In a dynamic labor market for quality executive talent,are parachute payments necessary or do they simplyinvite abuse and provide a benefit for an exclusive fewat the expense of other employees who may get fewerbenefits or the corporation's customers who may pay ahigher price for the products or services of thecorporation?• Executive I. M. Best is covered under his company'sISO plan. The plan grants Best an option in 2015 topurchase company stock for $150 per share. InFebruary 2017, Best exercises this option andpurchases 100 shares. Fair market value of the 100shares in February 2017 is $20,000. Suppose Bestsells the 100 shares in December 2017 for $25,000.A. What is Best's taxable gain?B. How much is treated as compensation income in2017?C. How much is treated as capital gain?

An efficient and talented employees are an asset for an organization. For a business to run…

Answered: In a dynamic labor market for quality…

Principles Of Marketing

17th Edition

ISBN:9780134492513

Author:Kotler, Philip, Armstrong, Gary (gary M.)

Publisher:Kotler, Philip, Armstrong, Gary (gary M.)

Chapter1: Marketing: Creating Customer Value And Engagement

Section: Chapter Questions

Problem 1.1DQ

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Merit pay plans appear to be the most common form of compensation in the United States. Although widely used, these systems are not suitable for all kinds of jobs. Based on your knowledge of merit pay systems, identify one job for which merit pay may be appropriate. Explain in detail why you chose the job for appropriate merit pay and the job you chose as not appropriate.
If you ar an HRM in a position of having just recently administered a new contract with the union representatives and you hear about a grievance in the plant - a worker who needs to be transferred to another plant because of his expertise has raised a grievance about not wanting to go. How would you address his grievance? What are the broad guidelines for handling grievances?
Based on your experience developing a Total Rewards strategy for this course, what advice would you give HR professionals when undertaking such a task, e.g., what guiding principles should they be aware of? How much time should they allot for such an endeavor? What resources will they need to accomplish this? Examine the role of ethics and corporate social responsibility and its influence on the development of Total Rewards for an organization. For example: How might CSR influence a company’s interpretation of employee pay? What role do budget constraints play in corporate social responsibility?
A bona fide occupational qualification (BFOQ) permits employers to use religion, age, sex, or national origin as a factor in their employment practices when it is reasonable necessary to the normal operation of that particular business under its business model (as long as it is legal). Think of the food-chain Hooters not having to hire male wait-staff or of a church or synagogue or mosque being able to hire only practitioners of its particular religious beliefs into key positions. A business necessity, on the other hand, comes into play when an employer has a job specification that is neutral (meaning it does not call for one particular sex as a requirement) but excludes members of one sex at a higher rate than members of the other. Think of a job with the requirement to lift heavy weights repeatedly throughout the work day and how it would likely exclude women at a higher rate or how nursing has traditionally attracted more female practitioners than males to the profession (for…
Job Analysis is a significant activity Organizations perform to maintain competent workforce. How will you conduct Job Analysis for a newly established Software House
After reviewing a day in the life of a senior Human Resources Practitioner, can you see the importance of the required competencies to be effective? If you were the CEO of an organization and were preparing to hire your Chief H.R. Officer, describe the profile of the ideal candidate you would want to hire.
When you begin interviewing as you approach graduation, you will need to analyze job offers that include a number of financial and nonfinancial elements. Whichof these aspects of employment are your top three priorities: a good base wage, bonus or commission opportunities, profit-sharing potential, rapid advancement opportunities, flexible work arrangements, goodhealth-care insurance coverage, or a strong retirementprogram? Which of these elements would you be willingto forgo in order to get your top three?
One reason employers might offer a particular employee benefit is to aid in recruiting certain types of workers. One example is a tuition reimbursement program to attract highly motivated employees. What other example of benefits are you familiar with that might be used to attract a particular type of employee? What types of employees are most attracted to these benefits?
Remuneration packages need to be created, managed and distributed efficiently. This is where human resource professionals that specialize in compensation and benefits get involved. Why would an employer determine whether its benefit package is attractive to employees and equal, if not better, than that offered by other similar employers?
Please do not give solution in image formate thanku How do human resource planning and recruitment complement each other? Suppose a key employee has just resigned and you are the department manager. After you have sent your request to personnel for a replacement, how could you help the recruiter find the best replacement? Discuss the advantages and disadvantages of using web-based recruitment.
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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