Harry, a human resource executive at SWR Inc., wants to conduct a job evaluation so that all employees within the organization are compensated fairly. However, his manager thinks the evaluation process will be a waste of time and other resources. What reasons can Harry provide to convince and persuade his manager?
What will be an ideal response?
Harry can convince his manager by listing the potential uses and benefits of job evaluations. Some of the potential uses of job evaluations include:
• To provide a basis for a simpler, more rational wage structure.
• To provide an agreed-on means of classifying new or changed jobs.
• To provide a means of comparing jobs and pay rates with those of other organizations.
• To provide a base for employee performance measurements.
• To reduce pay grievances by reducing their scope and providing an agreed-on means of resolving disputes.
• To provide incentives for employees to strive for higher-level jobs.
• To provide information for wage negotiations.
• To provide data on job relationships for use in internal and external selection, human resource planning, career management, and other personnel functions.
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A. creating ethics training B. advising top management and board of directors C. enforcing discipline processes D. marketing materials and ethic situations so the concerns do not affect the organization
Review the contemporary review of a career and discuss the boundaryless concept.
What will be an ideal response?
Refer to the figure. What is the critical path?
A) ABDF B) ABEF C) ACDF D) ACEF E) none of the above
A one-price policy means
A. offering the same price to all customers who purchase products under essentially the same conditions and in the same quantities. B. never using temporary sales or rebates. C. setting a price at the "right" level from the start and never changing it. D. selling to different customers at different prices. E. None of these answers is correct.