Do not copy paste from google or internet. i want this with 0% plagirisim. and i will checked and if i get this with plagirism then I don'tt rating you. because i m paid to chegg and chegg paid you. be carefull and solve this fast. i want this soon ( Subject: Performance and Compensation)

1A- One of your employees was performing highly at the beginning of the year (pre COVID pandemic). However, the transition to working from home due to COVID-19 pandemic has been difficult and long, for a myriad of potential reasons (some that you may not even be aware of) his performance was not up to the mark and his work was effecting the company Now being the Head of Department, answer all questions:

1- What will be your reaction to situation? Will you discuss the matter with your employee?

2-will you try to motivate the employee? If yes, How will you motivate?

3-Which performance will you consider, The performance of an employee throughout the year or the recent performance since the start of COVID -19 pandemic.

1B- Burger Day operated a rank and yank system, where by employees were appraised and rated once a year. After-wards, the bot-tom 10% were fired. Not exactly a recipe for employee engagement! Such an environment is a breeding ground for unhealthy competition, reduced team-work and employee burnout. Now In 2021, under CEO, senior management of Burger day announced they want to replace this approach with new performance tool. As you are the manager, suggest how employees should be rated and how to enhance the employee engagement which enables employees to capture progress against their goals.

1C- Balanced scorecard is a MYTH OR REALITY? Discuss with examples.

2-A- Wonder Company had no compensation structure in place. The company was in an acquisition mode and had no process in place for assimilating the acquisitions into its structure. There were no plan documents in place outlining terms and conditions for pay administration. There had been no comprehensive compensation analysis done in over three (3) years.

Understand the companys current compensation structure and design future compensation Structure.

Develop an approach for their new compensation structure.

Create operating guidelines for compensation administration and processes.

Design reward structure. Explain five ways in which the HR can utilize information obtained from job evaluation to achieve compensation objectives.

2-B- In Adobe company, Ms. Tia was transferred from another function into an important HR role. It was not long before complaints were coming in, which set the stage for an unpleasant mid-year performance review. What is your future plan? asked her boss, trying to build some perspective on the situation rather than jumping into a series of criticisms. The employee had no answers. Tell me what you would like to achieve in this job? her boss persisted. After avoiding a direct answer she eventually blurted out, Why are you asking me this? I love this job. Then she burst into tears. Her boss knew there was a problem but could not put his finger on why she was doing so poorly. Neither did he have the time to devote to a lot of coaching. He knew she was motivated and had a good track record in her previous job. Despite the complaints from her internal clients he wanted to give her a chance. Now suggest the boss that what chance should be given to Ms. Tia to improve her performance and mention the key point of performance management that was happening in the company