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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?
Question 5:
(a) List down the components of the Performance Management Cycle and comment on each one of them.
(b) What are the key principles in the design of performance appraisals schemes?
Question 1 SAS, which defines for Statistical Analysis Software, writes software that makes it possible to gather and understand data, producing products that set the industry
Question 1: (a) Define the term ‘reward strategy' and describe the main phases of the formulation process of a reward strategy. (b) Describe the ‘equity theory' motivation
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Aims of Filing System A filing system aims to keep information in its proper place so that it can be' easily retrieved when needed. king this in mind, it might be useful to out
"EFFECTIVE HUMAN RESOURCES MANAGEMENT DEPENDS UPON SOUND REWARD SYSTEM" COMMENT
Q. Cost accounting method of appraisal? Cost accounting method evaluates performance from the monetary returns the employee yields to his / her organization. A relationship is
Human Resource Development (HRD) is another important tool used by SHRM to develop individuals who are capable of filling key positions in the future. Also, HRD is contributing in
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Use of the performance appraisals: 1. Performance improvement: Performance feedback allows the employee, manager, and personnel specialists to intervene with appropriate action
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