Answer:
For a company’s compensation strategy to be effective, it must be linked to the overall business strategy. Because compensation accounts for 30-60% of business costs, it is essential for organizations to identify the drivers behind pay. For this reason, the foundational step of creating any solid compensation strategy is linking it to the business strategy.
Explanation:
Answer:
A group is different from a team. The Ringlemann Effect does contribute to the modern day team dynamics.
Explanation:
A group is like an assembly of more than one person who coordinate their individual efforts. They do not have any common purpose to achieve. For example: a group of college students. On the other hand, a team is a group of people who have a common purpose and share a common goal. Like a team of people in office who work on a project.
The Ringelmann effect is the tendency in which productivity of individual members of a group decreases as the size of the group increases. For the development of modern-day team dynamics, the Ringelmann effect's contribution shows that the size of the team should be small so that each individual can contribute enough for the team.
Each team member of a highly effective team is intelligent enough to understand their tasks. They share common goals and achieve them by sharing a few moments of humor as well. They communicate well and have a strong leader.
Some of the barriers to teamwork include bad leadership, poor communication among the members of the team, personal clashes and also when the goal planning is not done adequately.
Answer:
a. This law protects the workers from physical dangers while performing their jobs. = Occupational Health and Safety Act of 1970
b. This law states that pensions need to be funded properly and directs that employees be kept informed about their pensions. = Pension Protection Act of 2006.
c. This law placed limits on child labor and set a minimum wage in the United States. = Fair Labor Standards Act of 1938.
d. This law gives workers the right to take up to 12 weeks of unpaid leave per year for family reasons. = Family and Medical Leave Act of 1993.
Nonquantitative methods to forecast the future need for employees, usually based on the knowledge of a pool of experts in a subject or an industry, is called QUALITAIVE FORECASTING in human resource forecasting.
Explanation:
- Qualitative forecasting is an estimation methodology that uses expert judgment, rather than numerical analysis. This type of forecasting relies upon the knowledge of highly experienced employees and consultants to provide insights into future outcomes.
- It is a statistical technique to make predictions about the future which uses numerical measures and prior effects to predict future events. These techniques are based on models of mathematics and in nature are mostly objective. They are highly dependent on mathematical calculations.
- Qualitative forecasting is useful when there is ambiguous or inadequate data.
- Qualitative forecasting is most useful in situations where it is suspected that future results will depart markedly from results in prior periods, and which therefore cannot be predicted by quantitative means.
