What must be in place in order to entice employees to agree to international assignments? O a. a compensation plan that is simple to administer O b. significantly higher wages for the same kind of work O c. a guarantee of promotion upon return from the assignment O d. taxation advantages for salaries earned in foreign countries
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- Pay-for-performance compensation models improve employee engagement and retention by clearly tying employee or company achievement of performance goals to tangible financial rewards. 1. What are the advantages and disadvantages if pay-for-performance compensation model will be adopted by the government? 2. Which government agency will benefit from this compensation model?There is a common concern today that executive compensation in the U.S. is: Multiple Choice O O Not adequately linked to strategic performance measures. Ineffective as a performance incentive. Not properly disclosed to the IRS. Too diverse among industries. Too low for the value added.Consider that you own a company and cannot pay the highest wages in the field. 1. What are the problems with not paying the highest wages?
- INTERNATIONAL DIVERSITY IN REWARD MANAGEMENT Despite globalization and the rise of multinational corporations, there remain distinct national variations in the way that pay is determined. In a number of industrialized countries there remains resistance to the primacy of market comparisons. Instead, pay scales and/or pay arrangements are agreed/determined at industry level, to a considerable extent removing pay as a factor in labor market competition. To this fundamental divide between national approaches can be added different attitudes towards incentive payments, employee attributes that should be rewarded and huge differences in taxation and social security regulation. The extent of the diversity is best illustrated with some examples. The US/UK approaches These approaches are characterized by a high degree of decentralization. Aside from setting a minimum wage and requiring that men and women are treated equally, the state by and large refrains from interfering in pay determination…Discussion: Congratulations! You have recently been promoted and are the company’s new Human Resources Manager! You have offices in several countries, so how would you evaluate different compensation packages for employees who are located throughout the world?HOME WORK CHAPTER 11- Total Rewards & Compensation 17. Discuss pay surveys. 18. Explain the following methods of establishing pay grades: a. job evaluation points b. market banding
- Consider the following statement: "Employers should expect that more benefits will become mandatory and that voluntary benefits will become more varied." post a position statement regarding if the Federal Government should move to make more benefits mandatory.If task is assigned to you to hire an individual for a specific position,what post would it be?how would you run the hiring process in this regard?Merit pay plans appear to be the most common form of compensation in the United States. Although widely used, these systems are not suitable for all kinds of jobs. Based on your knowledge of merit pay systems, identify one job for which merit pay may be appropriate. Explain in detail why you chose the job for appropriate merit pay and the job you chose as not appropriate.
- HOME WORK CHAPTER 11- Total Rewards & Compensation 9. Explain the benefit of a company communicating its pay philosophy to its employees.- How is this economic conditions impacting global human resource management? -How does economic conditions affect the training and development needs of today’s organizations? -What can be done to guard against any negative affect economic conditions can have on HR and its functions? . please help me answering in your wordsAssignment: 1. Give one example of a disadvantage if employees perceive that there is no fairness and equity in the pay structure of a company. Explain why you consider this as a disadvantage.