined whether performance based pay enhances individual performance in the IT industry in India. 61 employees from various IT companies participated in a questionnaire. The results showed that performance based pay does enhance performance but is not a major motivator on its own. Job responsibilities and work culture are larger motivators. Performance based pay is most likely to be successful in organizations with excellent work cultures. The study was limited to one industry so results cannot be generalized.
Bus 310 quiz 6 Business Finance homework help.docxstudywriters
This document contains 30 multiple choice questions about topics related to business, finance, diversity, and compensation. The questions cover issues like types of discrimination women may face in the workplace, definitions of empathy, arguments for why diversity increases competitiveness, strategies for dealing with diversity, determining relative job value, types of benefits, and laws regarding pensions.
The document discusses compensation and forms of pay. It defines compensation as a systematic approach to providing monetary and non-monetary value to employees in exchange for work. Compensation includes both wages and a variety of benefits. The objectives of an effective compensation system are to ensure legal compliance, cost-effectiveness, internal and external equity for employees, and performance enhancement for the organization. Compensation consists of base pay such as salary and wages as well as variable pay linked to performance and benefits provided to employees.
Question 1.Which of the following is NOT one of strategic human reso.docxteofilapeerless
Question 1.Which of the following is NOT one of strategic human resource management schools of thought?
Best fit
Reserve-based view
Best practice
Resource-based view
Question 2.__________ refers to leveraging linkages between human resource practices and organizational objectives for the purpose of gaining a competitive advantage.
Personnel administration
Skills management
Strategic human resource management
Human resource practices
Question 3.Which of the following is NOT true about independent contractors?
Independent contractors use their own tools.
Employer does not have to contribute to their Social Security, Medicare and unemployment Taxes, or workers’ compensation costs.
Independent contractors do not have to pay income taxes.
Independent contractors design their own schedules.
Question 4.Which of the following is NOT one of the factors to be considered by organizations before venturing into global recruiting?
Organizational structure
Cultural differences
Brand recognition
Variations in HR laws, practices and compensation systems
Question 5.Which of the following is most likely to be listed on the job specification for a grocery store manager?
Designs, coordinates and communicates schedules on a weekly basis to ensure adequate staffing of all shifts.
Works with head office personnel to plan and implement marketing strategies, advertising campaigns, weekly sales, seasonal specials, and other store functions.
Leads the process of staffing and training all store personnel.
Has three years of managerial experience, preferably in retail.
Question 6.Which of the following is NOT one of the sources of information that help an organization determine the type of training it needs?
Individual analysis
Competitor analysis
Job analysis or task analysis
Organizational analysis
Question 7.What is one reason employees might be more satisfied with flexible benefits than with traditional benefits?
Flexible benefits offer better healthcare coverage.
Flexible benefits are simpler to understand.
Flexible benefits offer more decision making control.
Flexible benefits are less expensive.
Question 8.The illegal practice of hiring less qualified employees because they belong to a group that is underrepresented is often called:
affirmative action.
reverse discrimination.
disaffirmative action.
hiring quota.
Question 9.Which type of training might be a better option when the goal is to develop new skills and prepare employees for future responsibilities, challenges, or positions?
Off-site training
On-the-job training
On-site training
Professional certification
Question 10.__________ offer(s) employees a pool of benefit choices from which to select the combination that works for them, within certain limits.
A cafeteria plan
Work-life benefits
A cost-benefit approach
A defined-contribution plan
Question 11.Which of the following does NOT represent a cu.
Case 5.1-Women keeping the supply line open.pptxdaliamahmoud48
This document discusses challenges women face in the workforce and provides suggestions to help address them. It notes that women leave the workforce at higher rates than men, holding only a small percentage of top CEO positions. Two key reasons women leave are family/childcare issues and lack of growth opportunities. To encourage women to remain in or re-enter the workforce, the document suggests programs like returnships, flexible hours, training, mentoring, and improving family support policies. Acts like FMLA, COBRA, and EEOC provide legal protections for working women, while some companies like IBM and Outreach offer benefits specifically supporting working mothers. Overall, the document argues more can be done to utilize women's talents and ensure fairness for
Question 11. The difference between profit sharing and stock .docxIRESH3
Question 1
1.
The difference between profit sharing and stock ownership is:
Answer
there is more risk involved with profit sharing than with stock ownership.
profit sharing becomes part of a base salary and stock ownership does not.
stock ownership becomes part of a base salary and profit sharing does not.
profit sharing encourages ownership thinking and stock ownership is ownership.
4 points
Question 2
1.
Which of the following examples would represent the ethical behavior of an executive?
Answer
Inflate stock prices to receive bonuses and stock options
Boost stock value through efficient operations, and effective leadership
Buying or selling stock based on knowledge about the company's future
Stretching accounting practices to present company performance in the best light
4 points
Question 3
1.
Vesting rights are the rights of the:
Answer
employee to receive a pension at retirement age regardless of the length of time he/she was employed with the company.
employer to transfer or terminate employees before reaching retirement so they can avoid paying pension benefits.
employee to receive a pension at retirement age as long as he/she was employed for a specified amount of time.
employer to keep employee contributions to pension plans if they leave the company before the specified amount of time.
4 points
Question 4
1.
Which of the following states that employees MUST have a choice about whether to retire?
Answer
Employee Retirement Income Security Act (ERISA)
Pension Benefit Guarantee Corporation (PBGC)
Age Discrimination in Employment Act (ADEA)
Older Workers Benefit Protection Act (OWBPA)
4 points
Question 5
1.
The difference between a cash balance plan and a defined-benefit plan is:
Answer
a cash balance plan earns interest at a predefined rate, and a defined-benefit plan guarantees a certain level of retirement income.
a defined-benefit plan earns interest at a predefined rate, and a cash balance plan guarantees a certain level of retirement income.
a cash balance plan specifies the size of investment, and a defined-benefit plan earns interest at a predefined rate.
a defined-benefit plan specifies the size of investment, and a cash balance plan guarantees a certain level of retirement income.
4 points
Question 6
1.
Which of the following is an example of an employee being paid based on a piecework rate?
Answer
A pay increase based on performance appraisal ratings
Being paid extra for work done in less than a specified amount of time
Pay calculated as a percentage of sales
Pay based on the amount of product produced
4 points
Question 7
1.
Which of the following is a legally required benefit an employer must provide?
Answer
Disability insurance
Life insurance
Worker's compensation
Paid leave
4 points
Question 8
1.
In addition to pay, what are some important aspects of making incentives work?
Answer
Performance measures are preset, passed down by u ...
Question 1One of the first factors that increased the importance.docxmakdul
Question 1
One of the first factors that increased the importance of human resource management was
the 1964 Civil Rights Act.
the worker revolution.
technological advances in computers.
the increase in manufacturing.
the growth in the service sector.
Question 2
The widespread use of the Internet has affected the basic approach to how human resources are managed.
True
False
Question 3
A local office supply business routinely hires younger workers for stock staff over older applicants because much of the work requires heavy lifting and good mobility.
The company needs to show that the job requirements are a business necessity.
Illegal discrimination automatically exists.
The company should not worry because no laws exist that protect older workers.
Let the younger workers do the hiring to protect the company legally.
None of these.
Question 4
The Pregnancy Discrimination Act enables a company to assign pregnant women to mandatory alternate working conditions.
True
False
Question 5
What is the term used when a company lets a foreign firm make and/or distribute its products in a local market?
Exporting
Licensing
Direct investment
Joint venture
Strategic alliance
Question 6
____ strategy involves the actions taken by firms to better operate in a relevant industry or market.
Adaptation
Business
Functional
Competitive
Corporate
Question 7
Which adaptation model of business strategy is best used when the situation is highly stable with low uncertainty?
Defender
Prospector
Analyzer
Differentiation
Cost leadership
Question 8
Which of the following statements BEST describes the link between job analysis and human resource planning?
Job analysis helps human resource planners understand exactly what kinds of work must be performed within the organization in the future.
Job analysis provides information to help design training and development programs.
Job analysis clarifies the essential elements of each job.
Human resource planning forecasts the supply and demand for human resources.
Mathematical models of historic trends can help in forecasting labor supply and demand.
Question 9
A ____ provides an overview of the duties and tasks required to effectively perform a particular job or line of work.
job specification
job description
benchmark
personnel file
work permit
Question 10
Job analysis affects the selection process, but it only indirectly influences performance appraisal and compensation.
True
False
Question 11
The second step in job analysis involves determining methods for obtaining information.
True
False
Question 12
Which of the following is part of rightsizing?
Using temporary workers
Early retirements
Retention
Using part-time staff
All of these
Question 13
Which of the following is NOT an exception to employment-at-will?
A law forbids termination for a specific reason.
An employee is terminated for cause.
An individual has an implied contract.
An indivi ...
BUS 303 Entire Course (Human Resource Management - entirecourse.com)John Sperling
This document discusses course materials for BUS 303 Human Resource Management, including links to course content, discussion questions, and quizzes. The course covers topics such as HR planning, selection methods, performance evaluation, compensation, and training & development. Week 1 addresses external influences on HR and the impact of globalization. Week 2 focuses on HR planning and selection techniques. Week 3 covers performance management, rewards, and benefits. Week 4 discusses training and orientation processes. The document provides resources for students to learn about key areas of human resource management.
1. Assignment 2 Compensation Plan Outline Due Week 8 and worth .docxmonicafrancis71118
1. Assignment 2: Compensation Plan Outline
Due Week 8 and worth 300 points
Using the same company you researched in Assignment 1, evaluate the company’s compensation plan to determine how it could be improved.
