Answer:
Explanation:
Using the EOQ Formula = EOQ
D = Demand = 773
O = Ordering Cost =28
H = holding Cost = 11*33% =3.63
So we have :
EOQ=
EOQ= 
EOQ=
EOQ= 
EOQ= 109.20196
Previous per unit order cost = 28/773 =0.03622
No of Orders = D/o
No of Orders = 773/109.20196 =7.0786
Cost per order =109.20196*0.03622 =3.9555
Total order cost= 7.0786*3.9555=27.9998
At EOQ holding Cost is equal to Order Cost
New Order cost =27.9998
Holding Cost = 27.9998
New cost As per EOQ = 56
Previous (33+28) = 61
Net Saving = 5
Answer:
The primary purpose of a company's audit committee is to provide oversight of the financial reporting process, the audit process, the company's system of internal controls and compliance with laws and regulations. ... As such, CPAs report directly to the audit committee, not management.
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Answer:
internal and external data
Explanation:
Big Data analysis can be regarded as one that contains massive amounts of data as well as complex analysis.
Internal data can be regarded as information that is been generated from within the business these could contains some areas like operations as well as maintenanc and personnel.
External data on other hands are attributed to the market, as well as from customers and from the firms competitors, it could be gotten from survey. All for increasing profitability.
Answer:Yes
Explanation:
Pooled data occur when there is a time series of different cross sections with each observations not necessarily from the same unit while Panel data is sample from the same units. The main difference between them is the "units". The units can be countries, households, schools or other things we are collating data on.
In pooled cross section, random samples from different time periods and from different units are taken e.g. we can take data on number of females and males in schools A, B and C in 2020 and schools X, Y and Z in 2023.
In pure panel data, we are using the same units e.g we can take data on genders in schools A, B and C in 2020 and collect data from the same schools in 2023. Therefore the main difference is just the units we observe.
Internal influences on HRM objectives
Corporate objectives
E.g. an objective of cost minimisation results in the need for redundancies, delayering or other restructuring
Operational strategies
E.g. introduction of new IT or other systems and processes may require new staff training, fewer staff
Marketing strategies
E.g. new product development and entry into a new market may require changes to organisational structure and recruitment of a new sales team
Financial strategies
E.g. a decision to reduce costs by outsourcing training would result in changes to training programmes
External influences on HRM objectives
Market changes
E.g. a loss of market share to a competitor may require a change in divisional management or job losses to improve competitiveness
Economic changes
E.g. changes in the level of unemployment and the labour market will affect the supply of available people and their pay rates
Technological changes
E.g. the rapid growth of social networking may require changes to the way the business communicates with employees and customers
E.g. the growing number of single-person households is increasing demand from employees for flexible working options
Political & legal changes
E.g. legislation on areas such as maximum working time and other employment rights impacts directly on workforce planning and remuneration
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