Detailed Job Description Job title: (insert job title) Reporting to: (insert supervisor’s title) Salary: (insert salary per hour, per annum or total package including base salary, superannuation, commissions or benefits) Hours: (insert average number of hours per week or type of employment such as casual, full-time) Location: (insert the location of the position and any travel required) Purpose of the position (Insert a short paragraph which describes the overall purpose of this position and
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about happiness. The article talked about how people who earn less than 70,000 view extra money as a big deal. The article and his friends helped him make the decision to give all of his employees a raise to 70,000. He did not give the increase in salary all at once. He did the increase over three years. There were people who thought what Price was doing was just a publicity stunt and that he was not going to follow through. He publicly announced what he was going to do so he had an ethical obligation
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45 Vedanta Resources plc Annual report 2009 Remuneration Report Introduction This Remuneration Report sets out the policies and practices adopted by the Company in respect of members of the Board and provides details of their remuneration and share interests for the year ended 31 March 2009. The Remuneration Report has been prepared in accordance with the Directors’ Remuneration Report Regulations 2002 (the ‘Regulations’) (Schedule 7A, Companies Act 1985). Part II of the report sets out the information
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2010). In Hong Kong, base salary, merit pay, year-end bonus, annual leave, mortgage loan, and profit sharing are the most important factors to retain and motivate employees. In China, base salary, merit pay, year-end bonus, housing provision, cash allowance, overtime allowance, and individual bonus were the most important factors to retain and motivate employees. (Chiu, 2002; Luk, 2002; Tang, 2002) whereas among extrinsic factors employees indicated instruments i.e. basic salary (different for each scale)
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national group of top and middle level managers. There are three components determine the level of compensation, such as pay mix, or the extent of variable pay, in terms of the relative amounts of short-term bonuses, long-term incentives, and base salary in an individual’s pay. Determinants of Compensation: Employee and Job Characteristics: Consistent with Human capital theory, there is empirical evidence that the number of years of education and labor market experience have explained much of
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Cynthia, the human resources manager, was very happy with the work that Karen did and asked her to work on some additional projects. Before everyone knew it, Karen had been working at the utility for five years. Karen has been paid a monthly base salary of $10,000 per month. Karen has received a 1099 for her wages over the past five years, but has not received a W-2. Karen was not offered any benefits, but when she was hired, she did not need them, as she was happily married. However, Karen's husband
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taxpayers for accuracy and financial honesty. Bookkeeping Clerks: Bookkeepers are the foundation of the accounting position. Their main responsibility is to keep financial records updated legitimately. However, they are also known to keep track of salaries, payrolls, and many others in organized ledgers. They work 40 hours a
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| Course | Cmpnstn Mgmt | Test | Quiz 5 | Started | 11/16/14 1:52 PM | Submitted | 11/16/14 3:52 PM | Status | Completed | Attempt Score | 63 out of 90 points | Time Elapsed | 2 hours, 0 minute out of 2 hours. | Instructions | This quiz consist of 30 multiple choice questions. The first 15 questions cover the material in Chapter 6. The second 15 questions cover the material in Chapter 7. Be sure you are in the correct Chapter when you take the quiz. | * Question 1
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methods are available to calculate direct labor costs given the information in the case. The direct labor employed in the three work cells worked a total of 27,000 hours last year, produced 288,329 pistons, and received $472,500 in direct salary. $472,500 direct salary x 1.40
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COMPENSATION & BENEFITS Study Case Egon Zehnder International 1. What is the core business of Egon Zehnder ? The company was incorporated in 1976 and is based in New York, New York. Egon Zehnder International (named EZI below), Inc. is a subsidiary of Egon Zehnder International (Schweiz) AG. Egon Zehnder operates through some 390 consultants across more than 60 offices in nearly 40 countries. Regarding its revenues ($218 million), even if Egon Zehnder is only the fourth
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