Write a six to eight (6-8) page paper in which you:
1. Evaluate the existing compensation plan to determine if it is the most appropriate for your company. Explain your rationale.
2. Determine the most beneficial ratio of internally consistent and market consistent compensation systems for the company you selected.
3. Evaluate the current pay structure used by your company and assess the recognition of employee contributions.
4. Make two (2) recommendations for improving the effectiveness of the discretionary benefits provided by the company you selected.
5. Evaluate the types of employer-sponsored retirement plans and health insurance programs provided by the company you selected and compare them to that company’s major competitors.
6. Use at least three (3) quality references. Note: Wikipedia and other websites do not qualify as academic resources.
Your assignment must follow these formatting requirements:
. This course requires use of new Strayer Writing Standards (SWS). The format is different than other Strayer University courses. Please take a moment to review the SWS documentation for details.
. Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; references must follow SWS or school-specific format. Check with your professor for any additional instructions.
BUS 409
Assignment 1 Compensation Practice for Chet Walker.docx
2
Assignment 1: Compensation Practice
Chet Walker
BUS 409 – Compensation Management
8 February 2019
Dr. Marilyn Fitzpatrick
Introduction
Unilever is basically a multinational corporation which almost produce everything which we use every day. It is headquartered in London, United Kingdom. The main competitor of Unilever is Proctor & Gamble. Unilever is one of the leading organizations around the world which keep its employees motivated with effective implementation of Compensation program (Rivkin & Sadun, 2017). For usage of viable business system, it is fundamental for Unilever to make a fit between its outer connections and upper hand. In outer relationship incorporates its partners, clients and so on. Unilever has its center procedure whereupon the association is extending all through the world. The essential procedure they adjusted and should proceed later is sustainable growth as a business.Compensation Strategy
Unilever’s framework for fair compensation covers their own immediate workers. Their framework applies all around and has various overall standards which are definite beneath. These principles are based on the current Unilever major reward standards and arrangements of responsibilities to Diversity and Inclusion, and to Free and Fair Representation, and are currently unequivocally incorporate a Livable Compensation duty. L.
HR compliance update is essential for keeping up with ever-changing laws and regulations. Start 2020 confident you can handle the questions from supervisors, employees, and corporate leaders about employment law changes.
Warid Telecom is founded by Abu-Dhabi group and provides equal employment opportunities and a safe workplace. Its key HRM policies include planning and recruiting employees internally or through advertisements, selecting employees based on qualifications and tests, providing training programs locally or abroad, designing jobs, establishing salary structures and compensation packages, enforcing employee conduct policies and ethics guidelines, and outlining resignation and exit procedures. The document provides details on each of these HRM areas and practices at Warid Telecom.
The document appears to be assignments related to compensation and reward management. It includes 8 assignments covering topics like job analysis, wage boards, equal pay act, job evaluation, minimum wages act, bonus act, voluntary retirement scheme, and short notes on rewards, fair wages, job description, living wages, and gain sharing. It also provides contact details for queries related to the assignments.
This document summarizes key aspects of employee benefits programs discussed in a chapter from a 2004 textbook. It outlines objectives for understanding benefits programs, required benefits like Social Security and workers' compensation, other common benefits, and ways to control costs. Flexible benefits plans are described that allow employees choice in selecting benefits that fit their needs, along with advantages for employees and employers. Communication of benefits information to employees is also addressed.
COVID IMPACT ON EMPLOYEE ENGAGEMENT IN AN IT INDUSTRY AND THE REMEDIATION PLANIAEME Publication
This document discusses the impact of COVID-19 on employee engagement in the IT industry and proposes a remediation plan. It identifies factors like professional, personal, emotional, financial, social, economic, and psychological factors that affected employee engagement. It categorizes the levels of impact as critical, high, medium, and low and describes the stages of impact as preliminary, intermediatory, and advanced modes. The document also discusses organizational changes like transitioning to online functioning and infrastructure optimization. Finally, it analyzes changes in employee behavior during the pandemic in terms of advantages like work-life balance and cost savings, and disadvantages like lack of supervision and increased healthcare costs.
ANALYSIS OF FACTORS GOVERNING THE MARKET PRICE OF THE SHARES FROM NATIONAL ST...IAEME Publication
Banking systems and financial institutions are integral parts of an economy. Seamless functioning of these sectors is important for an economy to grow. Due to the advent of digital technology, banking and financial services have undergone a massive shift in their mode of operations. New trends are gaining momentum at a fast pace as the customers find it convenient and flexible at the same time. The emergence of financial technology has resulted in the introduction of several technological advancements in the industry. Fintech companies, internet banking and mobile banking are just some examples that mark this shift. The modernization of banking attracted the investors towards banking industry. This paper focuses on the factors governing the market price of the shares in Banking Sector of Companies such as Axis Bank, CUB, Federal Bank, HDFC, ICICI, IndusInd, Karnataka Bank, Kotak, KVB, South Indian Bank. This study has examined the relationship between dependent variables Market Price Per Share (MPS) and independent variables (Dividend Per Share (DPS), Earning per Share (EPS), Net Profit Margin (NPM), Return on Equity (ROE) and Return on Assets (ROA).The study was conducted based on secondary data and the researchers concluded that, there is a significant influence of foresaid factors on the market price of the shares.
This work is aimed at identifying causal factors of attrition & retention and to produce a predictive model that could help to plan reduced attrition and increased retention at management level. This study is triggered due to high attrition scenario in BTO. Key points of this work are
• Attrition & Retention are mutually exclusive, having different set of factors
• A combination Herzberg’s Dual Factor Theory of Motivation, Hackman & Oldham’s Job Characteristic Model and ASA frame work helps best to model the current attrition in the industry.
• There are 8 set of factors which explains attrition and 4 set of factors which explains retention
A combination of Employee Motivation, Employee Satisfaction, Employee Involvement & Life Interest and Work Compatibility ensure prolonged association of an employee to an Organization
Matrix is used in management off organization or we can say it a matrix management within an organization. It is defined as: It is a type of organizational management wherein employees of similar skills are shared for work assignments. Simply stated, it is a structure in which the workforce reports to multiple managers of different roles. It is recognizing that companies have both vertical and horizontal chains of command, for which matrix model is created. The concept of this principle lies in the ability to manage the collaboration of people across various functions and achieve strategic objectives through key projects.
This document outlines the author's research focus on informal learning in small businesses. It begins by defining key terms like small business, informal learning, and formal training. It then discusses characteristics of small businesses that can obstruct training efforts. The author hypothesizes that while formal training effectiveness decreases with firm size, informal learning effectiveness actually increases with firm size when adequate resources are invested. Their future study plans to examine how diffusion of innovations, structural equation modeling, and stimulating informal learning can help overcome training challenges in small businesses.
The document discusses labor issues in Philippine industries and export zones. It analyzes data on employment, grievances, and labor compliance from the Clark Freeport Zone. Common labor violations involve wages, benefits, and job security. The garment, electronics, and manufacturing sectors have the most grievances due to their large workforces and labor-intensive nature. The document recommends establishing industrial relations centers and councils to facilitate dispute resolution, compliance, and training to promote cooperative labor-management partnerships.
Tata Teleservices is a telecom company established in 1995 that provides mobile, wireless, and fixed line services across 20 circles in India. It has over 3.8 million customers and pioneered CDMA technology in India. Tata Teleservices has invested Rs. 19,924 crore to build a pan-India network with partners like Motorola, Ericsson, Lucent, and ECI Telecom. In addition to basic services, it offers value-added services like internet, conferencing, messaging, and enterprise solutions. The company aims to provide reliable telecom infrastructure and quality services nationwide.
The survey results show that the majority of organizations offer standard health care benefits like prescription drug coverage, dental insurance, and vision insurance. Preventive health benefits focused on wellness initiatives that provide incentives to employees have grown in popularity over the last five years. Retirement savings plans have shifted toward defined contribution plans and Roth 401(k) options. Paid time off plans combining vacation, sick, and personal days into one plan are also increasing in prevalence.
Performance based pay aims to link employee pay to performance to improve productivity. A study examined whether performance based pay enhances individual performance in the IT industry in India. 61 employees from various IT companies participated in a questionnaire. The results showed that performance based pay does enhance performance but is not a major motivator on its own. Job responsibilities and work culture are larger motivators. Performance based pay is most likely to be successful in organizations with excellent work cultures. The study was limited to one industry so results cannot be generalized.
Bus 310 quiz 6 Business Finance homework help.docxstudywriters
This document contains 30 multiple choice questions about topics related to business, finance, diversity, and compensation. The questions cover issues like types of discrimination women may face in the workplace, definitions of empathy, arguments for why diversity increases competitiveness, strategies for dealing with diversity, determining relative job value, types of benefits, and laws regarding pensions.
The document discusses compensation and forms of pay. It defines compensation as a systematic approach to providing monetary and non-monetary value to employees in exchange for work. Compensation includes both wages and a variety of benefits. The objectives of an effective compensation system are to ensure legal compliance, cost-effectiveness, internal and external equity for employees, and performance enhancement for the organization. Compensation consists of base pay such as salary and wages as well as variable pay linked to performance and benefits provided to employees.
Question 1.Which of the following is NOT one of strategic human reso.docxteofilapeerless
Question 1.Which of the following is NOT one of strategic human resource management schools of thought?
