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A: TerryJaneTomTarilJob A 18261711Job B 13281426Job C 38191815Job D 19262410
Title | Minimum | Mid Point | Maximum |
CSR
|
$25k
|
$30K
|
$35k
|
CSR Lead
|
$35k
|
$40K
|
$45k
|
Manager
|
$45k
|
$57.5K
|
$70k
|
Director
|
$70k
|
$95k
|
$120k
|
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 recommend to address the issues?
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- When the idea first occurred to her, it seemed like such a win-win situation. Now she wasn't so sure. Marge Brygay was a hardworking sales rep for Inspire Learning Corporation, a company intent on becoming the top educational software provider in five years. That newly adopted strategic goal translated into an ambitious, million-dollar sales target for each of Inspire's sales reps. At the beginning of the fiscal year, her share of the sales department's operational goal seemed entirely reasonable to Marge. She believed in Inspire's products. The company had developed innovative, highly regarded math, language, science, and social studies programs for the K— 12 market. What set the software apart was a foundation in truly cutting-edge research. Marge had seen for herself how Inspire programs could engage whole classrooms Of normally unmotivated kids; the significant rise in scores on those increasingly important standardized tests bore Out her subjective impressions. Bur now, just days before the end of the year, Marge's sales were $1,000 short of her million-dollar goal. The sale that would have put her comfortably over the top fell through due to last-minute cuts in one large school system's budget. At first, she was nearly overwhelmed with frustration, but then it occurred to her that if she contributed $1,000 to Central High, the inner-city high school in her territory probably most in need of what she had for sale, they could purchase the software and put her over the top. Her scheme would certainly benefit Central High students. Achieving her sales goal would make Inspire happy, and it wouldn't do her any harm, either professionally or financially. Making the goal would earn her a $10,000 bonus check that would come in handy when the time came to write out that first tuition check for her oldest child, who had just been accepted to a well-known, private university. Initially, it seemed like the perfect solution all the way around. The more she thought about it, however, the more it didn't quite sit well with her conscience. Time was running out. She needed to decide what to do. 1. Donate the $1,000 to Central High, and consider the $10,000 bonus a good return on your investment.CASE QUESTIONS Is job enrichment an appropriate solution to this situation? Explain your Identify how you would redesign Brenda's job to enrich it. Write both a job description and a mission statement for Brenda's new Identify how you would implement or go about completing this process. Think about how you would deal with the following: Brenda, Brenda's co-workers, other departmental staff, Branch Operations personnel and the Personnel Department (for job evaluation). Create an implementationMaria, the HR Head of ‘Aztec Tech Solutions Ltd’ assigned the task of assessing the human resource planning to the HR Department. However, his team informed him that this assessment is not going well as they had expected. Keeping this context in mind, answer the following: a. Explain the process of human resource planning. Give some examples also. b. Discuss the qualitative methods for Human Resource Demand forecasting, that the company can utilize. Which one do you think is best suited for this company?
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- Suppose you have been asked to perform a task analysis for the job of Manager in a private bank. Which method(s) of task analysis do you think would be most appropriate for analyzing this job? Support your choice(s)“Carter Cleaning Company” The Career Planning Program Career planning has always been a pretty low-priority item for Carter Cleaning, since "just getting workers to come to work and then keeping them honest is enough of a problem," as Jack likes to say. Yet Jennifer thought it might not be a bad idea to give some thought to what a career planning program might involve for Carter. Many of their employees had been with them for years in dead end jobs, and she frankly felt a little badly for them: "Perhaps we could help them gain a better perspective on what they want to do," she thought. And she definitely believed that the store management group needed better career direction if Carter Cleaning was to develop and grow. Question: 1. Outline and describe the career development program you would propose for the cleaners, pressers, counter people, and managers at the Carter Cleaning Centers.Paradise Architects had total revenue of $5,400,000 and revenue per employee of $200,000 in 20Y1. In 20Y2, total revenue increased to $5,700,000 and the number of employees expanded to 30. Did employee efficiency increase or decrease with the expansion, and by how much? a.increased by $300,000 b.decreased by $10,000 c.decreased by $100,000 d.increased by $10,000
- Samsui Company is an engineering company with employee strength of 1,000. The company has a system of incentive linked monthly productivity bonus for the shop floor employees, which serves the purpose of rewarding good work. The HR manager, Mr. Ihsan has been facing a dilemma, how to evaluate the performance of the middle management and how to link it with productivity. After deliberate discussions with individual managers, he develops a plan. The plan is designed to enhance team work and provide incentives for improvement and excellence among middle level managers. Briefly the pay will be split into two components. The first consists of 80% of original salary, which will be a fixed component and will be determined as before. The second component of 20% will be flexible and will depend upon the ability of each team as a whole to show minimum of 5% improvement in their respective areas. The scheme when discussed with managers, received a number of negative remarks. One manager said that…Managed by Q case wage analysis: Cleaning operators and handymen are two of the most important jobs that Manged by Q employs since they are the face of the company. 2015 pay rates and bonuses are listed in the case for the markets of New York, San Francisco, and Chicago. Managed by Q, during this time, was assessing moving into Boston, Atlanta, and Washington DC. Create a job description for each of these two roles (cleaning operators and handymen) Then assess the pay rates in 2015 vs today. What changes would you see? Finally, assess the current New York, San Francisco and Chicago rates vs Boston, Atlanta, and Washington. If Q expanded into these markets, would they be able to offer the same rates?Case Analysis:CBA Rural Bank is a rural bank serving the entire Zamboanga Peninsula and just like anybusiness organization it has been significantly affected by the pandemic. It has 13 branches allover ZP and a total of 170 employees as of the latest manpower headcount. Below is itshypothetical manpower data and labor productivity related costs: What could be the major decisions of HR in terms of giving transportationallowances to the employees? Why was there a zero communication allowance during 2019 and a significantincreasing trend of communication allowance provided to its employees after2019? What could be the probable effect to HR related costs if the decreasing trend of its CBA Rural Bank's income continues to decrease? What could be the reason for this decreasing trend?