Answer:
U.S. Builders
The problem with the discipline process that U.S. Builders has is:
Implementing the resolution of the disciplinary process.
Explanation:
The correct disciplinary process should follow the following steps:
1. Obtaining an initial understanding of the issue.
2. Carrying out a thorough investigation to establish the facts.
3. Inviting the affected employee to a disciplinary meeting.
4. Conducting the disciplinary meeting.
5. Deciding on the disciplinary action to take.
6. Confirming and conveying the outcome in writing.
7. Giving the employee the right to appeal.
Implementing the resolution.
Customer lifetime value basically describes the net present value of the stream of future profits expected over the customer's lifetime purchases.
<h3>
What is Customer lifetime value?</h3>
Customer lifetime value can likewise be characterized as the financial value of a customer relationship, in light of the current value of the extended future incomes from the customer relationship.
The motivation behind the customer lifetime value metric is to evaluate the monetary value of every customer. Wear Peppers and Martha Rogers are cited as saying, "a few customers are more equivalent than others."
Customer lifetime value varies from customer benefit or CP (the contrast between the incomes and the expenses related with the customer relationship during a predetermined period) in that CP estimates the past.
Therefore it is the Customer lifetime value which denotes the net value for future profits.
Learn more about Customer lifetime values here:
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To figure this out, we need to write down some rules/formulas.
Max works 40 hours per week. There are 52 weeks within a year. He made $25,480 last year, and now we're looking for how much he made per hour.
Since we have 52 weeks in a year, divide 25,480 by 52 to get how much he made per week. Once we do that, divide that quotient by 40 to get how much he made per hour.
25,480/52 = 490.
He made $490 per week, but now we must divide by 40 to get how much he made per hour, since we have 40 hours.
490/40 = 12.25
Max made $12.25 per hour.
I hope this helps!
Answer:
Human resource management (HRM or HR) is the strategic approach to the effective management of people in a company or organization such that they help their business gain a competitive advantage. It is designed to maximize employee performance in service of an employer's strategic objectives. Human resource management is primarily concerned with the management of people within organizations, focusing on policies and systems. HR departments are responsible for overseeing employee-benefits design, employee recruitment, training and development, performance appraisal, and reward management, such as managing pay and Employee benefits benefit systems. HR also concerns itself with organizational change and industrial relations, or the balancing of organizational practices with requirements arising from collective bargaining and
Explanation:
The Oppoturnity to employ Workers and to make sure their comfortable
Answer:
Variable overhead efficiency variance $ 8,018
<u> </u>Unfavorable
Explanation:
<em>Variable overhead efficiency variance: Variable overhead efficiency variance aims to determine whether or not their exist savings or extra cost incurred on variable overhead as a result of workers being faster or slower that expected. </em>
Since the variable overhead is charged using labour hours, any amount by which the actual labour hours differ from the standard allowable hours would result in a variance
Hours
2,700 units should have taken (2,700 × 3.20) 8640
but did take (actual hours) <u> 9,400</u>
Efficiency variance in hours 760 unfavorable
standard variable overhead cost per hour <u>$10.55</u>
Variable overhead efficiency variance $<u> 8,018 </u>Unfavorable
Variable overhead efficiency variance $ 8,018
<u> </u>Unfavorable