Best fit
Reserve-based view
Best practice
Resource-based view
Question 2.__________ refers to leveraging linkages between human resource practices and organizational objectives for the purpose of gaining a competitive advantage.
Personnel administration
Skills management
Strategic human resource management
Human resource practices
Question 3.Which of the following is NOT true about independent contractors?
Independent contractors use their own tools.
Employer does not have to contribute to their Social Security, Medicare and unemployment Taxes, or workers’ compensation costs.
Independent contractors do not have to pay income taxes.
Independent contractors design their own schedules.
Question 4.Which of the following is NOT one of the factors to be considered by organizations before venturing into global recruiting?
Organizational structure
Cultural differences
Brand recognition
Variations in HR laws, practices and compensation systems
Question 5.Which of the following is most likely to be listed on the job specification for a grocery store manager?
Designs, coordinates and communicates schedules on a weekly basis to ensure adequate staffing of all shifts.
Works with head office personnel to plan and implement marketing strategies, advertising campaigns, weekly sales, seasonal specials, and other store functions.
Leads the process of staffing and training all store personnel.
Has three years of managerial experience, preferably in retail.
Question 6.Which of the following is NOT one of the sources of information that help an organization determine the type of training it needs?
Individual analysis
Competitor analysis
Job analysis or task analysis
Organizational analysis
Question 7.What is one reason employees might be more satisfied with flexible benefits than with traditional benefits?
Flexible benefits offer better healthcare coverage.
Flexible benefits are simpler to understand.
Flexible benefits offer more decision making control.
Flexible benefits are less expensive.
Question 8.The illegal practice of hiring less qualified employees because they belong to a group that is underrepresented is often called:
affirmative action.
reverse discrimination.
disaffirmative action.
hiring quota.
Question 9.Which type of training might be a better option when the goal is to develop new skills and prepare employees for future responsibilities, challenges, or positions?
Off-site training
On-the-job training
On-site training
Professional certification
Question 10.__________ offer(s) employees a pool of benefit choices from which to select the combination that works for them, within certain limits.
A cafeteria plan
Work-life benefits
A cost-benefit approach
A defined-contribution plan
Question 11.Which of the following does NOT represent a cu.
Case 5.1-Women keeping the supply line open.pptxdaliamahmoud48
This document discusses challenges women face in the workforce and provides suggestions to help address them. It notes that women leave the workforce at higher rates than men, holding only a small percentage of top CEO positions. Two key reasons women leave are family/childcare issues and lack of growth opportunities. To encourage women to remain in or re-enter the workforce, the document suggests programs like returnships, flexible hours, training, mentoring, and improving family support policies. Acts like FMLA, COBRA, and EEOC provide legal protections for working women, while some companies like IBM and Outreach offer benefits specifically supporting working mothers. Overall, the document argues more can be done to utilize women's talents and ensure fairness for
Question 11. The difference between profit sharing and stock .docxIRESH3
Question 1
1.
The difference between profit sharing and stock ownership is:
Answer
there is more risk involved with profit sharing than with stock ownership.
profit sharing becomes part of a base salary and stock ownership does not.
stock ownership becomes part of a base salary and profit sharing does not.
profit sharing encourages ownership thinking and stock ownership is ownership.
4 points
Question 2
1.
Which of the following examples would represent the ethical behavior of an executive?
Answer
Inflate stock prices to receive bonuses and stock options
Boost stock value through efficient operations, and effective leadership
Buying or selling stock based on knowledge about the company's future
Stretching accounting practices to present company performance in the best light
4 points
Question 3
1.
Vesting rights are the rights of the:
Answer
employee to receive a pension at retirement age regardless of the length of time he/she was employed with the company.
employer to transfer or terminate employees before reaching retirement so they can avoid paying pension benefits.
employee to receive a pension at retirement age as long as he/she was employed for a specified amount of time.
employer to keep employee contributions to pension plans if they leave the company before the specified amount of time.
4 points
Question 4
1.
Which of the following states that employees MUST have a choice about whether to retire?
Answer
Employee Retirement Income Security Act (ERISA)
Pension Benefit Guarantee Corporation (PBGC)
Age Discrimination in Employment Act (ADEA)
Older Workers Benefit Protection Act (OWBPA)
4 points
Question 5
1.
The difference between a cash balance plan and a defined-benefit plan is:
Answer
a cash balance plan earns interest at a predefined rate, and a defined-benefit plan guarantees a certain level of retirement income.
a defined-benefit plan earns interest at a predefined rate, and a cash balance plan guarantees a certain level of retirement income.
a cash balance plan specifies the size of investment, and a defined-benefit plan earns interest at a predefined rate.
a defined-benefit plan specifies the size of investment, and a cash balance plan guarantees a certain level of retirement income.
4 points
Question 6
1.
Which of the following is an example of an employee being paid based on a piecework rate?
Answer
A pay increase based on performance appraisal ratings
Being paid extra for work done in less than a specified amount of time
Pay calculated as a percentage of sales
Pay based on the amount of product produced
4 points
Question 7
1.
Which of the following is a legally required benefit an employer must provide?
Answer
Disability insurance
Life insurance
Worker's compensation
Paid leave
4 points
Question 8
1.
In addition to pay, what are some important aspects of making incentives work?
Answer
Performance measures are preset, passed down by u ...
Question 1One of the first factors that increased the importance.docxmakdul
Question 1
One of the first factors that increased the importance of human resource management was
the 1964 Civil Rights Act.
the worker revolution.
technological advances in computers.
the increase in manufacturing.
the growth in the service sector.
Question 2
The widespread use of the Internet has affected the basic approach to how human resources are managed.
True
False
Question 3
A local office supply business routinely hires younger workers for stock staff over older applicants because much of the work requires heavy lifting and good mobility.
The company needs to show that the job requirements are a business necessity.
Illegal discrimination automatically exists.
The company should not worry because no laws exist that protect older workers.
Let the younger workers do the hiring to protect the company legally.
None of these.
Question 4
The Pregnancy Discrimination Act enables a company to assign pregnant women to mandatory alternate working conditions.
True
False
Question 5
What is the term used when a company lets a foreign firm make and/or distribute its products in a local market?
Exporting
Licensing
Direct investment
Joint venture
Strategic alliance
Question 6
____ strategy involves the actions taken by firms to better operate in a relevant industry or market.
Adaptation
Business
Functional
Competitive
Corporate
Question 7
Which adaptation model of business strategy is best used when the situation is highly stable with low uncertainty?
Defender
Prospector
Analyzer
Differentiation
Cost leadership
Question 8
Which of the following statements BEST describes the link between job analysis and human resource planning?
Job analysis helps human resource planners understand exactly what kinds of work must be performed within the organization in the future.
Job analysis provides information to help design training and development programs.
Job analysis clarifies the essential elements of each job.
Human resource planning forecasts the supply and demand for human resources.
Mathematical models of historic trends can help in forecasting labor supply and demand.
Question 9
A ____ provides an overview of the duties and tasks required to effectively perform a particular job or line of work.
job specification
job description
benchmark
personnel file
work permit
Question 10
Job analysis affects the selection process, but it only indirectly influences performance appraisal and compensation.
True
False
Question 11
The second step in job analysis involves determining methods for obtaining information.
True
False
Question 12
Which of the following is part of rightsizing?
Using temporary workers
Early retirements
Retention
Using part-time staff
All of these
Question 13
Which of the following is NOT an exception to employment-at-will?
A law forbids termination for a specific reason.
An employee is terminated for cause.
An individual has an implied contract.
An indivi ...
BUS 303 Entire Course (Human Resource Management - entirecourse.com)John Sperling
This document discusses course materials for BUS 303 Human Resource Management, including links to course content, discussion questions, and quizzes. The course covers topics such as HR planning, selection methods, performance evaluation, compensation, and training & development. Week 1 addresses external influences on HR and the impact of globalization. Week 2 focuses on HR planning and selection techniques. Week 3 covers performance management, rewards, and benefits. Week 4 discusses training and orientation processes. The document provides resources for students to learn about key areas of human resource management.
1. Assignment 2 Compensation Plan Outline Due Week 8 and worth .docxmonicafrancis71118
1. Assignment 2: Compensation Plan Outline
Due Week 8 and worth 300 points
Using the same company you researched in Assignment 1, evaluate the company’s compensation plan to determine how it could be improved.
Write a six to eight (6-8) page paper in which you:
1. Evaluate the existing compensation plan to determine if it is the most appropriate for your company. Explain your rationale.
2. Determine the most beneficial ratio of internally consistent and market consistent compensation systems for the company you selected.
3. Evaluate the current pay structure used by your company and assess the recognition of employee contributions.
4. Make two (2) recommendations for improving the effectiveness of the discretionary benefits provided by the company you selected.
5. Evaluate the types of employer-sponsored retirement plans and health insurance programs provided by the company you selected and compare them to that company’s major competitors.
6. Use at least three (3) quality references. Note: Wikipedia and other websites do not qualify as academic resources.
Your assignment must follow these formatting requirements:
. This course requires use of new Strayer Writing Standards (SWS). The format is different than other Strayer University courses. Please take a moment to review the SWS documentation for details.
. Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; references must follow SWS or school-specific format. Check with your professor for any additional instructions.
