What type of pay is used in union and governmental jobs to award those based on the length of service to the organization or government? Seniority pay Traditional pay Skill-based
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Please answer the following multiple choice question
1. What type of pay is used in union and governmental jobs to award those based on the length of service to the organization or government?
- Seniority pay
- Traditional pay
- Skill-based
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- Please answer the following: 1. What is job analysis? What legal issues the does company need to consider when it does job analysis? 2. Describe Person-focused pay plans. What are advatanges and disadvantages of Person-focused pay plans.Effectively managing compensation disparities between different departments or job roles necessitates intricate considerations of organizational hierarchies, market dynamics, and internal equity principles. How can organizations intricately balance the necessity for competitive remuneration to attract and retain top talent in high-demand sectors with the imperative to maintain internal fairness and equity across diverse functions and levels, especially considering the potential ramifications on morale, retention, and organizational cohesion amidst dynamic market conditions and evolving skill demands?What pay level (50th percentile or other) would you recommend be used for the Whole Foods jobs? Would you use the same pay level for all jobs? Explain
- How do employees differ between a Walmart retail location and a Amazon order fulfillment center? How many white-collar or skilled jobs does Amazon have compare to Walmart ?Answer the following questions on different pay systems 1. Discuss the Merit pay system. How does the merit pay system differ from the incentive pay system? 2. Describe the seniority pay system and explain its advantages and disadvantages.d . How can organizations effectively address issues of pay compression and pay equity when promoting or transferring employees within the organization?
- HOME WORK CHAPTER 11- Total Rewards & Compensation (Note: It is meant for learning and not to be graded and so on, so please assist) 21. Define seniority, cost-of-living adjustments, across-the-board increases and lump-sum increases as used in compensation.Discuss three considerations you believe might help determine whether to use individual or group incentive pay plans in organizations. Illustrate the impact of an equitable benefits program on the competitive advantage of an organization? How will the evolving nature of work (how, what where, when, people perform their jobs) effect HR practices in the future?Do you feel that investing heavily in employee perks ultimately pays off for a company? Would you feel the same way during hard economic times, when the pool of highly qualified workers grows, and the number of available jobs shrinks dramatically?
- Internal equity is an important factor for compensation system success. Explain what is meant by internal equity? Why it is important? How it can be achieved? Should the job evaluation depend on an appraisal of the jobholder's performance? Why? Or Why not? Prepare a scale for evaluating jobs of your organization?How can a business maintain a stable work force and avoid skilled workersleaving the company? Please explain your answer by giving your opinions on; a) Compensation b) Training c) MotivationRead 3.3 Compensating Global Employees. Once you've completed the reading, imagine you have been tasked with convincing a rising star on your MNE's domestic management team to accept a 3-year minimum senior management position at the firm's top emerging market subsidiary to prepare local management candidates to take over responsibilities. Are the HR dynamics for expatriate compensation offerings significantly different compared to a strictly domestic situation? Are you going to include in a "state of the art" expatriate compensation package? How might you structure your firm's compensation offering to align the employee's interests with those of the MNE's long term strategy?"