2 it is easier to administer benefits than it is to

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2 It is easier to administer benefits than it is to administer salaries. 3 Benefits help to retain employees. 4 Benefits remain constant, while salaries have to be increased every year. 5 Employers can pay smaller salaries. 5 Marius works for a company that produces small electronic components. He and his team receive a bonus if they can produce more components with fewer mistakes, but using the same number of parts (in other words there is less waste). This is an example of a _____________________ incentive plan. 1 once-off team bonus based on team performance 2 gain-sharing plan 3 profit-sharing plan 4 merit plan 5 employee stock ownership plan 6 Annemarie receives the following benefits. Which of these are cash benefits? (a) car allowance (b) travel abroad (c) housing loan (d) pension (e) group life insurance The correct alternative is 1 a 2 b 3 a and b 4 b and c 5 c, d and e 7 In South Africa, organisations are legally required to provide the following benefits: (a) medical aid, pension fund and housing subsidy (b) vacation leave, sick leave and maternity leave (c) unemployment insurance and compensation for occupational injuries and diseases (d) medical aid, pension fund and vacation leave (e) maternity leave, medical aid and pension fund 1 a and d 2 b and c 3 a and c 4 b and d 5 a and b
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14 8 Mineworkers and domestic servants both do unskilled work, but mineworkers generally get higher salaries than domestic servants, because of the dangerous work they do. This is an example of 1 efficiency wage labour demand theory 2 labour demand exceeding labour supply 3 union interference in the determination of wages 4 compensating differentials labour demand theory 5 labour supply exceeding labour demand 9 Vusi must evaluate the jobs of a group of design engineers in a company that is responsible for the design and manufacturing of components for the telecommunications market. Vusi should use the following approach to job evaluation: 1 skills-based 2 job analysis 3 job evaluation 4 competency based 5 performance appraisal 10 The final result of job analysis and job evaluation is: 1 a salary structure 2 a job description 3 a job specification 4 a job incentive system 5 a job assessment value Total [10]
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15 MNH306-K/101 ASSIGNMENT 03 This assignment must NOT be sent to the University. Read the following case study and then answer the questions. COMPENSATION DECISIONS AT XYZ POWER UTILITY XYZ Power Utility faced one of the biggest changes in its history when government announced that it intended deregulating electric utilities in South Africa. The major challenge this announcement posed was increased competition. Unfortunately, the company’s compensation programme was appropriate for a monopoly, but not for operating in a competitive environment. Dennis Spry, the compensation manager explained: "Well, all our programmes were designed for the old kind of company — our employee benefits and all our HR programmes.
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