Wired Software Inc. has recently implemented a human resource (HR) system that assists with the recruitment and selection process, as well as administering a pension and benefits program. Included with these programs are training and development programs as well as yearly performance evaluations for both managers and agents who are jointly responsible for bringing in new accounts and maintaining existing ones. While these performance evaluations are done each year, managers and agents do not receive feedback unless they are unhappy with their salary increases or bonuses. However, HR is now pushing the need for ongoing feedback as it is a key component of its compensation process. If Wired Software Inc. were to provide ongoing performance feedback to its employees, this would be a key step in which of the following? Select one O a strategic and managerial process b. compensation rating process C. performance management process d. promotion process Micro Marketing Inc. is a small marketing firm that works with start-up companies across Canada and a few larger companies in the United States. Micro Marketing currently has 20 employees who are paid hourly rates for time worked, not projects completed. These workers consider themselves valuable, knowledge- based workers, and now that the company is expanding its client base they are not happy with the current pay structure. Management claims that this pay structure, ranging from $20 to $65 per hour, is based on collapsing the pay ranges for four job bands. Which of the following is NOT a benefit of a competency- based pay system? Select one: a improved staffing flexibility to meet production or service demands b. decreased compensation costs C. greater productivity O d. reduced effects of absenteeism and turnover Quickstop is a small firm that manufactures vehicle brake pads in Alberta. They started operations back in 2009 with just 10 employees, two machines, and a small warehouse that served as an office and production and storage facilities. Today, Quickstop has roughly 50 employees and supplies its brakes to auto repair shops in Alberta When employees join they are paid based on their relationship with the owners. Given the rapid growth in its staff complement and the arbitrary way in which it normally compensates employees, payroll has proven to be quite a challenge for the company as management looks to expand into other provinces. Which of the following is a useful and cost-effective way for Quickstop to find information on wage and salary trends in similar industries? Select one a use surveys done by provincial governments and boards of trade D. purchase surveys done with global organizations C. set wages based on ability to pay only d. develop in-house surveys Micro Marketing Inc. is a small marketing firm that works with start-up companies across Canada and a few larger companies in the United States. Micro Marketing currently has 20 employees who are paid hourly rates for time worked, not projects completed. These workers consider themselves valuable, knowledge- based workers, and now that the company is expanding its client base they are not happy with the current pay structure. Management claims that this pay structure, ranging from $20 to $65 per hour, is based on collapsing the pay ranges for four job bands. Given that these employees are skilled-based knowledge workers, which of the following is a more effective way to compensate them? Select one a. salaried employee system b. competency-based pay system c hourly rate based on task completed d. piece rate pay system