A global manufacturing organization is dealing with a high level of attrition among machine operators as well as difficulty recruiting machine operators at a recently acquired factory. The HR director is attempting to address the issue. During exit interviews, multiple employees mention they are leaving to take higher-paying jobs at other companies in the area. The HR director of the factory in that country believes that the company needs to raise the salaries of the machine operators to address this. The HR director contacts the chief human resource officer (CHRO) to discuss the need for a salary adjustment. The CHRO is located in another country and has never been to the country where the factory is located. The CHRO reviews the most recent salary study for the region and indicates that the salaries the company is paying are competitive with other companies in the region. The CHRO also says that due to recent increases in operating expenses and declines in revenue, it would be financially irresponsible to provide raises.
If the HR director does secure a salary raise for the machine operators, how should the HR director assess whether it is effective in dealing with the machine operator recruitment and retention problem?
Due to a global health crisis a manufacturing company halts operations for an indefinite time period. The HR manager reviews the company's crisis response plan but does not find information about paying employees. Which element was most likely skipped during the crisis planning stage?
Which compensation program is offered to encourage recipients to create long-term shareholder value?
A manager accepts a position relocation to a foreign country. Which service should the company provide upon arrival to help the employee in the new environment?
TESTED 21 Nov 2024
