Chester's turnover rate for this year is 6.36%. This rate is projected to remain the same next year and no further downsizing will occur from automating. What would the total recruiting cost be for Chester, assuming it spends the same amount extra above the $1,000 recruiting base as they did this year? Select : 1 $166,830 $2,185,923 $318 $139,025
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Chester's turnover rate for this year is 6.36%. This rate is projected to remain the same next year and no further downsizing will occur from automating. What would the total recruiting cost be for Chester, assuming it spends the same amount extra above the $1,000 recruiting base as they did this year?
Select : 1
-
$166,830
-
$2,185,923
-
$318
-
$139,025
Step by step
Solved in 2 steps
- Case: Strategic Selection: A Review of Two CompaniesManagers are proactively improving the employee selection process with various strategies that will ideally enhance corporate success. Some of these strategies focus on improving the quality of the individuals who apply for work, as well as those individuals who are actually hired into the organization. Other strategies target the selection process itself and seek to improve the various activities involved in proper hiring. The overriding theme of these efforts is that the staffing/ selection function is a key component of an organization’s strategy because the process ideally provides highly motivated and qualified employees who can ultimately impact the financial and operational well-being of a company.Hallmark Cards is one company that emphasizes selection. It recently developed a recruiting metric called a “staffing index” that enables management to track the degree to which newly hired employees are performing as expected on the…Define Job Evaluation and which methods of Job Evaluation method is the best one? Explain your answer. (methods of job evaluation are in photo below)Faculty have a choice to assign one of the following activities. a. Employee Selection Process Reflect on your own experiences with employee selection. What tests or steps were used? Do you think that they were reliable and valid? Describe one thing that you would have changed in the selection process to improve its reliability and validity. b. Employee Recruitment and Selection Process If you were asked to design an effective recruitment and selection process for 15 retail sales representative positions who will be working on a 100 percent commission basis, what steps and techniques would you use and why? Explain how your approach will lead to an effectiverecruitment and selection process full of utility.
- Some of the current employees from Headquarters have decided to transfer to the new location. Because this is in a different geographic area with a higher cost of living, the HR Manager wanted to review salaries to check for “alignment”. compa-ratios would need to be considered. : calculate the compa-ratio for each of the current positions using the data provided in the below charts. Salary Ranges Title Minimum Mid Point Maximum CSR $25k $30K $35k CSR Lead $35k $40K $45k Manager $45k $57.5K $70k Director $70k $95k $120k Employees – New Location Title Current Salary Tenure Time since last promotion CSR #1 $28,000 New Hire n/a CSR #2 $29,500 2 Years 1 Year CSR Lead $31,000 4 Years 2 Years Manager $60,000 New Hire n/a (hired in at position) Director $75,000 7 Years 6 months What conclusions could you draw regarding potential issues at this facility? What actions would you…Identify and explain three solutions on how Newbridge might be able to increase their pool of acceptable job applicants for the production worker positions, so they can be more selective in whom they hire.Do you see any relationship between the purpose of the company and that of HRP?
- Answer all questions. Two years ago, Gracias Ltd. placed job adverts to which a lot of applications were received, and selections made. The various departmental heads recently held a meeting to assess the selection decisions made. The following were some of the assessments made, and after each of them, indicate the appropriate selection decision outcome. a. "Do you recall the lady by name Stacy?!", exclaimed the accountant. "She did not appear ready for the job during the interview and so we did not employ her My goodness! She is doing wonders at Meltice Ltd. Ah! I think we made a big mistake by concentrating only on one aspect of the selection process and eventually rejecting her". This selection decision outcome is. b. The name of John Jon came up during the reviews. This gentleman looked like someone who could be trusted with every valuable of the company. I did so well at the interview too, but for some inexplicable reason, he was not selected. His name is now all over…Identify and evaluate two (2) key strategic benefits of workforce planning for Tarmac. Identify how such planning might contribute to its performance and help it to develop competitive advantage.A job was budgeted to require 5 hours of labor per unit at $11,00 per hour. The job consisted of 7,500 units and was completed in 36,500 hours at a total labor cost of $415,600 What is he total labor cost variance? Multiple Choice $3,100 untevorable. $6,475 unfavorable. $3,375 unfavorable. $620 unfavorable. $7,500 unfavorable.
- The Netherlands is ranked the sixth in the world in terms of the quality of railroad infrastructure. However, in order to prepare for the future, the currently existing infrastructure needs a 30% increase in capacity and tremendous changes in the current workforce. ProRail Traffic Control has put together a team to assist in drafting a strategic workforce plan that will help it achieve its objectives. The team is required to discuss the role of HR in terms of recruitment and selection, training and development and compensation and benefits administration and recommend policies, practices and systems that will facilitate the achievement of ProRail Traffic Control Digital Vision. Each group member should assume one (1) of the following roles of the Executive Team: General Manager Manager, Human Resources Manager, Operations Manager, Finance and AccountsThe Netherlands is ranked the sixth in the world in terms of the quality of railroad infrastructure. However, in order to prepare for the future, the currently existing infrastructure needs a 30% increase in capacity and tremendous changes in the current workforce. ProRail Traffic Control has put together a team to assist in drafting a strategic workforce plan that will help it achieve its objectives. The team is required to discuss the role of HR in terms of recruitment and selection, training and development and compensation and benefits administration and recommend policies, practices and systems that will facilitate the achievement of ProRail Traffic Control Digital Vision. Each group member should assume one (1) of the following roles of the Executive Team: - Human Resource ManagerThe Netherlands is ranked the sixth in the world in terms of the quality of railroad infrastructure. However, in order to prepare for the future, the currently existing infrastructure needs a 30% increase in capacity and tremendous changes in the current workforce. ProRail Traffic Control has put together a team to assist in drafting a strategic workforce plan that will help it achieve its objectives. The team is required to discuss the role of HR in terms of recruitment and selection, training and development and compensation and benefits administration and recommend policies, practices and systems that will facilitate the achievement of ProRail Traffic Control Digital Vision. Each group member should assume one (1) of the following roles of the Executive Team: - Accounts and Finance Manager