When a pay system links the attainment of certain goals or achievements directly to the employee’s pay, a _____ is being used. a. management fit model b. competency-based system c. skill-based pay system d. going rate model e. variable pay system
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a. |
management fit model
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b. |
competency-based system
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c. |
skill-based pay system
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d. |
going rate model
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e. |
variable pay system
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- There is a common concern today that executive compensation in the U.S. is: Multiple Choice O O Not adequately linked to strategic performance measures. Ineffective as a performance incentive. Not properly disclosed to the IRS. Too diverse among industries. Too low for the value added.Strategic staffing is a critical component of effective human resource management, endompassing the acquisition, deployment, and retention of the right talent. It involves aligning the skills and competencies of employees with the organizational goals and ensuring that the workforce is both adequate and flexible to meet evolving business needs. Successful staffing requires a thorough understanding of the organization's short-term and long-term objectives, as well as the ability to forecast future talent requirements. In addition to recruitment, staffing also involves training and development initiatives to enhance the skills of existing staff and ensure they stay abreast of industry trends. A strategic approach to staffing contributes not only to the immediate operational needs of the organization but also to its long-term sustainability and competitiveness. Question: How can organizations develop and implement a strategic staffing plan that anticipates future talent needs and aligns…Chapter 4 Q1: Identify the elements of the selection process. Q2: Define the ways to measure the success of a selection methods. Q3: Discuss how employers carry out the process of making a selection decision. Chapter 5: Q1: Evaluate the success of a training program. Q2: Explain how to assess employees’ readiness for training Q3: Summarize how to implement a successful training program Q4: List and explain the methods of training.
- Which department will be responsible for designing compensation packages for employees? a. Accounting and finance Department b. Sales and Marketing Department c. Human Resource Management Department d. Customer Management DepartmentA competency-based job analysis may contain all of the following except: a.using innovative technologies b. being able to work with teams c. utilizing data analysis tools d. being able to lift 30 poundsWhich of the following alternative reward systems involves aligning workers and management in efforts to streamline operations and cut costs? A. Lump-Sum Awards/bonuses B. Employee Stock Ownership Plans C. Pay-for-Knowledge Plans D. Gainsharing Plans
- Explain why managers say that a job analysis is a colossal waste of their time and the time of their employeesConsider this Recruitment and Selection Process by a certain company. The hiring manager submits a completed requisition to the HR department. The HR department will assign a requisition number to assist in tracking and reporting. The HR department will meet with the hiring manager to discuss the position and determine the most effective recruitment and selection process. The HR department and hiring manager will review resumes of qualified candidates to identify the most appropriate candidates for interviewing. The HR department will conduct telephone pre-screens of identified candidates and schedule in-person interviews with the hiring manager. Hiring managers are responsible for conducting timely, effective interviews of qualified candidates. The HR department is available to advise hiring managers on interview techniques and final candidate selection. A candidate evaluation form will be completed for each candidate interviewed and will be used to make a final candidate selection.…As an Analytics Specialist for a private sector organisation, how do you develop a focused analytics Dashboard that deals with strategy and HR in this organisation that supports the executives and senior members of the management team of the organisation with the execution of strategic decisions
- You have been asked to be part of the strategic team looking at the Managed by Q expansion into the Boston Market. You are the Director of HR have been asked to create an analysis of labor costs and the potential of supporting this new market. In particular, you have been asked to: Compute the number of client hours needed to break even Design a recruitment strategy for these employees Given the current market, determine the projected time to fill the number of roles you have identified You can assumptions listed in the case where they indicate the average change per hour is $25, Then, looking at the assumption costs, how many hours does someone have to work to break even? Pull in the data you found earlier on the Boston market and additional, such as unemployment, to determine a recruitment strategy and time line. And remember, this is a compensation & benefits class, so the strategy for recruitment should focus on, “Is Q offering the right wages and benefits to attract…5) The technique used when verifying whether there is a significant performance deficiency of a current employee and, if so, determining if that deficiency should be rectified through training or by some other means (such as changing the machinery or transferring the employee), is called which of the following? Performance analysis Training analysis Employee analysis Motivation analysisReview the SHRM case: “Designing a Pay Structure” You will prepare the SHRM case analysis on “Designing a Pay Structure,” which consists of your completion of Tasks A–J that simulate the creation of a compensation system for an organization in meeting its goals and supporting its mission. In your analysis, respond to the following tasks found in the case study by using Excel. Your case analysis should consist of: Task A: Create a complete job description for the benefits manager position using O*NET. Task B: Calculate the job evaluation points for the administrative assistant, payroll assistant, operational analyst, and benefits manager jobs. Provide a rationale for assigning specific degrees to the various jobs. Task C: If there were any outliers (i.e., extreme data points) in the data, what would you recommend doing with them? From this point forward, assume no extreme data points exist in the dataset. Task D: Conduct a simple regression in Excel to create a market pay line by…