BUS 409
Assignment 1 Compensation Practice for Chet Walker.docx
2
Assignment 1: Compensation Practice
Chet Walker
BUS 409 – Compensation Management
8 February 2019
Dr. Marilyn Fitzpatrick
Introduction
Unilever is basically a multinational corporation which almost produce everything which we use every day. It is headquartered in London, United Kingdom. The main competitor of Unilever is Proctor & Gamble. Unilever is one of the leading organizations around the world which keep its employees motivated with effective implementation of Compensation program (Rivkin & Sadun, 2017). For usage of viable business system, it is fundamental for Unilever to make a fit between its outer connections and upper hand. In outer relationship incorporates its partners, clients and so on. Unilever has its center procedure whereupon the association is extending all through the world. The essential procedure they adjusted and should proceed later is sustainable growth as a business.Compensation Strategy
Unilever’s framework for fair compensation covers their own immediate workers. Their framework applies all around and has various overall standards which are definite beneath. These principles are based on the current Unilever major reward standards and arrangements of responsibilities to Diversity and Inclusion, and to Free and Fair Representation, and are currently unequivocally incorporate a Livable Compensation duty. L.
HR compliance update is essential for keeping up with ever-changing laws and regulations. Start 2020 confident you can handle the questions from supervisors, employees, and corporate leaders about employment law changes.
Week 8 Assignment 2 SubmissionIf you are using the Blackboard Mo.docxmelbruce90096
Week 8 Assignment 2 Submission
If you are using the Blackboard Mobile Learn App, please click "View in Browser".
Click the link above to submit your assignment.
Students, please view the "Submit a Clickable Rubric Assignment" in the Student Center.
Instructors, training on how to grade is within the Instructor Center.
Assignment 2: Compensation Plan Outline
Using the same company you researched in Assignment 1, evaluate the company’s compensation plan to determine how it could be improved.
Write a six to eight (6-8) page paper in which you:
· Evaluate the existing compensation plan to determine if it is the most appropriate for your company. Explain your rationale.
·
· Determine the most beneficial ratio of internally consistent and market consistent compensations systems for the company you selected.
· Evaluate the current pay structure used by your company and assess the recognition of employee contributions.
· Make two (2) recommendations for improving the effectiveness of the discretionary benefits provided by the company you selected.
· Evaluate the types of employer-sponsored retirement plans and health insurance programs provided by the company you selected and compare them to that company’s major competitors.
· Use at least three (3) quality references. Note: Wikipedia and other Websites do not qualify as academic resources.
Your assignment must follow these formatting requirements:
· Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; references must follow APA or school-specific format. Check with your professor for any additional instructions.
· Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required page length.
The specific course learning outcomes associated with this assignment are:
· Evaluate the effectiveness of traditional bases for pay (seniority and merit) against incentive-based and person-focused compensation approaches.
· Compare and contrast internally consistent and market-competitive compensation systems.
· Evaluate the role of benefits in strategic compensation.
· Use technology and information resources to research issues in compensation management.
· Write clearly and concisely about compensation management using proper writing mechanics.
The assignment will be graded using the following rubric:
Points: 300
Assignment 2: Compensation Plan Outline
Criteria
Unacceptable
Below 60% F
Meets Minimum Expectations
60-69% D
Fair
70-79% C
Proficient
80-89% B
Exemplary
90-100% A
1. Evaluate the existing compensation plan to determine if it is the most appropriate for your company. Explain your rationale.
Weight: 15%
Did not submit or incompletely evaluated the existing compensation plan to determine if it is the most appropriate for your company. Did not submit or incompletely explained your rationale.
Insufficiently.
Making Affirmative Action and the New OFCCP Rules Work For Your CompanyAcacia HR Solutions
This is a presentation I shared recently at a local SHRM chapter meeting. I have added notes to the slides to make them more understandable.
The presentation focused on the new OFCCP regulations and how all companies can benefit from diverse recruiting strategies.
This document provides details about a project report on the payroll management and welfare measures of Hero Cycles in Bihta, Patna. It includes an introduction to Hero Cycles, an acknowledgements section, a declaration, an index, and sections on the literature review, research methodology, analysis, payroll system, welfare measures, production process, findings, and conclusion. The document serves as a student's project report submitted for their MBA program.
Pay-for-performance aims to motivate employee behaviors through compensation. Research shows compensation influences joining, retention, skill development, and performance, though other non-pay factors also impact behaviors. Effective pay-for-performance requires: supporting business strategy through aligned structure and standards; distributing rewards fairly through amounts and procedures; and complying with laws to maintain reputation. Research overwhelmingly finds compensation motivates behaviors when designed and implemented properly.
This document discusses 5 key areas for employers to consider when reviewing their workplace pension scheme after starting auto-enrollment. These include: 1) Ensuring accurate employee data and compliance processes; 2) Auditing pension records for accuracy; 3) Evaluating the time and resources required for administration; 4) Reviewing the selection of the pension scheme to ensure it is still appropriate; 5) Calculating the true ongoing costs of running the pension scheme versus outsourcing administration. Conducting this review will help employers ensure their scheme remains compliant and suitable for their business needs.
This document discusses 5 key areas for employers to consider when reviewing their workplace pension scheme after starting auto-enrollment. These include: 1) Ensuring accurate employee data and compliance processes; 2) Auditing pension records for accuracy; 3) Evaluating the time and resources required for administration; 4) Reviewing the selection of the pension scheme to ensure it is still appropriate; 5) Calculating the true ongoing costs of running the pension scheme versus outsourcing administration. Conducting this review will help employers ensure their scheme remains compliant and suitable for their business needs.
Compensation and Human Theory A close look at all the t.docxmaxinesmith73660
Compensation and Human Theory
A close look at all the theories of human motivation reveals a common driving
principle: people do what they are rewarded for doing. This has been termed "the
greatest management principle in the world." Reinforcement, expectancy, and goal
setting describe how to motivate people. Hence they are also called the "process
theories." Rewards are both intrinsic—that is feeling good about an accomplishment—
and extrinsic—that is being recognized for an accomplishment. Compensation is part
of the mix of rewards for employees.
David McClelland’s early studies showed that receiving a bonus or salary increase had
a short-term positive effect. Withholding a bonus or salary increase had a long-term
negative effect. Pay satisfaction is comprised of four elements: the level of pay and
benefits, the extent to which workers perceive their earnings are fair or deserved,
comparisons with other people’s pay, and noneconomic satisfactions such as intrinsic
satisfaction with the content of one's work.
Compensation is a topic near and dear to every employee. Companies are learning that
sharing the economic gains of reaching targets helps employees stay motivated to reach
increasingly difficult goals. For example, PepsiCo has instituted a program called
"SharePower" that makes all employees—not just a select group of senior executives—
who work at least 1,500 hours per year and who are employed by Pepsi for 1 year or
longer, eligible for stock. Since its introduction, stories abound at Pepsi about how
employees have gone the extra mile to serve customers. When HR professionals help
employees see that a particularly demanding project or exercise will result in economic
payback for the employee, the employee is likely to work harder. With a clear line of
sight between work and reward, employees may cope better with increased demands.
Financial incentives, in order to be effective, must be clearly linked with desired
outcomes. For example, in one banking call center, management rewarded employees
who had shorter time per call averages because they were able to take more calls. The
employees strove to have shorter online times each day. Unfortunately, they often did
not complete customer requests and customers had to call several times to get a request
completed or problem solved. Call volumes in the center went up dramatically, and
customer satisfaction with the call center service went down. The plan was changed
once management determined they had created the problem.
Benefits and services are a major ingredient in employee compensation. Estimates are
that on average, benefits as a part of payroll are 41%. The overall benefits plan of a
company is also an important element in employee retention. Each plan is designed for
the specific company and its unique situation, although there are many similarities
within industries. As part of the corporate downsizings, many companies outsource
their bene.
The document provides information about evaluating and comparing job offers in the IT field. It discusses considering financial factors like salary, bonuses, benefits, expenses, and relocation packages. It also emphasizes examining company culture, such as values, reputation, leadership, work-life balance, and technology used. The document stresses assessing job challenge, responsibilities, management style, opportunities for professional growth, and ability to do impactful work. It provides a systematic approach to evaluating multiple aspects of potential job offers in order to make an informed career decision.
This document discusses the trend of "disposable workers", where companies employ many individuals on a temporary or contingent basis without benefits. It notes that business trends suggest worsening conditions over the next 5-10 years with small pay increases and low job security. While companies defend these practices as necessary for competitiveness, data shows corporate profits increased primarily through lower payrolls rather than higher revenues. The document raises questions about the impact of these temporary employment relationships on employee attitudes, behaviors, and how to measure the effects of downsizing on workers.
Similar to Bus 409 Enthusiastic Study / snaptutorial.com (20)
This slide is special for master students (MIBS & MIFB) in UUM. Also useful for readers who are interested in the topic of contemporary Islamic banking.
Walmart Business+ and Spark Good for Nonprofits.pdfTechSoup
"Learn about all the ways Walmart supports nonprofit organizations.
You will hear from Liz Willett, the Head of Nonprofits, and hear about what Walmart is doing to help nonprofits, including Walmart Business and Spark Good. Walmart Business+ is a new offer for nonprofits that offers discounts and also streamlines nonprofits order and expense tracking, saving time and money.
The webinar may also give some examples on how nonprofits can best leverage Walmart Business+.
The event will cover the following::
Walmart Business + (https://business.walmart.com/plus) is a new shopping experience for nonprofits, schools, and local business customers that connects an exclusive online shopping experience to stores. Benefits include free delivery and shipping, a 'Spend Analytics” feature, special discounts, deals and tax-exempt shopping.
Special TechSoup offer for a free 180 days membership, and up to $150 in discounts on eligible orders.
