1. HRM issues in safety and health in logistic service. 2. HRM issues in compensation in logistic service. 3. HRM issues in rewards in logistic service.
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Q: Recommendation the HR issues of rewards in logistic service company.
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- 14- HRM environment can be understood as ____________. a. Collection of situations surrounding HRM functions b. All the options c. Collection of effects surrounding HRM functions d. Collection of events surrounding HRM functionsAs a strategy, competing on response may mean a. flexible performance. b. reliable and dependable performance. c. rapid and/or timely performance. d. all of the above. e. a and c only.Jason is the fastest worker on the audit of a company for the firm Zits LLP. Other Zits workers take twice as long to complete the equivalent amount of work as Jason. One day Jason is approached by the other workers and is asked to slow down "You are exceeding the time budget for the audit and making the rest of us look bad," said one staff member. From an organizational, ethical point of view, the best thing for Jason to do is: choices: Tell the other staff members that he will use the time he saves on his budget to help them to meet their budget by picking up their slack Approach the supervisor to discuss the pressure of fellow staff to slow down on doing audit work Explain to the other staff members that he works diligently and they should do the same Tell the other staff members to mind their own business
- Estimate the cost of a manager giving performance reviews with a span of control of 10, 3 hours to complete and discuss with an employee, and an administrative time of 15 minutes. 40.5 hours 42.5 hours 30.5 hours 32.5 hoursChris has been with Drake Manufacturing for five years and was recently promoted to the position of shift supervisor. He is still learning his new position, and it is important to him to be liked and respected. At the most recent operations review meeting, the director reported that the company’s financials are troublesome, and managers should be prepared for a major reorganization. Several jobs will be eliminated, but it had not yet determined which departments would be affected. Questions 1.Should he give his employees “small doses” of the impending change?Company ZYX is a small consulting organization with 40 employees. The manager who is responsible for employee performance appraisal has a particular way of conducting it. He has a firm belief that formal performance evaluations (with developed criteria, ratings, formal discussions etc.) are an absolute waste of time and should never be done. Instead, he thinks that he is well familiar with each employeeâs work and achievements, and he can easily tell âwhat they are worthâ by interacting with them and observing their performance on a daily basis. As a result, the manager periodically stops at employeesâ desks, talks to them, asks about their progress on projects and discusses other work-related issues. Employees have a lot of daily feedback and seem to like it. However, no written performance appraisal forms are ever filled in. When it comes to pay raises and promotion, the manager makes his decisions and announces them…
- 8.27. Describe some of the advantages and disadvantages of telecommuting from both the employee’s and manager’s perspective. 8.28. Why is empowerment a critical element in total quality management? What are the disadvantages of empowerment?HRM Incident 2: There’s No Future Here! “Could you come to my office for a minute, Bob?” asked Terry Geech, the plant manager. “Sure, be right there,” said Bob Glemson. Bob was the plant's quality control director. He had been with the company for four years. After completing his degree in mechanical engineering, he worked as a production supervisor and then as a maintenance supervisor prior to moving to his present job. Bob thought he knew what the call was about. “Your letter of resignation catches me by surprise,” began Terry. “I know that Wilson Products will be getting a good person, but we sure need you here, too.” “I thought about it a lot,” said Bob, “but there just doesn't seem to be a future for me here.” “Why do you say that?” asked Terry. “Well,” replied Bob, “the next position above mine is yours. Since you're only 39, I don't think it's likely that you'll be leaving soon.” “The fact is that I am leaving soon,” said Terry. “That's why it's even more of a shock to learn…1. Recommendation the HRM issues of safety and health in logistic service organization. 2. Recommendation the HRM issues of compensation in logistic service organization. 3. Recommendation the HRM issues of rewards in logistic service organization.
- 37 - Ezgi's character in the book Bir Human Resources thinks what human resources employees should do in a time of crisis? a) The crisis should be ignored and the decrease should be expected. B) After the crisis, the crisis should be ignored by not making the necessary explanations. NS) A classical management approach should be applied, only managers should be informed. D) When a crisis occurs, human resources employees must act quickly and provide accurate and reliable information to all parties affected by the incident, from the most authoritative point of view. TO) After the crisis, it should be waited for a long time, its effects should be evaluated and solutions should be sought.In reference to an Human Resource Management course 4th year college course at Malone University using the following textbook: Gomez-Mejia, L. R., Balkin, D. B., Cardy, R. L., & Carson, K. P. (2020). Managing human resources. (9th ed.). Boston: Pearson Education. Which one of the following functions is typically not a human resource management responsibility? a. Analysis and design of work b. Demand forecasting c. Performance management and development d. Exit interviewsTextbook: Employee Benefits Design and Planning: A Guide to Understanding Accounting, Finance, and Tax Implications queue By Bashker D. Biswas Referring to Unit 1 Readings and Resources, write a 4-5 page paper explaining the various categories of employee benefits and why they are important to a company's overall human resource strategy.