Explanation:
Vacation pay regulations that apply to employees must be established by each organization.
Explanation:
The idea of evidence-based decision-making (EBDM) is based purely on research and data, therefore opinions, even those of subject matter experts (SME), are typically not taken into account when making managerial decisions.
Explanation:
Line of sight is the understanding that employees have of how their performance at work influences their pay. Employees with more seniority receive higher salaries under an entitlement mentality. A comprehensive rewards plan evaluates a company's options for attracting and keeping particular personnel. Line of sight and the entitlement mindset are under the larger topic of organizational culture, which is the general "culture" of a company and its management-employee relationship.
Explanation:
The Worker Adjustment and Retraining Notification Act, or WARN Act, was created with the goal of establishing some rights for fired employees.
Explanation:
Steve is relying on the bias of his gut instinct by letting his intuition direct his preferences.
Explanation:
A form of bias known as "cultural noise" occurs when a candidate starts out by giving the interviewer's preferences his full attention. For a position that needs a lot of travel, a candidate might try to improve his chances by saying that he likes to travel, even if he has never traveled for work before (or maybe he doesn't actually like to travel but wants the job). The halo effect happens when a candidate is defined during an interview by a single positive trait. The horn effect is the exact reverse of this; it happens when the interviewer rates the candidate by emphasizing one bad feature over all other positive ones. When an interviewer cannot decide on a favored candidate and must average the results, the central tendency takes place.
Explanation:
In a job-sharing arrangement, two part-time workers are hired to fill the hours of one full-time position. Depending on the demands of the people involved, job sharing can have a variety of structural flexibility options, such as morning and afternoon shifts, three-day/two-day shifts, or alternating schedules. Job rotation can be used as a staffing alternative to help bridge a temporary skill gap until a new employee can be hired to fill the role. It can also be used as an employee experience enhancement to help cross-train personnel in different areas or functions. Independent contractors don't work as W2 workers, but they can be employed as a staffing substitute when highly specialized work is needed that is outside the skill set of the existing workforce. Temp-to-hire programs use temporary workers when a role is needed for a brief period of time; nevertheless, full- or permanent positions may become available after that time.
