This is an example of "proximal goal".
Proximal objectives are best characterized as here and now and are instrumental in accomplishing distal objectives in which are long haul. The proximal objectives are the giving wellsprings of extra data in regards to exhibitions that isn't uncovered with a distal objective. It is basic that proximal objectives are more sensible to achieve the fulfillment on account of the time hole in getting the objectives. For a complex task, it would not bode well to have distal objectives set up in light of the fact that it at that point would set aside a long span of opportunity to close outcomes in a snappy way.
Answer:
Equivalent units for direct materials 8,020
Explanation:
To calculate the problem, consider the following information.
Units completed during the year (8200-800) 7,400
+ Ending Work in Process (800*80%) 620
--------------------------------------------
Equivalent units for direct materials 8,020
From this description, Barkbuddy has decided its mission. Barkbuddy has decided their mission. A mission is what a company decides to focus on and their reason/purpose for existing. Barkbuddy hopes to link those who want to adopt with their forever furry friend to bring home. By setting a mission statement, Barkbuddy is more likely to stay focused on their goal and why they are in operation.
I will answer your question as much as i can since the multiple options are not clearly spelt out.
Answer:
Explanation:
HRIS, the acronym for Human Resource Information System, is a system that is used by human resources manager/department to gather, store, analyze information that concerns a firm's human resources which is important in the collection, storage, management, etc of data for human resource function.
Simply put, HRIS is a system that is used to collect, store and analyze human resources data for onward storage and management as it concerns a firm.
A firm's human resources includes databases, computer application, hardware and/or software, etc.
As a human resource manger, the job description of the position includes staffing(recruitment and employment), employee benefits and compensation management as well as defining job roles of job positions.
The above responsibilities of HRM usually is aimed at maximizing the productivity of a firm through its employees. This simply means HRM is there to motivate and get the best out of employees to ultimately improve the productivity of the firm.
Cheers.
Answer:
a. VRIN test, which asks if a resource is valuable, rare, inimitable, and non-substitutable.
Explanation:
Applying Barney's (1991) VRIN framework can determine if a resource is a source of competitive power. To serve as a basis for sustainable competitive advantage, resources must be:
valuable: meaning that they must be a source of greater value, in terms of relative costs and benefits, than similar resources in competing firms. When resources are able to bring value to the firm they can be a source of competitive power.
rare: rareness implies that the resource must be rare in the sense that it is scarce relative to demand for its use or what it produces. Resources have to deliver a unique strategy to provide a competitive advantage to the firm as compared to the competing firms. Consider the case where a resource is valuable but it exists in the competitor firms as well. Such a resource is not rare to provide competitive power.
inimitable: it is difficult to imitate. Resources can be sources of sustained competitive power if competing firms cannot obtain them. Consider the case where a resource is valuable and rare but the competing organizations can copy them easily. Such resources also cannot be sources of competitive power.
non-substitutable: other different types of resources cannot be functional substitutes. Resources should not be able to be replaced by any other strategically equivalent valuable resources. If two resources can be utilized separately to implement the same strategy then they are strategically equivalent. Such resources are substitutable and so are not sources of sustained competitive power.
The criteria of the VRIN Framework clearly rules out best practices as a source of competitive advantage. If other firms can easily understand and copy a capability, it is not a source of competitive power.