Spark Good (walmart.com/sparkgood) is a charitable platform that enables nonprofits to receive donations directly from customers and associates.
Answers about how you can do more with Walmart!"
Strategies for Effective Upskilling is a presentation by Chinwendu Peace in a Your Skill Boost Masterclass organisation by the Excellence Foundation for South Sudan on 08th and 09th June 2024 from 1 PM to 3 PM on each day.
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...PECB
Denis is a dynamic and results-driven Chief Information Officer (CIO) with a distinguished career spanning information systems analysis and technical project management. With a proven track record of spearheading the design and delivery of cutting-edge Information Management solutions, he has consistently elevated business operations, streamlined reporting functions, and maximized process efficiency.
Certified as an ISO/IEC 27001: Information Security Management Systems (ISMS) Lead Implementer, Data Protection Officer, and Cyber Risks Analyst, Denis brings a heightened focus on data security, privacy, and cyber resilience to every endeavor.
His expertise extends across a diverse spectrum of reporting, database, and web development applications, underpinned by an exceptional grasp of data storage and virtualization technologies. His proficiency in application testing, database administration, and data cleansing ensures seamless execution of complex projects.
What sets Denis apart is his comprehensive understanding of Business and Systems Analysis technologies, honed through involvement in all phases of the Software Development Lifecycle (SDLC). From meticulous requirements gathering to precise analysis, innovative design, rigorous development, thorough testing, and successful implementation, he has consistently delivered exceptional results.
Throughout his career, he has taken on multifaceted roles, from leading technical project management teams to owning solutions that drive operational excellence. His conscientious and proactive approach is unwavering, whether he is working independently or collaboratively within a team. His ability to connect with colleagues on a personal level underscores his commitment to fostering a harmonious and productive workplace environment.
Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
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Find out more about ISO training and certification services
Training: ISO/IEC 27001 Information Security Management System - EN | PECB
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General Data Protection Regulation (GDPR) - Training Courses - EN | PECB
Webinars: https://pecb.com/webinars
Article: https://pecb.com/article
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How to Manage Your Lost Opportunities in Odoo 17 CRMCeline George
Odoo 17 CRM allows us to track why we lose sales opportunities with "Lost Reasons." This helps analyze our sales process and identify areas for improvement. Here's how to configure lost reasons in Odoo 17 CRM
हिंदी वर्णमाला पीपीटी, hindi alphabet PPT presentation, hindi varnamala PPT, Hindi Varnamala pdf, हिंदी स्वर, हिंदी व्यंजन, sikhiye hindi varnmala, dr. mulla adam ali, hindi language and literature, hindi alphabet with drawing, hindi alphabet pdf, hindi varnamala for childrens, hindi language, hindi varnamala practice for kids, https://www.drmullaadamali.com
How to Make a Field Mandatory in Odoo 17Celine George
In Odoo, making a field required can be done through both Python code and XML views. When you set the required attribute to True in Python code, it makes the field required across all views where it's used. Conversely, when you set the required attribute in XML views, it makes the field required only in the context of that particular view.
This presentation was provided by Steph Pollock of The American Psychological Association’s Journals Program, and Damita Snow, of The American Society of Civil Engineers (ASCE), for the initial session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session One: 'Setting Expectations: a DEIA Primer,' was held June 6, 2024.
This presentation includes basic of PCOS their pathology and treatment and also Ayurveda correlation of PCOS and Ayurvedic line of treatment mentioned in classics.
1. BUS 409 Quiz 1
For more classes visit
www.snaptutorial.com
• Question 1
Samuel is a recently hired HR professional working at XYZ
Motor Co. His current project involves recording the time it takes
assembly workers to complete their tasks. With the help of industrial
engineers in the manufacturing plant, the aim of this project is to identify
the most effective ways of assembly operations. Which of the following
is NOT related to Samuel's project?
• Question 2
2. Protection programs are what type of compensation benefits?
• Question 3
Which of the following is NOT one of the three broad
categories that discretionary benefits fall into?
• Question 4
What do compensation managers use to recognize differences
in the relative net worth of jobs and to establish pay differentials based
upon management priorities?
3. • Question 5
Ryanair uses one type of aircraft in its fleet and requires their
passengers to carry their luggage to the plane. Ryanair's decisions
exemplify which of the following competitive strategies?
• Question 6
These are positive employer gestures that beyond what was
required by law, created in part to thwart potential union activity.
4. • Question 7
Which of these actions would HR seek to encourage in
attempting to create a lowest-cost competitive strategy?
• Question 8
What U.S. federal law established a national minimum wage
for employees involved in commerce (rather than just those employed
by companies working for the U.S. government), as well as prohibit
most employment of minors in oppressive child labor?
• Question 9
5. Which of these is a company sponsored program that provides
income to workers throughout their retirement?
• Question 10
What strategy describes the use of benefit and compensation
packages in order to support both HR and competitive strategies?
• Question 11
Sandra's position changed from supervisor at the planning
department to supervisor at the new projects department. In terms of
6. career development, which of the following is more applicable to
Sandra's situation?
• Question 12
What is the typical annual Cost-of-living adjustments
(COLAs) in recent years?
• Question 13
These ordered sets of jobs make it easy for compensation
managers to give a clear relative value for all jobs within a company.
7. • Question 14
These build upon pay grades, and include maximum,
minimum, and mid-point pay rates for jobs in particular pay grades.
• Question 15
What type of pay system rewards employees for partially or
completely attaining a predetermined work objective?
**********************************************************
BUS 409 Quiz 2
For more classes visit
8. www.snaptutorial.com
• Question 1
PPACA and its amendment Health Care and Education
Reconciliation Act of 2010 are considered to be the basis for health care
reform in the United States. Which of the following is NOT considered
to be one of the goals of this health care reform?
• Question 2
The Americans with Disabilities Act of 1990 (ADA) applies to
companies that employ at least how many workers?
9. • Question 3
This law makes it illegal to discriminate against people with
physical and mental disabilities both within and outside employment
settings, including public transportation, public accommodations, and
employment.
• Question 4
This was enacted in order to allow employees who are
terminated, laid off, or have a change in their employment status to
temporarily remain on the employer-sponsored medical insurance plan.
• Question 5
10. Which branch of the federal government is responsible for
interpreting laws?
• Question 6
Which amendment to the U.S. Constitution made it illegal to
restrict the freedom of religion, speech, and press, as well as protect the
right of people to peacefully assemble?
• Question 7
Melissa has been working in XYZ Company for the last 8
years. She got a very attractive job offer from another company in the
same industry and decided to leave her current company. She is one
hundred percent vested. Which of the following acts guarantees that she
cannot lose the pension benefits after she leaves her job in XYZ
Company?
Selected :
11. ERISA
Correct :
ERISA
• Question 8
What is it called when the compensation practices in non-
unionized companies mirror those found in unionized settings?
• Question 9
Intentionally treating women less favorably than men solely
based upon their gender would be what form of discrimination?
12. • Question 10
As a result of this law enacted by Congress, employers must
now show that employment practices that create disparate impact are a
business necessity. This law also made it legal for U.S. citizens working
abroad for U.S. companies to file suit.
• Question 11
This law was established in order to regulate the
implementation of various employee benefits and pension programs.
13. • Question 12
This amendment to the U.S. Constitution gives Congress the
power to regulate commerce with foreign nations, individual states, and
Indian Tribes.
• Question 13
Which of the following is NOT a protected characteristic by
Title VII of the Civil Rights Act of 1964?
• Question 14
14. This act strengthened the Equal Pay Act of 1963 by now
requiring employers to show that pay disparities are job related rather
than sex-based. This act also prohibits employers from retaliating
against employees who share their salary information.
• Question 15
Which one of these issues is NOT addressed by the Fair Labor
Standards Act of 1938?
**********************************************************
BUS 409 Quiz 3
For more classes visit
www.snaptutorial.com
15. • Question 1
If an employee is rated as outstanding on her leadership ability
she was probably rated using which appraisal system?
• Question 2
Which pay system is most widely used in America today?
• Question 3
16. XYZ Company ranks its employees from the best performer to
the poorest performer and the employee with the best performance
receives the highest ranking. What type of performance appraisal
method is used by this company?
• Question 4
This term refers to the minimum pay increase that employees
view as a significant change in their compensation amount.
• Question 5
Which of the following is based on the human capital theory?
17. • Question 6
Which two factors should compensation professionals
consider before endorsing the use of merit pay systems?
• Question 7
This term is defined as added pay for employees who have
reached the maximum of a pay grade and who are unlikely to move into
higher grades.
18. • Question 8
Which performance appraisal error reflects the tendency to
rate every employee at the low end of the rating scale, regardless of
actual performance?
• Question 9
This performance appraisal system is based on employees and
supervisors identifying on-the-job behaviors and behavioral outcomes
that distinguish successful from unsuccessful performances.
• Question 10
19. The collective bargaining system was established by passage
of which federal Act?
• Question 11
Which performance appraisal tool is most often used with
managers and professional employees?
• Question 12
20. A manager in a company gives higher performance appraisal
rating to employees whose children attend the same elementary school
as his/her children than employees without any children. What kind of
rater error was made by the manager?
• Question 13
XYZ Movers, a professional relocation company, has 3-person
teams for their moving services. The company asks customers to
complete a satisfaction survey regarding their recent move. For an
employee's performance appraisal, customer satisfaction surveys are also
considered in addition to his/her supervisor and team member ratings.
Which of the following best describes this situation?
