Answer:
Identifying and typing resource
Explanation:
Measurable defined or stated as the capabilities as well as the levels of the performance, resources are identified or recognized and the basis for every category.
The resources comprise of the following kinds or types, which are equipment, aircraft, teams, vehicles and supplies.
Resources are the categories of the typing through the capability, the mobilized the incident management and the response.
Therefore, the identifying and the typing resource is the resource management activity.
Answer:
50,000 units are required to break even
Explanation:
Eclypso Company
Product X Product Y
Unit selling price $10.00 $10.00
Less
Unit variable costs:
Manufacturing $ 6.00 $ 7.00
Selling 1.00 1.00
Total variable costs $ 7.00 $ 8.00
Contribution Margin per unit 3 2
Monthly fixed costs are as follows:
Manufacturing $ 90,000
Selling and administrative 50,000
Total fixed costs $140,000
Weighted Contribution Margin per unit = ($3 * 80% + $ 2 * 20%)= 2.4+ 0.4=
$ 2.8
Combined Break Even Volume = Fixed Costs/ Weighted Contribution Margin Per unit
Combined Break Even Volume = $ 140,000/ 2.8=50,000
Birthrate is the number of births while deaerate is the number of deaths
Industry-wide connections. Specialist job recruiters virtually know all business leaders in their industry who are relevant to talent recruitment. In particular, sales recruiters know which specific enterprises (and their associated decision-makers) have an urgent need for fresh sales talent. They also know which sales leader or which sales organization have ample leg room (wait, a new series B funding?) to hire exceptional sellers even when the actual need in terms of headcount has yet to materialize. They are even aware of open jobs that stay under the radar. These HR veterans know exactly who to call up and how to engage these people with the aim of creating recruitment opportunities and completing a hiring cycle.
Domain knowledge. Tech recruiters know the fundamental aspects regarding the human component of technology development just as sales recruiters know which skills are in high demand among sales teams; and how people can proactively fit into the selling process. They know account-based, social, solution-based, and other methods of selling; and which type of selling credentials or experience matches each framework. Specialist job recruiters under retainer arrangement with top brands know the corporate culture and preferred worker personas of the companies they serve. This insider knowledge enables sales recruiters to orchestrate the best and longest lasting people-job matches in the industry.
Time-saving. Because sales recruiters operate with surgical precision, both employers and job seekers who use their services save considerable amount of time compared to casting very wide nets using traditional ways of job search. Sales recruiters unburden employers from the task of creating a shortlist of good candidates. They also help job seekers avoid doing multiple interviews for each company they apply to by simulating the filtering effect of the interview process for them.
Trust. Top sales recruiters know the terrain and the dynamics of what they are doing such that they consistently deliver acceptable outcomes. This reliability builds trust, especially among hiring managers who are often beset with hundreds of diverse resumes that require long, tedious hours of diligent review just to sift a few good candidates from hordes of unqualified applicants. Job seekers handled by leading sales recruiters get extra mileage on their application, as a result of employer trust.
Passion/driven to perform. Aside from being experts, specialist job recruiters are passionate about their role and are driven to perform because outcomes dictate their profitability. Like sales professionals, for example, sales recruiters need to “close winning deals” between a company and a sales applicant. The more such deals they close, the better their revenue and reputation get. That means you can expect job recruiters to share the responsibility of job-hunting for you.
Cost-effective (for job seekers). Some sales recruiters do not charge fees from job seekers up front. That means sales professionals can seek help from multiple job recruiters without paying anything until they successfully land a job. However, payback happens upon any successful onboarding. Some recruiters — especially those focusing on the C-suite — which provide premium services do require payment at the onset. Nearly all job recruiters charge participating employers for their specialist services, either via a retainer, contingency, or other types of arrangement.
Good hand in the negotiation table. Job recruiters have excellent negotiation skills, developed from years of balancing employer, job seeker, and sales recruiter priorities (they make money by playing off the relative values being exchanged by jobseekers and employers). These negotiation skills sometimes result to better compensation packages for jobs seekers but not always.
Game-changing career advice. Some specialist job recruiters provide crucial career advice for free. Because they need to close acceptable deals with employers, they need to prime all talents under their care for every hiring challenge ahead. As domain experts, they know which skills, certifications, or credentials a job seeker needs to successfully land a particular sales role. They even advise applicants on how they should behave and answer questions during interviews.
Option D, Both A & C
Explanation:
A company invested $400,000 in a technology that reduced the overall costs of production by reducing their cost per unit from $2 to $1.85 . Later, a manager has an opportunity to outsource production to another company at a cost per unit of $1.75 . If you are the manager, you should consider the $400,000 as a sunk cost, not relevant to the decision and should ignore the $400,000 fixed cost.
Sunk cost is the cost which is already incurred in past and does not have any significance in decision making.
A sunk cost is already incurred in the fields of economy and business decision-making and can not be recovered. Sunk costs are contrasted with future costs, which can be avoided if measures are taken.
