<u>Answer: </u>
Benefits are amplified at a point where the minor income efficiency (MRP) is equivalent to the expense of employing a security watch. In this way, a benefit expanding firm will enlist as long as the MRP is more noteworthy than the wages or the expense of recruiting a security monitor.
On the off chance that I need to amplify benefit, at that point I won't enlist the security monitor at a compensation pace of $20 in light of the fact that the expense of recruiting is more noteworthy than the expansion to the complete income or MRP, which is equivalent to $15 (expecting that the security watchman will kill shoplifting).
The above examination shows that a security watchman will be paid a compensation rate for every hour, which is equivalent to the sum spared every hour by the security monitor for wiping out the normal shoplifting every hour.
The sum spared is an expansion to the all out income, and no benefit boosting firm would pay a compensation rate higher than the augmentations to the complete income.
Answer:
Empathy is important because it awakens our senses as designers.
Answer:
there can be no answer without a proper question
Answer:
The correct answer is<em> Many employers use Google or social media sites to screen job candidates because these tools are not effective</em>.
Explanation:
The technologies called 2.0 are being integrated in most Human Resources departments. Social networks are becoming the most effective channel, with greater projection and potential for the dissemination of job offers, and to locate talent. The selection is possible to make it every time in less time and with the minimum cost. The recruiter evolves from a passive position (publish an offer and wait for the person who meets the requirements to sign up and present his CV), to be an active element, find the ideal talent and seduce him for the company.