• Question 14
21. In 2011, employees were expected to earn average merit
increases of what percent?
• Question 15
There are 15 animal keepers working for the XYZ Company.
Their supervisor is required to rate the performance of these workers
based on the following criteria: 30% of the animal keepers will be rated
as below-average, 40% of the animal keepers will be rated as average,
and 30% of the animal keepers will be rated as above average. What
type of performance appraisal is used?
**********************************************************
BUS 409 Quiz 4
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22. 1. Gunther Rohn was rewarded for making a suggestion that saved
Ewe and Eye Electronics thousands of dollars. Which type of incentive
compensation approach might have worked best?
2. This type of individual incentive plan rewards employees who
recruit new customers or new employees.
3. These profit sharing plans award cash to employees on a quarterly
or annual basis as part of their regular compensation.
4. This method reinforces cooperation among team members except
when team members perceive differences in other members'
performances.
5. Which type of individual incentive plan requires the achievement
of multiple, complex objectives without compromising the quality and
quantity of output that is generated by employees?
6. Which of the following is true regarding group incentive plans as
opposed to individual incentive plans?
7. Profit sharing plans and employee stock option plans are
incentives on what level?
8. Which gain sharing plan bases incentives on the ratio between
labor costs and sales value of production (SVOP)?
9. This incentive plan has a buy-back provision.
10. This group incentive system was designed to provide employees
with financial incentives for increasing customer satisfaction, increasing
productivity, lowering costs, or improving safety.
23. 11. Which of the following is true of most general stock compensation
plans?
12. Which of the following performance measures corresponds to
individual/ group/ companywide incentive plans respectively?
13. This is another name for parallel teams.
14. To have better safety records, XYZ Company gives monetary
incentive awards to its workers for lower accident rates due to improper
use of heavy equipment.
15. Which of the following is true about the level of risk involved with
incentive pay?
16. Which of the following is a characteristic of job-based pay?
17. Which company discussed in the chapter tests its employees twice
per year, and has abnormally high training costs in assessing the skill
levels of its employees?
18. This type of pay program rewards employees for successfully
learning specific criteria.
19. When a filing clerk is trained to maintain employee attendance
records, it is an example of acquiring which type of skills?
20. This type of pay system is used by unions and contractors to reward
their carpenters for increasing their carpentry abilities.
21. This type of pay system rewards employees for successfully
acquiring new job-related knowledge.
22. Jamie earned a raise in pay when he finished the training for the
Technician 2 position. He will receive another raise when he finishes the
24. training for the Technician 3 position. The company is probably using
which type of pay program?
23. Which of the following are the two main reasons given for adopting
pay-for-knowledge programs?
24. In the XYZ Corp. passenger car manufacturing plant, assembly line
station team leaders are allowed to stop the assembly line by pulling a
cord available at each station whenever they notice a serious quality
problem in the assembly process. This is an example of which of the
following terms?
25. This term refers to the level of specialization or expertise an
employee possesses in a particular job.
26. According to the job characteristics theory, this core characteristic
refers to the amount of freedom, independence, and discretion the
employee enjoys in determining how to do the job.
27. Skill variety, task identity, autonomy, and feedback are the
elements that make up this theory.
28. Employees would need to learn these types of skills in order to
develop self-managed work teams.
29. Which one of the following would be correct regarding person-
focused pay programs?
30. Teams that have members learn scheduling, coordinating, training,
and leading others are emphasized in what type of work team?
**********************************************************
BUS 409 Quiz 6
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1. A recently opened car dealer uses an incentive compensation plan
for its sales people. The dealer provides money to its salespeople to
cover basic living expenses and then shares a fixed percentage of the
selling price of each car that a salesperson sells. However, the
salesperson should repay the subsistence pay component within a year;
otherwise he/she cannot continue in the employment of this dealer. What
type of sales compensation plan does this dealer adopt?
2. This type of pay rate applies to an employee who is demoted but is
paid more than the maximum rate for the pay grade he is now in.
3. What represents the relationship between a company's valuation of
jobs based on job evaluation and the valuation of jobs within the
external market, as assessed by compensation surveys?
4. In which situation is a commission-only plan best suited?
5. This is a loan from the company to the employee that is carried
forward indefinitely until the employee sells enough to repay it.
6. The HR manager of a company thinks that they have too many
narrow pay grades within the organization. By getting the support from
upper management, they decided to consolidate existing pay grades and
ranges into fewer pay grades and broader pay ranges in order to create a
26. flatter organization in terms of compensation. This is an example of
which pay structure variation?
7. Alejandro Martinez is responsible for setting up the pay structure
for his company. He believes that newly hired employees should not be
paid as much as established employees. Accordingly, what type of pay
structure should Mr. Martinez use?
8. These represent the horizontal dimension of pay structures.
9. If the company adopts a market lead policy, how will that
company's pay range midpoint compare to the market average?
10. Which of the following would NOT be considered as an advantage
of broadbanding?
11. Which scenario would be appropriate for using a salary-only plan?
12. John is just hired by a software company as a programmer. He is
also a part-time student at the local college and needs just a few credits
to graduate from this college. A college degree is required in order to
work as a programmer in this software company. Therefore, John
receives below-minimum pay rate until he graduates from college. What
type of pay rate does John receive?
13. Jasmine Black believes that the company should share part of the
risk for her sales position. Which sales compensation plan should she
pursue?
14. This term describes a set of skills necessary to perform a specific
job or a group of similar jobs.
This type of sales incentive compensation plan offers the sales person a
salary and further compensation if they meet a specific, exceptional sales
goal
28. Which of the following is an example of a welfare practice?
Question 3
This policy allows employees to schedule time off without
having to justify the reasons, and is more effective in controlling
absenteeism than other types of absence control policies.
Question 4
Discretionary benefits are generally divided into which three
categories?
29. Question 5
What is the most common type of life insurance policy offered
by companies?
Question 6
Which of the following is NOT a condition manifesting short-
term disability?
30. Question 7
XYZ Company provides a program for its employees who
need help dealing with the effects of domestic violence. XYZ Company
can offer this kind of service through which of the following programs?
Question 8
In 2010, discretionary benefits accounted for as much as what
percentage of an employer's total payroll costs?
Question 9
31. Which of the following is a strategic purpose fulfilled by
discretionary benefits?
Question 10
The approximate annual cost of employee assistance programs
(EAPs) is usually no more than how much?
Question 11
This type of flexible work schedule allows employees to work
four 10-hour days a week.
32. Question 12
Long-term disability benefits usually pay employees which
range of monthly pretax salary?
Question 13
Which of the following would be considered an act as part of a
company's wellness program?
33. Question 14
Companies that offer long-term disability insurance plans only
require an elimination period that runs how long?
Question 15
Smoking cessation, stress reduction, and weight loss programs
are examples of which type of employee benefit program?
Question 16
34. This type of defined contribution plan, also known as a
CODA, permits only private sector or tax-exempt employers' employees
to tax defer part of their compensation to the trust of a qualified plan.
Question 17
According the provisions in her health insurance plan with Get
Well Insurance, Ursula's coinsurance payment would be $50 if she goes
to Dr. Kitt, but will only be $25, if she goes to Dr. Matthew. She
probably belongs to what type of insurance plan?
Question 18
35. These represent a series of payments for the life of the
participant and beneficiary.
Question 19
Marty's employer has a prescription drug plan that will only
make him pay 20% of cost of his prescription, if he goes only to certain
pharmacies. What type of prescription drug plan does he have?
Question 20
Mia has Parkinson's disease, but is on an insurance plan that
enables her to have the drugs shipped to her house. She is probably on
which type of prescription drug plan?
36. Question 21
This consumer-driven health care option allows employees to
contribute pre-tax wages annually to pay for qualified medical expenses,
but they will lose the balance not used at year's end.
Question 22
What percentage of Americans experience some form of
mental illness at least once during their lifetime?
37. Question 23
Starting January 1, 2004, eligible individuals are allowed to
establish HSAs under which law?
Question 24
What are the two types of fee-for-service plans?
Question 25
38. What is another name for health maintenance organizations
(HMOs)?
Question 26
0 out of 3 points
Jose invested $6,000 in pre-tax income into this healthcare
plan, but lost the $780 left in it at the end of the year, because he didn't
use it. What type of plan was it?
Question 27
Which of the following represents the most approximate
percentage for private sector employees who have access to at least one
employer-sponsored health insurance program in 2010?
39. Question 28
This is the condition for which medical advice, diagnosis,
care, or treatment was received or recommended during a designated
period prior to coverage.
Question 29
A new employee comes into your office and asks you how
many hours a year he has to work to qualify as a year towards his
vesting requirements. What would you tell him?
Question 30
Which of the following is associated with 401(k) plans?
41. What were the Medicare Part A monthly premiums in 2011?
• Question 3
What is the only state where employers are not required to
fund workers' compensation programs?
• Question 4
Medicare Select is one of the choices under which Medicare
Plan?
42. • Question 5
This Medicare Plan was established with the passage of the
Balanced Budget Act of 1997 as an alternative to the original program
(parts A & B).
• Question 6
Which Medicare plan offers enrollees lower premiums in
exchange for limiting their choice of health care providers?
43. • Question 7
In 2011, how much would you have to earn to qualify for one
quarter of credit for OASDI coverage?
• Question 8
Due to the fact that the costs of benefits has risen so
dramatically in recent years, the majority of the companies decided to
finance discretionary benefits using
• Question 9
44. To receive OASDI disability benefits, Sung Lee's disability
would have to be expected to last at least how long?
