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Question 1:
(a) What is a reward policy? (b) What are the main components of a reward policy?
Question 2:
"The concept of the psychological contract is an important one to anybody involved with reward management because it is concerned with defining and meeting expectations concerning pay, performance and the development and application of competence and skills"
Critically examine this statement taking into account the changing nature of the psychological contract and its implications for reward management.
Question 3:
(a) What is the difference between job evaluation and job description? (b) Describe any three methods used to evaluate jobs.
Question 4:
"A performance development plan can be used to further the mission of an organization and enhance the overall quality of the workforce"?
How far do you agree with this statement?
steps to be followed
Question 1 : Bob is the newly elected chair person of TMSU (Telemarketing Sales Union). He has been refused voluntary recognition for Negotiating Status for TMSU from Dillon Co.
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Establishing standards of performance: Appraisal system require performance standards which serve as bench marks against which performance is measured. The standard set for pe
Question 1: a) Define and explain the term "Job" b) Explain the components of a job description. c) What are the advantages that an organisation derives by carrying
Under reciprocal interdependence, person A's output becomes person B's input and vice versa. It is the highest form of interdependence. Every member is dependent on others at all l
impact of employee reward, performance, training, recruitmen
What is the right time to do HR audit? Is it necessary to do the HR audit once in a year or twice? Who will be there in the committee to do the audit work? Any specific guideline
Instructions for use of Apparatus : One or more box /files or lever-arch files are suitable for these. If you have more than one set of instructions for a particular piece of appa
Q. How to Measure actual performance? Measuring actual performance: after the performance standards are set and expected the next step to measure the actual performance. This r
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