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Question
In what way are compensation programs for salespeople different from compensation programs for other types of employees?A) Accurate market data on pay practices are easier to find for salespeople than for other types of employees.
B) The reward system for non-salespeople is more supervisory than it is for salespeople.
C) There is less performance variation between salespeople than between non-salespeople.
D) Perceptions of pay inequity are a lesser concern for salespeople than for non-salespeople.
Answer
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Related questions
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Additional Case 2.3
Resources International, Inc. (RII) is going through a major organizational change. Executives at the firm have decided to rethink the whole organization. They believe that employees will be most strongly motivated by experiencing meaningful work, taking responsibility for outcomes, and receiving regular feedback.
The HR team will analyze jobs as part of the change process, and HR must choose the best technique for the situation. HR needs to know what the incumbents do in their jobs. HR also needs behavioral descriptions from which to build new performance appraisal systems and training programs.
Finally, RII is looking at current staffing practices and trying to decide what type of workforce is best for the future. The business is highly technical and requires highly experienced employees, but product demand is volatile. Demand can double or be cut in half from one year to the next, depending on the economy and competitors' actions. Innovation is key in RII's product development. In order to manage all the HR information generated for and during the change, RII has initiated an HRIS system.
Refer to Additional Case 2.3. Managers at RII will most likely use the HRIS for which of the following activities?
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D) Matching employee skills to new positions that emerge within the company