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irga5000 [103]
3 years ago
15

Which does not motivate entrepreneurs?A. profitB. freedomC. innovatonD. security

Business
2 answers:
solniwko [45]3 years ago
7 0
D. security                                  ............................................
          
gtnhenbr [62]3 years ago
6 0

Answer: D security

Explanation:

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Which resource management activity establishes common definitions for capabilities of personnel, equipment, teams, supplies, and
mina [271]

Answer:

The correct answer is Identifying and typing resources.

Explanation:

Human resources management has several functions and activities. An entrepreneur who does not know exactly the functions and activities of human resources management is like a ship without navigation instruments.

Small businesses do not need complicated human resources management, but they must necessarily know their main functions and activities so that they are used to manage their staff.

The management of human resources in companies and organizations is structured based on the following functions:

  • The planning of human resources.
  • The analysis of jobs.
  • The coverage of human resources needs of the organization.
  • The increase of the potential and development of the individual.
  • The evaluation of employee performance.
  • The compensation of employees.
  • The management of health and hygiene at work.
3 0
3 years ago
g How would you define the role of human resources in your organization? How does it compare with the information in this week's
emmasim [6.3K]

Answer:

Hello, you didn't attach the readings referenced in the question, so I'd give you a robust response that would speak to any scenario.

A) The role of Human Resources in my organization is very crucial to the attainment of that company's organizational objectives.

Here's why.

Business goals and strategies, no matter how excellently designed, cannot execute themselves. Human capital is required to drive them. Even in the age of Artificial Intelligence, there is a need to provide such a system with the type and quantity of data that it requires to deliver at the level required of it.

Human Resource executives are people who are disciplined by virtue of rigorous processes to identify and resolve problems associated with having Human Capital.

These include but are not limited to

  • Recruitment
  • Learning and Development
  • Compensation and Benefits
  • Compliance with Labour Law
  • Analytics and Metrics based Performance Management
  • Insurance/Assurance
  • Employer Brand Management
  • HR Planning

Getting it wrong with any of the above could prove detrimental to the health of any organization regardless of how excellent the products or services are.

Recruitment for instance has to do with attracting the right person for the right role at the right time and at the right cost to the company.  If the wrong person was hired, it always comes with a lot of cost such as:

  • Cost of replacement
  • Time lost
  • Cost in some cases related to reputation management
  • Cost of training the new employee
  • Energy expended in managing employee morale etc
  • The wrong person can in extreme cases cripple an organization by either intentionally or inadvertently exposing it to huge liabilities

B) The role of the HR personnel is increasingly becoming advanced and integrated into other business areas such as Insurance and Assurance. HR personnel are now required to understand Life Insurance Products as well as how the Health Management System works.

Labor Law is another critical aspect of the HR process. Labour law itself is evolving as the world increasingly becomes smaller via the use of technology. Remote jobs mean that companies can now leverage technology to employ someone from a different time zone, a different set of Labour laws, and different cultures because it makes economic sense to do so. The HR must now come to grasp the new understanding that it takes to ensure that the Human Capital remains optimized, in the face of these rapid changes.

In addition, Artificial Intelligence is changing the role of the Human Resource executive as regards succession planning. It is no longer feasible to plan 10 years ahead into the future because the rate at which technology is taking over jobs with ease, delivering at unprecedented levels of effectiveness and efficiency (that is, high output at relatively lower costs) is amazing and scary at the same time.

Rather than groom people to take over from people, the HR personnel is now presented with the problem of helping people stay relevant within the system by ensuring that they add skills that are required in the ever-changing universe of the Labour Market.

C) Supervisors and Managers need HR to make the most of their careers. They can do this by sharing information regularly especially with regard to the challenges they face in their work as managers and supervisors as well as their personal growth track.

The reason is this: HR is trained to see differently. Their job is to maximize the efficiency of those who do the job regardless of their status or cadre.

The Job of the HR is to identify and solve these type of problems. Isolating one's self from the benefits of the HR's office is detrimental and not otherwise.

Cheers

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If both the production of goods and services increase and prices rise, then the change in nominal GDP
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The answer is B. accurately reflect the change in production.
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For product costs associated with a particular product to be reported on the income statement: Group of answer choices The produ
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Inventory is important
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