Answer:
No formal education required
Explanation:
In many countries, the roofer works with a license. But to be a roofer, you don't need any formal education.
The training is done on the spot, the beginner is learning from other experienced roofers. To qualify for the job of a roofer, a person has to be at least 18 years old, to have a high school diploma and be physically able.
Answer:
62,200 allowance ending
Explanation:
allownce 5,000 credit
<u>Because the bad debt is calculate over the sales,</u> the bad debt expense is the result of that estimated, without considering the beginning balance of the allowance.
22% of net credit sales will be uncollectible:
260,000 x 22% = 57,200
<u>Now ending balance will be beginning + uncollectible for the period</u>
5,000 beginning
57,200 uncollectible for the period
62,200 allowance ending
Answer:
C $ 596.39
total payment 7,156.68
Interest expense 2,156.68
Explanation:
6,000 - 1,000 = 5,000 amount to finance
We will calcualte the cuota of an annuity of 6 years with semianual payment at 12% annual rate.
PV $5,000.00
time 12 (6 years times 2 payment per year)
rate 0.06 (12% annual we divide by 2 to get semiannual)
C $ 596.39
The total amount paid will be the cuota times the time of the loan:
Total amount paid
596.39 x 12 = 7,156.68
The interest will be the difference between the total amount paid and the principal of the loan
Interest paid
total payment 7,156.68
principal (5,000)
Interest expense 2,156.68
Based on the scenario above, Mason is likely to be the
general manager. It is because he helps people in different departments in
regards of specific tasks in which a general manager would do, while Julio is
considered to be a functional manager because he makes sure that everyone in
his department has the skills and training in which a functional manager is
responsible of.
Answer:
It improves employee retention and performance motivation.
Explanation:
There are few factors that keep employee motivated and loyal toward organization. The basic factors are career path and monetary benefits that keep the energy flow in the employee.
A formal succession plan is a human resource management strategy for identifying the potential successor, it reduces the confusion for the organization and employee in the method of hiring and promotion. These strategies also keep an employee motivated, improve performance and retention in the organization as they find growth and security in the organization.
