Create a compensation package for a sales representative for an insurance company, be sure to include the following: - compensation philosophy-be sure to identify direct and indirect benefits. - Job evaluation of the position.
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Create a compensation package for a sales representative for an insurance company, be sure to include the following:
- compensation philosophy-be sure to identify direct and indirect benefits.
- Job evaluation of the position.
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- Title : Monitoring Staff Medical Benefits via an Insurance Firm Established corporations normally offer staff medical benefits as a human resources strategy to attract competent people to join the organization. The medical benefits will include general as well as specialized treatment by a panel of medical practitioners in public and selected private hospitals. Such employee benefits will be formally stated in an employment service contract signed between the employee and employer. In the 1980s and 1990s, Human Resources (HR) Departments used to appoint HR officers to handle and administer staff medical benefits directly. Staff were given the trust and freedom to approach panel clinics and hospitals for treatment based on their medical complications. Panel clinic doctors would, in turn, assess the patient’s ailment and propose a visit to a specialist for selected cases if the ailment required specialist medical treatment. However, in the 21st century, the role of insurance firms to…Michelle Go began employment with Luxor tours Company when shewas hired as probationary employee as tourist guide in 2005. Her applicationform showed that she was a BS Tourism graduate of the University of Singapore and had no previous experience in tour-guiding. Michelle’s performance as tourism guide was satisfactory, but she haddifficulty building positive relationships with supervisors, peers orsubordinates. “Michelle is weird” was a comment given by a peer whenasked if she was getting along well with her.On the fifth month of her probationary employment, a writtenperformance evaluation was done and the result was poor, “lack of focus,”“tactless remarks,” and “chronic tardiness” were comments that appeared inmany evaluation sheets. At the end of the fifth month of her employment,Michelle was given a “thank you letter” by the Luxor management,terminating her probationary employment.Three years later, Luxor Tours acquired a smaller tour agency. Luxor's HR Manager, Lynn Sotto, saw…A conflict of responsibilities as director of hr tess danville was asked to negotiate a severance
- 42- The structure of a sales compensation plan differs by business, and it is typically based on team organization, resources, and the goals. For example, one company might offer a higher basic salary, while another might prioritize commission. In this context, what conclusions can you draw on the best compensation plan that could work well for salesmen and management of the company? a. Fringe benefit b. Straight salary plan c. Commission based only d. Combined salary and incentive planMary and Sue both work in the same department. Mary believes that Sue is being paid considerably more than she is. In fact, both employees are being paid about the same amount. Mary complains to her boss and the compensation manager and wants a pay raise. What should the compensation manager say, assuming the firm follows the policy of not revealing the pay of individual employees? Should Mary be told the amount of Sue’s pay? Or, should Mary only be told that there is a “misunderstanding’ and that her believe is incorrect? Or, should some other approach be taken?Salary deductions: Follow proper procedure, HR minister tells employers" PUTRAJAYA, Feb 22 - Employers have been urged to follow proper procedure when deducting workers' salaries as stipulated under the Employment Act, said Human Resources Minister Steven Sim Chee Keong. Speaking to reporters after the ministry's Chinese New Year Kesuma Madani programme, he said disciplinary issues are not an excuse for employers to cut workers' salaries, adding that an internal inquiry process must take place before imposing disciplinary action. "l have emphasised that employers cannot arbitrarily deduct an employee's salary according to Section 24 of the Employment Act except for authorised deductions such as EPF (Employees Provident Fund), PERKESO (Social Security Organisation) and income tax. Sim said he took note of the social media post that recently went viral regarding a salary deduction claim, urging the relevant individuals to lodge an official report through various channels provided by…
- Which employee right should be the highest priority for employers A) the right to appeal a disciplinary action B) create a safe environment C) create quality on the job opportunities D) provide overtime hours to all employeesAll 8 employees of a company showed up for work on Monday morning to find the building locked and a sign on the door stating that the company is out of business. Attempts to contact the owner are unsuccessful and the employees make a complaint to the Labour Standards Board about their unpaid wages. Will the employees get any compensation? Why or why not?19.The purpose of a referee in a job application is to a. persuade a potential employer to give you an interview and to speak about your specific skills relevant to the job onoffer b.have neople who know vou, and who are in a responsible position, support your claimsabout professional"competence and experience c.have someone speak positively about you, overestimating your good points and those parts of your experience which will particularly contribute to the vacant job d.use a trusted third party who will speak to a potential employer on your behalf about what you can do and what you Can't do
- You are a manager, and your boss—who is also a friend—has reprimanded a fellow employee (also a friend) in ways that are demonstrably unfair and unethical but not That employee has confided in you with the facts, and you agree. The employee asks you not to mention anything to the boss but to go with her to human resources for support while she reports him for those actions. What would you do, if anything, and why? Explain. One of your direct reports thinks that you are not acting responsibly or in the best interests of the company with him or the department in which you work. The direct report has informed you that your communication and work style are lacking and that this is also causing problems with others in the You are upset over this news and realize it could cause you problems with your boss and those above. What would you do, when, why, and how? You learn that a woman in your department has complained about sexually improper advances toward her by your boss and another more…you had taken this disciplinary action against one of your employees. he goes to grievance panel an the panel order for reinstating the employeeThe HR department at Clearwater Electronics received notice that a grievance procedure was filed by an employee. A member of the HR department has met with the employee, a union representative, and the employee’s immediate supervisor to resolve the issue of concern. A resolution was reached, and the employee returned to work. Why is it important to have a grievance procedure? The grievance procedure provides a way for an employee who misinterprets an agreement to dispute what was previously agreed between the company and the union. The grievance procedure provides a method to handle employee complaints before they become serious issues. The grievance procedure notifies the company that litigation is forthcoming. The grievance procedure allows an employee to be protected from any retaliation from others who might not agree with their complaint.