The U. S. government ordering discontinuation of the process of freely sharing wage and salary information among organizations because:
The principal statutory benefits that must be provided to workers in all U. S. states and territories are:
An investigation by the U. S. Department of Labor (DOL) of the organization’s compliance with the federal wage-and-hour laws:
A department manager has no responsibility for apparent compensation inequities other than reporting them to human resources.
A departmental new-employee orientation program:
It is marginally easier to measure the cost-versus-benefits results of education than it is to measure cost savings in most other areas of organizational activity.
An effective mentoring relationship between a new employee and an experienced employee:
When the organization’s finances are limited, education and training expenses are often cut from the budget because:
Performance of a thorough analysis is ordinarily the most effective preparation for developing a comprehensive job description.
Nonexempt positions are usually covered by job descriptions, but it is neither necessary nor appropriate to write job descriptions for exempt position.
It is not necessary for a job description to capture every last detailed task that may be encountered in the performance of the job.
One of the greatest shortcomings of job (or position) descriptions is that they are not ordinarily written for specific individual workers.
Systems of performance appraisal that relied largely or completely on the assessment of personality characteristics:
A particular strength of the team appraisal process lies in the implicit assumption that all team members perform at an equivalent level.
A significant feature of management by objectives (MBO) is:
Completed performance appraisals can at times be considered legal documentation that the organization could be penalized for discarding.
Which of the following is not a reason why organizations do not adopt succession planning?
A key difference between succession and career planning is the focus.
Succession planning should begin to identify a successor shortly before the potential successor is set to take over to allow opportunities for significant developmental assignments.Feedback loops in succession planning are optional.