• Question 10
If an employee wants to apply for unemployment benefits,
how much will s/he have to have earned, in the last four quarters, to
qualify?
• Question 11
45. If the CEO of a new company asked you how much per
employee she will be taxed by FUTA, what would you tell her?
• Question 12
To be fully insured under OASDI, an employee would have to
work at least how long?
• Question 13
Mary works at a pharmaceutical company as a customer
service representative. Her employer allows her to choose the set of
benefits she will receive on top of preestablished sets of benefits such as
medical insurance, and term life insurance. The company gave her
credits equal to 6% of her salary with which she decided to purchase
46. dental and vision insurance. This pharmaceutical company uses what
kind of benefits plan?
• Question 14
Medicare Part A is based on what type of health care option?
• Question 15
Thelma is on the Medicare Prescription Drug Program and has
just spent over $5,100 out-of-pocket on medications, how much of the
prescription costs will Medicare now cover for her?
47. **********************************************************
BUS 409 Quiz 9
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1. As the vice-president, Sheila will receive short-term incentive
compensation awards based on which two conditions?
2. These rights provide employees with an opportunity to purchase a
number of stocks at a designated price within a specified period of time.
3. Under SEC rules, which of the following is true?
4. Restricted stock generally allows the executives ownership of the
stock after how many years?
5. A short-term incentive plan would most likely be used for which
company employee?
6. Under the Troubled Assets Relief Program (TARP), banks with
financial assistance from the federal government can only deduct how
much annually for an executive's pay as a business expense?
7. The SEC's Summary Compensation Table contains data covering
how many years?
48. 8. What is the advantage of compensation deferment until retirement
for a CEO?
9. This refers to the sale of stock by the stockholder.
10. The recently appointed CEO of XYZ Inc. uses a luxury
summerhouse owned by the company for rest and relaxation with his
family as well as a place to invite important clients before a lucrative
business deal. XYZ Inc. also provides a membership to an exclusive
country club to its CEO. These kinds of benefits offered to CEOs are
called
11. This type of executive bonus plan is similar to the appraisal system
used to determine merit increases for non-executive employees.
12. The IRS considers Sylvia to be a highly compensated employee for
Beautiful Pictures, Inc., which means she has at least one of which of the
following qualifications in the preceding year?
13. XYZ Pharmaceuticals recently announced that the clinical trials for
a cancer drug failed to cure the illness. This announcement led to a
dramatic decrease in the stock value of the company. The company hired
a new CEO two years ago when the clinical trials for this drug had
already initiated. Which one of the following is true about the
compensation of the CEO of XYZ Pharmaceuticals?
14. These entitle an executive to purchase company stock in the future
for a predetermined price.
15. This type of executive bonus is based on a bonus pool that is
determined by a fixed-formula that is not determined by the executive's
performance.
49. 16. Which type of contingent worker would work for a company on a
long-term basis, presumably on an indefinite basis?
17. A worker considered part-time is working less than how many
hours in a week?
18. Temporary employment agencies are responsible for complying
with all federal employment legislation except which one?
19. Ashley was working as a part-time employee in a private company.
She has just been laid off. Under which protection will she temporarily
continue receiving employer-sponsored health care insurance coverage?
20. According to the safe harbor rules, leased employees can make up
no more than what percentage of your company's total workforce?
21. What group most strongly opposes the use of contingent workers?
22. To be covered by FLSA overtime and minimum wage provisions,
seasonal employees must work for a company that is open how many
months in a year?
23. What percentage of part-time employees had access to employer-
sponsored health insurance programs in 2010?
24. Since temporary workers are employees of both the temporary
employment agency and the client company, the dual employer common
law doctrine establishes temporary workers' right to receive which of the
following?
25. ARAMARK providing cafeteria service workers to a client
company is an example of the utilization of which type of employees?
50. 26. John is offered to be an adjunct faculty for a semester to teach a
statistics class in place of a professor who is on a sabbatical leave. This
example represents which of the following?
27. When a telecommuting employee works from a remote extension
from the employer's office that includes a clerical staff and a full-time
manager, that employee is said to be working at what type of office?
28. Who has the authority to define a "year of service" for pension
protection purposes?
29. An employee living in which place would benefit most from
telecommuting due to minimizing expenses and commute time?
30. The Bureau of Labor Statistics does not monitor pay levels for
which type of temporary workers?
**********************************************************
BUS 409 Quiz 10
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Question 1
51. If the local index in Tegucigalpa, Honduras is 99, what does
that mean?
Question 2
About how many countries are deemed as hardship locations
by the U.S. State Department?
Question 3
Your company is sending Sheila on a six-month assignment to
Sweden, so you should probably use which method to determine her
base pay?
Question 4
Tuition reimbursement and day care assistance fall under this
category.
Question 5
Josh works at a U.S. construction company as a civil engineer.
He has been working overseas for the last three years. The hypothetical
tax calculated by his company turned out to be less than his actual
income tax. In this situation
Question 6
0 out of 3 points
If the local index for Tel Aviv, Israel is 146, what does that
mean?
Question 7
Which of the following are used by the State Department to
determine the per diem schedules?
Question 8
s going on his first expatriate assignment to a country considered a
hardship location. About how much will you have to increase his base
pay?
Question 9
Which of the following would be considered a hardship
location (due to dangerous conditions)?
Question 10
52. These represent additional paid time off for employees
working in hardship locations.
Question 11
Which of the following is considered an enhanced benefit for
expatriates?
Question 12
The State Department's Index compares the foreign costs of
goods and services with which U.S. city?
Question 13
Andre is going to be stationed overseas for about 18 months,
so his foreign service premium will increase his base pay by about how
much?
Question 14
Stephan is going to be getting a mobility premium for going to
Saudi Arabia. How are you going to give it to him?
Question 15
If your company hired a Canadian manager to work in your
plant in Taiwan, she would be considered which type of international
employee?
Question 16
Former under-developed countries of the world are
experiencing which of these conditions, thus eliciting greater
interconnections with U.S. employers?
Question 17
What Canadian province has the highest minimum wage?
Question 18
Canada can best be defined as which of the following?
Question 19
Nora has been working at a manufacturing plant in Mexico for
the last 18 months. Which of the following is NOT true regarding her
paid time off benefits?
Question 20
53. 0 out of 3 points
XYZ Co. plans to open a new facility in Canada to be able to
reach its Canadian customers more quickly. Which of the following is
true regarding labor-related considerations of the new facility?
Question 21
What percentage of their gross earnings do Brazilian
employees put towards social insurance?
Question 22
0 out of 3 points Which one of the following is NOT a
characteristic of NAFTA?
Question 23
In which country do companies incur the highest hourly cost
for employing a manufacturing worker?
Question 24
The average hourly cost to pay a manufacturing worker in the
United States in 2007 was how much?
Question 25
Indian per capita expenditure on health care in 2006 was what
amount at the international dollar rate?
Question 26
In Germany, an employee can request up to how many year(s)
of child-rearing leave?
Question 27
Xue has been working at an electronics manufacturing plant in China for
the last 5 years. Which one of the following should NOT be true
regarding her paid time off benefits?
Question 28
India's labor force has over how many people based on 2010 estimates?
Question 29
An employee should receive regular pay during illness for a period of
how many weeks in Germany?
54. Question 30
Which of the following country has the strongest economy in
South America?
**********************************************************
BUS 409 Week 2 Quiz 1 Chapter 1
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1. This is a way in which companies often trim their payroll
responsibilities by encouraging higher paid workers with more seniority
to voluntarily leave the company earlier than previously planned.
2. Which of these actions would HR seek to encourage in attempting
to create a lowest-cost competitive strategy?
3. What do compensation managers use to recognize differences in
the relative net worth of jobs and to establish pay differentials based
upon management priorities?
4. What strategy describes the use of benefit and compensation
packages in order to support both HR and competitive strategies?
5. This group is directly involved in producing goods and delivering
services for a company.
55. 6. What is the primary factor that will prevent companies from
growing in the next decade?
7. What U.S. federal law established a national minimum wage for
employees involved in commerce (rather than just those employed by
companies working for the U.S. government), as well as prohibit most
employment of minors in oppressive child labor?
8. Which of these is a company sponsored program that provides
income to workers throughout their retirement?
9. A company's ability to sustain market share and profitability for
several years running is referred to by what term?
10.
These compensation systems go a long way in attracting and retaining
the most qualified employees, and are based upon market surveys and
compensation surveys.
11.
Which of the following is NOT one of the three broad categories that
discretionary benefits fall into?
12.
What is a systematic process for gathering, documenting, and analyzing
information in order to describe jobs?
13.
This term suggests that a loss is likely for the firm, and that the
individual will be left with little control.
56. 14.
These describe the terms of employment that are set between
management and union bargaining representatives.
15.
These build upon pay grades, and include maximum, minimum, and
mid-point pay rates for jobs in particular pay grades.hich Act?
**********************************************************
BUS 409 Week 3 Quiz 2 Chapter 2
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1. What are the revised guidelines introduced in 2004 for
determining whether jobs are exempt from FLSA overtime pay
provisions called?
2. The Americans with Disabilities Act of 1990 (ADA) applies to
companies that employ at least how many workers?
3. Which amendment to the U.S. Constitution made it illegal to
restrict the freedom of religion, speech, and press, as well as protect the
right of people to peacefully assemble?
57. 4. Which one of these issues is NOT addressed by the Fair Labor
Standards Act of 1938?
