During an interview with a potential new employee, the individual asks an HR member how her salary will be determined. Advise how to respond to this question.
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During an interview with a potential new employee, the individual asks an HR
member how her salary will be determined. Advise how to respond to this
question.
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- At what point should a company consider bringing on a full-time HR resource instead of using a fractional HR resource? What questions should the company ask itself?A private corporations new CEO took over with the mission of preventing a competitor's proposed takeover. There is a low level of morale, unsatisfactory staff performance standards, and a larger turnover rate than the competition. The performance of the company has been subpar generally due to these and other issues. The CEO is requesting the HR division for clarifications and potential change recommendations and has requested a report detailing the differences between Compensation Systems and Employee Benefits in order to determine the degree to which they boost workplace morale.Jennifer, the owner and manager of a company with ten employees, has hired you to take over the HRM function so she can focus on other areas of her business. During your first two weeks, you find out that the company has been greatly affected by the up economy and is expected to experience overall revenue growth by 10 percent over the next three years, with some quarters seeing growth as high as 30 percent. However, five of the ten workers are expected to retire within three years. These workers have been with the organization since the beginning and provide a unique historical perspective of the company. The other five workers are of diverse ages. In addition to these changes, Jennifer believes they may be able to save costs by allowing employees to telecommute one to two days per week. She has some concerns about productivity if she allows employees to work from home. Despite these concerns, Jennifer has even considered closing down the physical office and making her company a…
- • Assume that you are hired as a HR EXECUTIVE. You soon learn that one of the staff is extremely because she applied for your position and was turned down. As a result, she is being unhelpful and obstructive. How would you handle the situation?• How do you define success? Note: The situation is, during a job application.A company is facing high customer complaints due to the poor employee performance. As an HR manager in this company, which of the concepts can be used to improve staff performance? a. Health and safety b. Training and appraisal c. Orientation and recruitment d. Orientation and derecruitment(Please do not give solution in image format thanku) Discuss Attracting and retaining talent as a challenge for HR managers in a workplace and the recommendation related to the challenge.the expected or desired impact on the organisation and suggest the metrics with which you could measure the impact
- Your company, XYZ Manufacturing, has experienced substantial increases in health care costs over the past few years and is expecting a new increase beginning January 1. As the HR director, you've been tasked with offering 4 suggestions to corporate that may reduce the cost increases in both the new year and in future years. Please answer this discussion with your suggestions, related support, and citations.You are the financial controller of a large manufacturing organisation and intend to approach the human resources (HR) manager seeking to create two new positions: a financial accountant and a management accountant. Required: 1. Prepare a briefing document for the HR manager which explains the differences between these two roles. 2. Formulate the five likely questions that you anticipate the HR manager will ask you about these two positions when you meet. PreviousNextClear water electronic wants to strategically attract new talent to the organization to support future growth.why is it Important for the HR director to work with top management to improve the firm's recruiting system
- If you’ve never done an HR SWOT analysis and/or are trying to improve your employees’ experience with your company, now is the perfect time to do one. A S.W.O.T. analysis is a useful tool for developing your HR department’s strategic plan. The S.W.O.T. analysis should be more than simply listing items in each category. HR should consider the interaction of the S.W.O.T. analysis factors and establish strategies and tactics to maximize outcomes. What steps can be implemented to mitigate the effect that the department’s weaknesses may have on the threats the department faces? If the department pursues an identified opportunity, how will the department’s strengths and weaknesses affect the outcome? How can the department’s strengths be used to overcome the threats to lead the organization to achievement of its mission?You are the HR manager for a commercial airline. You have been assigned to develop a realistic job preview for flight attendants. Your objective is to give a balanced picture of the job so that applicants will better understand what they will be asked to do. Job duties, schedules, and other facets of the job should all be well understood early in the recruiting process to avoid poor P/E fit later on. How would you gather information about the job context and environment? Explain what sources you would use and why. How could you use technology to show the positive and negative aspects of the job?If the company updating employee status is a part of the…. a. None of the statement is correct b. Transactional activity c. Transformational activity d. Traditional activity ............................................ As a strategic tool, HRIS can be used to contribute to the development and modification of HR plans for a. On quantitative bases only b. On feeding most of the HRM functions c. On qualitative bases only d. On feeding into specific HRM function
