: An organization raises the minimum pay of its salary ranges. Which is the best technique an HR manager should consider that will correct the compression issue that may occur between new hires and long-term employees? a. Use a productivity-based system to bridge compression. b. Provide person-based pay to long-term employees. c. Red-circle new employees after increases.

: An organization raises the minimum pay of its salary ranges. Which is the best technique an HR manager should consider that will correct the compression issue that may occur between new hires and long-term employees? a. Use a productivity-based system to bridge compression. b. Provide person-based pay to long-term employees. c. Red-circle new employees after increases.

Management, Loose-Leaf Version

13th Edition

ISBN:9781305969308

Author:Richard L. Daft

Publisher:Richard L. Daft

Chapter12: Managing Human Talent

Section: Chapter Questions

Problem 2EE

See similar textbooks

Similar questions

Question 7: An organization experiences unprecedented turnover. What action should HR recommend the organization take to eliminate the high levels of turnover?a. Develop a plan for succession to reduce vulnerability to additional turnover.b. Identify individuals who can replace current managers and supervisors during vacancies.c. Analyze the current workforce to ensure that the right talent meets future needs.d. Conduct a benefit analysis to determine if this is the reason for the turnover.
What would be a title for this job description? SUMMARY: Oversee sales, service and installation (when assigned) of the division. Directs andcoordinates the overall management and development of the assigned sales division byperforming the following duties personally or through subordinate managers.Direct and coordinate sales management teams for assigned sales division: 35%• Ensure that division sales goals are achieved. Ensure effective sales floor environment.• Recruit and hire qualified staff in cooperation with HR. Ensure orientation for new staff.• Coach, train and support staff. Provide feedback and recognition regularly. Cross trainstaff to ensure departmental coverage for major functions.• Support company policies and discipline staff as needed (verbal and written counselings).• Document and conduct performance reviews thoroughly and timely—hold staffaccountable for fulfilling their key responsibilities and goals satisfactorily. Setperformance objectives and develop staff’s…
Q1. Reflect upon and discuss how following factors impact the role of HRM in an organization? Support your answer with examples. a. Technology b. Local Laws c. Business Strategy
127) As an HR manager, how would you implement a skills training program? How can job aids enhance skills training? 128) According to the text, the most important training opportunity for an employee is: A) development. B) retraining. C) orientation. D) problem-solving. 129) Orientation differs from socialization in that: A) orientation is often a short-term program while socialization is a longer process. B) socialization is often a short-term program while socialization is a longer process. C) orientation is more valuable than socialization. D) socialization is more expensive than orientation. 130) During which phase of socialization will an individual most likely have unrealistic expectations about the firm and the job? A) Encounter B) Anticipatory C) Orientation D) Settling-in 131) Layne has noticed high turnover among recent hires at her company. During exit interviews, several employees said that their job responsibilities simply…
1.Changes, Changes 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…
QUESTION 1 Which of the following is a limitation of skill-based pay programs? a. They are often ignored by leaders as being ineffective. b. Rewards are not given for specific performance. C. Labor costs increase as employees' skills increase. d. They cannot be tailored to fit individual employee needs.
1 -Describe Job Description. 2 - Explain in detail, the Recruiting, Selection, and Orientation activities of The Human Resource Department.
Title: Strategic HRM in Aviation Objective/s: To analyze different strategic HRM practices in aviation. To provide opportunity for the students to learn from the real-life examples from the aviation industry. Instruction:Select an airline or an airport and cover the following aspects: i. Identify and discuss the firm’s strategic aims.ii. Pinpoint the employee behaviors and skills that are needed to achieve these strategic aims.iii. Decide what HR policies and practices enables this company to produce these necessary employee behaviors and skills.
Given the proposed expansion, HR decided they should review the job descriptions to make sure they are up to date. HR discovered that no job descriptions exist for production workers. a. How would you decide on what methods should be used to collect information on the production worker job duties? b. Identify and explain the two methods that you would recommend be used collect this information. c. Identify two knowledge, skills, or abilities that Newbridge would include in the job specification section of its job description for the production workers.
Questions: 1. Define job analysis? 2. Functions or uses of job analysis. 3. Define job evaluation? 4. Role of HR in job evaluation 5. List the different job analysis method and explain each.
12. The components of Integrated Talent Management Model are a. Means applying the principles of marketing to HR b. Poaching c. Both a and b d. None of the above
Q1: In a diminishing company, wherein HRM functions are not being followed and employees morale has always being an issue, recommend appropriate performance management system which upholds the characteristics and objectives of performance management? This question is of performance management