Response the below:
Q1 Briefly describe a compensation plan that you are familiar with. It can be a current or previous plan you have encountered or a plan you have heard about through a peer. While thinking of the plan you are familiar with, also think about the federal laws that apply to compensation tactics.
Critique the process by evaluating the following:
• Do you feel compensation is the best motivator to increase employee job satisfaction? Why or why not? If not, what do you feel is the best motivator?
• What types of compensation could increase employee job satisfaction?
• What Federal laws do you think help shape discretionary benefit practices? Why are these laws important to have in place?
Q2 Briefly describe a time when you received a job description and felt that it didn't match your daily responsibilities. What part of the job description was the most inconsistent? Give specific example/s. What would you have suggested to your supervisor to resolve the issue? What can you take from this experience and apply towards your future career?
Q3 Staffing technology, software and websites have changed the face of staffing. These tools aid recruiters to manage openings and applications in an organized way. But it also leads to complaints by applicants that robots read their applications and resumes; it dehumanizes the staffing experience, making it mechanical and impersonal. Evaluate the pros and cons of applicant tracking systems, job boards, cloud recruiting systems, social media recruiting methods, etc. Then play devil's advocate as a job applicant to evaluate the complaints of applicants about modern staffing technology in a difficult job environment.
Q4 Reflect on a situation in which you had a conflict with someone because of your race, your age, your gender, your generation, your personal appearance, your religion, etc. What was the conflict? Was it resolved in a positive manner?
Realize that workplace conflict happens and resolution can happen at the person to person level or human resources may have to intervene professionally. How could or did human resources have help in this situation? What are the methods human resources could use to resolve interpersonal issues and avoid lawsuits?