5. This law makes it illegal to discriminate against people with
physical and mental disabilities both within and outside employment
settings, including public transportation, public accommodations, and
employment.
6. An employee has a regular hourly rate equal to $12. According to
FLSA, how much should her/his employer pay this employee for each
additional hour worked beyond the regular 40 hours within a period of 7
consecutive days?
7. As a result of this law enacted by Congress, employers must now
show that employment practices that create disparate impact are a
business necessity. This law also made it legal for U.S. citizens working
abroad for U.S. companies to file suit.
8. Based upon the FLSA child labor provisions, what is the
minimum age that a child must be in order to be legally employed?
9. This was enacted in order to allow employees who are terminated,
laid off, or have a change in their employment status to temporarily
remain on the employer-sponsored medical insurance plan.
10. Title VII and ADEA do not protect federal government employees.
Which one of the following executive orders and/or laws gives similar
protection to federal government employees?
11. Construction contractors, working on government contracts valued
at more than $2,000, must pay their laborers and mechanics what type of
local area based wage according to the Davis-Bacon Act of 1931?
12. This act strengthened the Equal Pay Act of 1963 by now requiring
employers to show that pay disparities are job related rather than sex-
58. based. This act also prohibits employers from retaliating against
employees who share their salary information.
13. Which of the following example is NOT considered as a
compensable work activity?
14. These programs granted income to workers who were unable to
work due to injuries sustained while on the job.
15. The "equal benefit or equal cost principle" is part of which Act?
**********************************************************
BUS 409 Week 4 Assignment 1 Compensation
Practice
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Assignment 1: Compensation Practice
Due Week 4 and worth 250 points
Use the Internet or the Library to research a publicly traded company for
which you would like to work.
59. Write a six to eight (6-8) page paper in which you:
Briefly describe the company you researched, its compensation strategy,
best practices they are applying, and compensation-related challenges
they are facing.
Analyze how your company applies compensation practice to determine
the positive or negative impact to the company and its stakeholders.
Examine the ways in which laws, labor unions, and market factors
impact the company’s compensation practices. Provide specific
examples to support your response.
Evaluate the effectiveness of traditional bases for pay at the company
you researched.
Use at least three (3) quality references. Note: Wikipedia and other
Websites do not qualify as academic resources.
Your assignment must follow these formatting requirements:
Be typed, double spaced, using Times New Roman font (size 12), with
one-inch margins on all sides; citations and references must follow APA
or school-specific format. Check with your professor for any additional
instructions.
Include a cover page containing the title of the assignment, the student’s
name, the professor’s name, the course title, and the date. The cover
page and the reference page are not included in the required assignment
page length.
The specific course learning outcomes associated with this assignment
are:
Analyze how compensation practice can be applied to positively impact
an organization and its stakeholders.
60. Examine the ways in which laws, labor unions, and market factors
impact companies’ compensation practices.
Evaluate the effectiveness of traditional bases for pay (seniority and
merit) against incentive-based and person-focused compensation
approaches.
Use technology and information resources to research issues in
compensation management.
Write clearly and concisely about compensation management using
proper writing mechanics
**********************************************************
BUS 409 Week 4 Quiz 3 Chapter 3
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1. XYZ Company ranks its employees from the best performer to the
poorest performer and the employee with the best performance receives
the highest ranking. What type of performance appraisal method is used
by this company?
2. In 2011, employees were expected to earn average merit increases
of what percent?
61. 3. This type of appraisal error takes place when managers rate
employee's performance more highly than they should compared with
objective criteria.
4. Which of the following is based on the human capital theory?
5. This type of behavioral performance appraisal system requires the
review of past performance behaviors and outcomes in order to identify
them as either successful or unsuccessful.
6. XYZ Movers, a professional relocation company, has 3-person
teams for their moving services. The company asks customers to
complete a satisfaction survey regarding their recent move. For an
employee's performance appraisal, customer satisfaction surveys are also
considered in addition to his/her supervisor and team member ratings.
Which of the following best describes this situation?
7. Which pay system is most widely used in America today?
8. This term refers to a difference between the output of a human
judgment process and that of an objective, accurate assessment. This
difference could be due to bias, prejudice, or other subjective,
extraneous influences.
9. This term is defined as added pay for employees who have
reached the maximum of a pay grade and who are unlikely to move into
higher grades.
10. Which performance appraisal system displays illustrations only of
positive behaviors shown by an employee in various job dimensions?
11. A manager expects high levels of performance from a newly hired
employee, Ashley, as she graduated from a prestigious Ivy League
university. A year later, the manager rates Ashley's job performance
62. higher than her actual performance due to his initial belief. What kind of
rater error was made by the manager?
12. If an employee is rated as outstanding on her leadership ability she
was probably rated using which appraisal system?
13. The halo effect and similar-to-me effects are considered examples
of which type of rating error?
14. Which two factors should compensation professionals consider
before endorsing the use of merit pay systems?
15. Management by objective is part of which type of performance
appraisal system?
**********************************************************
BUS 409 Week 6 Quiz
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1. This is a systematic process for gathering, documenting, and
analyzing information in order to describe jobs.
2. These two are job evaluation techniques.
63. 3. This unit of analysis is a group of jobs, found at more than one
business, in which a common set of tasks are performed.
4. These indicate the name of each job within a company's job
structure.
5. Which of the following is NOT true for internally consistent
compensation systems?
6. What type of organizations use classification plans most
prevalently?
7. In the job analysis process this term represents a group of
positions that are identical with respect to their major tasks.
8. Sarah works at a federal government agency. Her pay rate is
determined by her GS level and work seniority. What type of job-
content evaluation approach was used to categorize her job?
9. A human resource manager of a company decides to change the
current job-content valuation technique by using a quantitative
methodology. He thinks that the old approach fails to balance internal
and external considerations while evaluating jobs. What type of job
evaluation technique do you suggest for this HR manager?
10. A job analysis method is this if it yields the kind of information that
it was designed to provide and accurately assesses each job's duties.
11. Which job evaluation method entails ordering jobs on the basis of
extremes?
12. This describes job duties, tasks, and relevant factors needed to
perform a job adequately.
64. 13. Market-based job evaluation uses which method to collect data to
determine prevailing pay rates?
14. Which of the following are the four "universal compensable
factors"?
15. Universal compensable factors are derived from which federal Act?
16. In the regression analysis formula, what does the X represent?
17. This causes compensation survey data to become obsolete fairly
quickly.
18. Compensation professionals in XYZ Company use regression
analysis to determine the pay rates of its marketing professionals. There
are 4 different marketing job titles in XYZ Company. Compensation
professionals use job evaluation points assigned to each marketing job
title and a salary survey data. In other words, they regress job evaluation
points on the salary data. What does it mean when the R2 value of this
regression turns out to be 0.85?
19. This term refers to the distance of each salary figure from the mean.
20. What does it mean when the distribution of data is skewed to the
right?
21. This BLS survey provides the quarterly measure of changes in
labor and compensation costs, and is used as the principle economic
indicator for the Federal Reserve.
22. These are used as reference points for setting pay levels.
23. Market lag policies are generally set to which quartile in the salary
survey?
65. 24. As of September 2010, U.S. companies spent approximately how
much per employee for discretionary benefits?
25. Jose Escobar conducts a survey of salaries at UB2 Enterprises and
finds that 50% of the workers fall below the market pay average of
$32,000. In which quartile do the workers at ERL Enterprises fall?
26. These are the two types of central tendency measures that are
pertinent to compensation.
27. Companies pursuing a differentiation strategy are most likely to use
which pay level policy?
28. In regression, what does it mean when the R2 = 1?
29. Suppose that a compensation professional would like to calculate
the median salary. He/she orders four salaries as follows: $20,000,
$22,000, $24,000, $26,000. What is the median salary for this data set?
What does Quartile 3 represent?
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BUS 409 Week 8 Assignment 2 Compensation
Plan Outline
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66. Assignment 2: Compensation Plan Outline
Due Week 8 and worth 300 points
Using the same company you researched in Assignment 1, evaluate the
company’s compensation plan to determine how it could be improved.
Write a six to eight (6-8) page paper in which you:
Evaluate the existing compensation plan to determine if it is the most
appropriate for your company. Explain your rationale.
Determine the most beneficial ratio of internally consistent and market
consistent compensations systems for the company you selected.
Evaluate the current pay structure used by your company and assess the
recognition of employee contributions.
Make two (2) recommendations for improving the effectiveness of the
discretionary benefits provided by the company you selected.
Evaluate the types of employer-sponsored retirement plans and health
insurance programs provided by the company you selected and compare
them to that company’s major competitors.
Use at least three (3) quality references. Note: Wikipedia and other
Websites do not qualify as academic resources.
Your assignment must follow these formatting requirements:
Be typed, double spaced, using Times New Roman font (size 12), with
one-inch margins on all sides; references must follow APA or school-
specific format. Check with your professor for any additional
instructions.
67. Include a cover page containing the title of the assignment, the student’s
name, the professor’s name, the course title, and the date. The cover
page and the reference page are not included in the required page length.
The specific course learning outcomes associated with this assignment
are:
Evaluate the effectiveness of traditional bases for pay (seniority and
merit) against incentive-based and person-focused compensation
approaches.
Compare and contrast internally consistent and market-competitive
compensation systems.
Evaluate the role of benefits in strategic compensation.
Use technology and information resources to research issues in
compensation management.
Write clearly and concisely about compensation management using
proper writing mechanics
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