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Question:
Should any amounts of work time, however small, be deemed de minimis and effectively converted into free labor for employers if they can be documented or credibly be estimated? Why or why not? Should courts also consider the fact that any work time deemed de minimis will continue to accrue to the benefit of employers for years to come? Why or why not? Does the widespread use of computers in the workplace largely negate the argument that it would be administratively problematic to record most work time? Why or why not?
When assessing existing employees, how can you decide which people to promote and where to place them?
human resources career planyou are a human resources executive in a multinational technology firm with operations in
Will you train your employees online or face to face? How does this choice fit with your chosen business and chosen goal? What are two areas that training for new employees should cover? Why did you make these choices?
After you have received further information, how will you motivate your staff? Give specific details and applications of motivational theory as you address the issues of low morale and employees who are unhappy with their positions and/or are unha..
DETERMINE: In your opinion, what are the qualities of an ideal leader?
A recent audit has revealed that 95% of the residents at your nursing facility are female. Each female has expressed and sometimes demanded a female attendant,
From your studies in this unit and from your personal experiences, discuss some of the overlapping concepts and strategies associated with creative development
Given the highly dynamic nature of the business, what method would you recommend to forecast HR supply and demand? Provide a rationale for your selection
Suppose an organization decides to improve collaboration and knowledge sharing by developing an intranet to link its global workforce.
As we're beginning to see, Information Systems is made up of many different roles. What kinds of data are most useful and how is it gathered?
What is the next step in the organizational development process after the HR professional has gathered and analyzed the data?
How does job analysis help with HRM practices such as recruitment, selection, compensation, and performance appraisals? Use factual examples to support
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