In the context of costing employee absenteeism, direct cost." is an example of a O delay sick leave O reduced morale of coworkers O lower productivity of replacement employees
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![In the context of costing employee absenteeism,
is an example of a
direct cost. *
O delay
sick leave
O reduced morale of coworkers
O lower productivity of replacement employees
Scorecards, summits, dashboards, data mines, data warehouses, and
audits are examples of the
component of the LAMP model.
logic
O analytics
O process
O measures
occurs when an employee leaves an organization permanently. *
O Turnover
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- Here is a summary of the hard evidence about employee retention. Use the facts it contains to answer the question that follows. ▼ RESEARCH STUDY Employee retention is a popular topic for both managers and researchers. Here are some facts about employee turnover: • Employees who get realistic information about the job (both positives and negatives) stay with the company longer than those who don't. • Employees who are offered training and development opportunities are less likely to leave than employees who do not receive these opportunities. • Giving employees a say in how they do their work (autonomy) increases their satisfaction with the job. • Employees with abusive supervisors have a greater intention to quit than employees without abusive supervisors. Following are several actions managers commonly take when confronted with turnover. Which of these actions are not supported by evidence? Check all that apply. Separate employees so that they don't talk about the people who have left…Company ABC is consistenly filling the same positions with external hires due to voluntary turnover.Thought it is a critical sales role,a proper evaluation of underlying is issues and a plan to address the attrition issue has not been established.What staffing strategies could be best suited to fit the above need?Jessica's company moved to an automated production system. As a result it has eliminated 40 jobs in the organization. This is an example of: A) downsizingB) decruitment C) recruitmentD) planned firing
- 6. Which of the following is true of HR forecasting methods? a Organizations should try to use both statistical and judgmental methods in forecasting labor and supply. b In statistical methods, a "leading indicator" is an objective measure that accurately predicts future labor supply. c Statistical methods are poor at capturing historic trends in labor demands. d The predictions made via statistical methods are always more precise than those made via judgmental methods..2. Employee involvement interventions can improve productivity through: a. improved motivation b. increased communication c. improved capabilities such as decision-making d. all of the above e. b and c onlyHelp me to solve all please 1.An administrative exercise that is typically done once a year to identify and discuss job-relevant strengths and weaknesses of individuals or work teams is: * a.performance facilitation b.performance standard c.performance encouragement d.performance appraisal 2. A supply chain for talent acquisition ends with a potential labour pool of individuals who might eventually become applicants * False True 3. Virtually all the growth in new jobs will come from manufacturing industries * False True 4. Whether a labour market is tight or loose has a major impact on wage structures and levels * False True
- what are the advanatges and disadvantages of : a) reduce staffingb) make no changes to the staffing planDiscuss various types of HR and financial controll that managment used to meet financial and HR goals?what is meant by the acceptable range of variation in the context of the controlling function ?Discuss with example Please attempt it with less plagarism.Q25 "Millennials" are individuals born between ________, who prefer _______ in workplace. a. 1972 and 1996, limited learning b. 1971 and 1991, coaching c. 1981 and 1996, flexible hours d. 1997 and 2021, real-time feedback e. 1982 and 1996, non-financial rewards
- Marriott brand has a human resources (HR) program that embraces the value of employees with five principles related to their hiring practices. Which of the following is a statement that reflects their approach? O a) Money is the top concern so we will provide the most competitive pay. b) Our brand will be seen as the biggest reason to work here. c) Everyone has the potential to be trained and move up the career ladder. d) Hire the right people for the right job and wisely place the top talent.The basic unit of analysis for workforce planning is stated by the O full-time equivalents O number of employees needed amount of scheduled time worked hours worked per monthEmployee referrals are a vital source of recruitment for an organization. If the programmingdepartment of an IT company has an opening and it has asked all its employees to refer asuitable candidate. 6 employees have recommended one employee each, ie, a total of 6candidates are available to vie for that job. All these job applicants have recently earned degreesin computer sciences from universities enjoying similar reputation in the market and also nomarked difference in their CGPAs. You may call it coincidence but it happens so; that all of themare through the selection process and there is a tie in their final scores. There is only oneposition and as an HR manager you have to chose one of them. Which employee you will chosefor that slot and why?
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