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Create a motivational and labor-relations strategy
Imagine yourself as a small-business owner with 10 employees. Create a one (1) paragraph memo explaining the training, evaluation, compensation, and benefits policy of your company.
With the same business in mind, create a motivational and labor-relations strategy. Please be as creative as you like. Thank you so much for assisting me here!
HR function in recession-driven downsizing - How important of a role has the HR function played in recession-driven downsizing?
Identify and describe two challenges and their resolutions that are noted as critical leverage for achieving their strategic goals.
Explain management philosophy concerning communication, and organizational culture - Can you provide three references to support your position.
Human Resources Responsibilities: Pay and Benefits -Show the responsibility of Human Resources (HR) with regard to planning and administering pay and benefits. Also, analyze the impact of this function on the organization.
The American Professionals Union is attempting to unionize your 1,000 registered nurses - Unionism in Hospitals: Drafting a plan for or against nurses and unions
How is Human Resource management concepts and techniques of use to all managers - please Summarize the key concepts. Planning, organizing, staffing, leading, and controlling
Evaluate the various claims made by the union and counterclaims made by the company regarding the charges of unfair labor practices. Which of the arguments are most persuasive?
Examine the compensation methods and benefit programs and What is the impact and value of the existing methods and programs on employees and the organization
Describe specific benefit plan objectives - Explain the needs and the basics based upon the size of a given company and Benefits of communication plans and the benefits of such a plan
Show how you might incorporate the ideas you have generated regarding individual incentives.
What do you know by Mass Media
What are the advantages and disadvantages of the resource-based approach versus the goal approach for measuring organizational effectiveness
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