Pay secrecy essentially is a policy which restricts the amount of information employees are provided about regarding what their co-workers are paid. Is there any benefits to have an open-book policy where all of the employees know exactly how much every other employee earns? Why or why not?
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Pay secrecy essentially is a policy which restricts the amount of information employees are provided about regarding what their co-workers are paid. Is there any benefits to have an open-book policy where all of the employees know exactly how much every other employee earns? Why or why not?
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- Should an employee's private behavior offsite matter to the employer? Does your opinion change depending on whether people are able to connect the employee to the employer? What is people can connect the employee to the occupation generally, and not necessarily to the specific employer (e.g., a teacher or police officer does an exotic dance dressed as a teacher or police officer, without identifying his or her school or police department)? (explain well with important point)Develop an overall compensation plan for a small business. Instructions Read 2G Robotic Case Study.Links to an external site. Complete study questions: Describe and assess the advantages and disadvantages of the direct compensation/pay system at 2G Robotics. Also, the benefits (i.e., dental) provided by the company. What are the benefits and dangers of implementing a stock option plan or an employee trust (i.e., something that gives employees a stake in the company)? What are some of the non-financial rewards that are available to employees who work at this company? How important are pay and benefits, including an employee trust, versus non-financial rewards in motivating employees at 2G? What do you think should be the company's general approach to compensating employees in pay, including an employee trust, and benefits? Should Gillman try to improve pay levels? Why or why not and in what specific ways? Do you think 2G should use a more formal pay system? Why? What changes would you…In the course of a job interview, imagine that you are asked about what you have in mind regarding salary. How should you respond? a) Give a high number to anchor them high. b) Give them a low number in an attempt to look like a bargain c) Don't provide a number, instead deflect the question d) Take your current salary, add 5-10%, and give them that number. That seems reasonable.
- We've discussed Total Rewards approach to attracting and retaining employees. Assume that you are an External Consultant and were hired to evaluate a small business start-up (or business of interest to you) on how they should structure their Total Rewards program. Based on what you have learned about legally required vs. strategic (voluntary) rewards and provide an initial proposal for what this organization needs to do to be compliant with the law and reasonably attract workers.You must identify the jobs/nature of the work for which you are hiring and seeking to base compensation decisions upon. You must state whether they would be low vs. highly skilled workers and define the work to be performed in preparing your proposal . In your response, you should be able to provide an overall plan with recommendations (e.g., You don't have to state what the wages would be but you should be able to recommend to an employer how they could determine it - minimum wage, premium above minimum wage,…A regular occurrence in business firms, and some government agencies, is for somebody to be fired because of a Facebook or Twitter post criticizing the employer or a specific manager. Why do you think so many people commit this career-threatening error?Suppose you made an honest mistake that could prove expensive for your employer or internship provider. Would you blurt out the bad news immediately or consider strategies to soften the blow somewhat? Explain.
- The HR director at Clearwater Electronics has had negative feedback from employees about perceived inequalities in compensation among its company subsidiaries. While the HR director believes compensation is already consistent and fair, a review of the compensation and benefits packages will be conducted and shared with the employees. Which of the following statements gives the best reason for conducting and sharing the compensation assessment? It is important that employees see that their contribution is valued. It is important that employees see that something is being done because of their feedback. It is important that employees perceive they are being treated equitably. It is important that employees believe their opinions matter.Compensation based on some established formula designed around a company’s profitability is known as a.Profit sharing plan b.Gain sharing c.BonusesWhy is it important to conduct pre-employment background investigation? On the other hand, explain how you would get around the problems of employers being unwilling to give bad references on their former employees.
- As the HR director of Clearwater Electronics, you know it is important for HR to be as close as possible to where the people and problems are located. Which reason best explains why it is important for HR to know the line managers and their needs? Multiple Choice Because line managers are on the front line, HR needs to ensure they and their employees are protected from legal ramifications should something go wrong. Because line managers are the ones responsible for interviewing and hiring potential employees, it is best that HR collaborate on recruiting efforts to ensure the right people are hired. Because line managers are responsible for the health and safety of their employees, it is necessary for HR to provide training to prevent accidents. Because line managers are responsible for their employees, it is necessary for HR to empower them to implement HR initiatives and make sure they are successfully carried out.Many businesses are moving away from the base salary concept and trying to adopt the new systems such as Rewarding Employees based on performance. As such most of the time the employee performance is linked with Profitablity or sales achieved. In your opinion what are the advantages and disadvantages of rewarding employees based on performance. You can provide examples to clearly explain your thoughts.Salary benchmarking is one of the most effective ways of ensuring that your pay is competitive. Knowing thatyour pay is competitive means that you can respond to employee queries with confidence. However, salarybenchmarking is also one of the least followed processes in HR. A quick check of the recruitment websites will tell you what other people are paying for the same job title – butdoes that mean it is the same job? Is the finance manager of a small housing association doing the same job,and earning the same as the finance manager of a larger manufacturing company? What is the competition likefor finance manager posts? What is happening in the economy that will affect our ability to recruit/retain theseposts? Answering these questions for any post you are considering, will help you to identify what your pay issuesmight be… Consider the following scenario:Ken Butron, a supervisor with Xylo Co. Ltd. (a large manufacturing company), was contemplating taking a joboffer with one of…