Answer:
Yes.
Explanation:
<em>You are listening to gather intel on a particular individual or set of individuals.</em>
Answer: Brand manager
Explanation: It is most likely that Karen serves in the job of brand manager as she is directly responsible for all the elements of the marketing mix (package, brand name, pricing, promotion and placement) for one brand or one product line. A brand manager is defined as one who is responsible for ensuring that the products, services and product lines of a company or business adapts to its target market. They continuously monitor marketing trends while keeping watch on competitive products in the marketplace or industry.
Answer:
b. If the employer accepts Turner's counteroffer, Turner will recognize as gross income $55,000 per month [($480,000 + $180,000)/12].
Explanation:
Given that
Turner annual salary = $600,000
Counteroffer to received a monthly salary = $40,000 or $480,000 annually
And, $180,000 bonus in 5 years at the age of 65
So the benefit he will be getting would be after accepting the counter offer is
= ($480,000 + $180,000) ÷ 12 months
= $660,000 ÷ 12 months
= $55,000
Answer:Internal recruitment
Explanation:
Internal recruitment happens When the company as a vacancy and looks with in its existing employees to fill the the vacant position. Hiring within the company has many because the company is hiring some one who is already familiar with culture and ethos of the company, he or she is also familiar with the procedures and operations of the company that reduces induction time and possible training time.
The costs associated with internal recruitment are significantly lower than the costs of recruiting externally for example, recruiting externally the company has to do background checks on the new employees and sometimes pay the the recruiting agency for their services. It also takes a long time to find a suitable candidate when recruiting externally because the company receives many applications which may result in an increase in admin costs associated with recruiting externally.
One major draw back of this recruiting strategy is that it leaves gaps within company work structure or work force. When employees are frequently changing position within the organization it may cause disruption in the function of the company
