Answer:
activity based costing
Explanation:
In activity based costing all the expense are provided as according to the activity status it is concerned to. Basically no expenses are charged simply, Rather they are charged based on the activity they are linked to.
Here also the employee expense are not normally charged to salary head, rather it is charged on some activity and as cost of completing such activity.
As the expense is specifically charged to a specific activity as a costing to it, it is following the activity based costing technique.
As a manager if you want to influence what employees do in situations that lack clear company rules or expectations, you should create a strong culture.
Creating a strong culture is very important in the workplace. It is important because it helps to influence the discretionary behaviors that employees have in the work place.
It helps them to know what they should do in given situations where the the rules and the expectations are not clear.
This is very important because an organization may not have policies or rules for every given situation in the work place. The culture of the organization would be very useful in this case.
Read more on company rules
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Answer:
N=5
, PV=-120
, PMT=4
, FV=145
Explanation:
In this question, we use the Rate formula which is shown in the spreadsheet.
The NPER represents the time period.
Given that,
Present value = $120
Assuming figure - Future value or Face value = $145
PMT = 4
NPER = 5
The formula is shown below:
= Rate(NPER;PMT;-PV;FV;type)
The present value come in negative
This is the answer and the same is not given in the options
Answer:
Separation and or termination in HR relates to the cessation of the relationship between employer and employee.
Separation and or termination of the contract may occur in the following ways:
1. Constructive Discharge
2. Firing
3. Layoff
4. Termination by Mutual Agreement
5. Termination with Prejudice
6. Termination without Prejudice
7. Involuntary Termination of employment contract
8. Voluntary Termination of employment contract
9. Wrongful Termination of employment contract
10. Cessation of Temporary Contracts
Explanation:
Regardless of the type of separation or termination which occurs, the business owner and the the HR manager must realize that the HR funnel must never run short of hands with which the organization will attain its goals/objectives.
Recognizing the times lines for contracts that are terminal in nature, anticipating and preparing for sudden separation and planning adequately for these occurrences using HR Planning enables the business to continue to thrive regardless of its rate of turnover.
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