Step-by-Step Explanation Questionnaire: A questionnaire is a structured method where employees provide information by selecting from a list of predefined options. This method is efficient for gathering large amounts of data across multiple employees and job roles. Observation: Observation involves directly watching employees as they perform their duties to capture and record their actual behavior on the job. This method is useful for understanding real- time tasks and workflows. Work Diary: A work diary requires employees to record their activities, noting the time spent and frequency of each task. This method provides detailed insights into the distribution of work activities and how employees allocate their time. Interview: The interview method allows for direct interaction with employees, enabling the interviewer to ask follow-up questions and gather additional details. This method is ideal for gaining in-depth information and clarifying responses.

Matching Terms with Definitions: Risk Management → Identifying potential problems and putting procedures in place to reduce their impact. Risk management involves proactive identification and mitigation of risks to prevent disruptions in operations. Health → State of physical, social, and mental well-being. Health focuses on promoting the overall well-being of employees, not just the absence of illness. Safety → Protecting the physical well-being of employees in the workplace. Safety emphasizes minimizing hazards and preventing injuries at work. Security → Protecting the employees, assets, and facilities of an organization. Security focuses on safeguarding physical and information assets and ensuring workplace safety from external threats. Reference: ISO 31000, "Risk Management Guidelines" (2021). World Health Organization (WHO), "Workplace Health and Well-Being" (2023). Occupational Safety and Health Administration (OSHA), General Duty Clause (2022). Society for Human Resource Management (SHRM), "Guide to Workplace Security Practices" (2022). Chartered Institute of Personnel and Development (CIPD), "Workplace Health and Safety" (2022).

Matched Safety Issues to Prevention Strategies: Working with Chemicals → Protective Wear When working with hazardous chemicals, protective gear such as gloves, goggles, aprons, and respiratory masks are essential. These reduce exposure to harmful substances and ensure the safety of workers. Reference: OSHA's Hazard Communication Standard (29 CFR 1910.1200) specifies the requirement for personal protective equipment (PPE) when handling chemicals. Working at Heights → Railing for Fall Protection For workers operating at heights, fall protection systems such as railings, harnesses, or guardrails are crucial to prevent falls and ensure safety. Reference: OSHA's Fall Protection Standard (29 CFR 1926.501) mandates fall protection for workers at elevated workspaces. Wet Floor → Caution Signage Wet floors pose a slipping hazard. Placing visible caution signs informs employees of the danger and helps prevent slips, trips, and falls. Reference: OSHA General Duty Clause (Section 5(a)(1)) highlights the importance of hazard communication, including wet floor signage. Final Matching Summary: Working with Chemicals → Protective Wear Working at Heights → Railing for Fall Protection Wet Floor → Caution Signage Reference: Occupational Safety and Health Administration (OSHA), Hazard Communication Standard (29 CFR 1910.1200). OSHA, Fall Protection Standard (29 CFR 1926.501). OSHA, General Duty Clause (Section 5(a)(1)). International Labour Organization (ILO), "Safety and Health at Work" Guidelines (2022). National Institute for Occupational Safety and Health (NIOSH), Workplace Safety Recommendations (2021).

Step-by-Step Explanation Benefits: Documents related to benefits often include applications and forms for various employee perks, such as tuition reimbursement. The tuition reimbursement application is associated with the Benefits function as it falls under employee benefits management. Payroll: Payroll documentation includes information regarding deductions, taxes, and other financial records. Court-ordered deductions (such as garnishments) are processed through payroll, making it a key document in this area. Employment: Employment-related documents verify an employee’s qualifications and credentials. Education verification is a standard document used in the hiring process to confirm an applicant’s educational background. Training and Development: This HR function involves tracking and managing employee skills, training programs, and development plans. A skills inventory form is used to document the skills of employees, making it relevant to training and development. Performance Appraisals: Performance appraisals involve assessing and documenting an employee’s work performance. An employee progress report is part of this function, as it provides feedback on performance and areas for improvement.

 Short-term Incentive → Pay for quarterly achievements These rewards are tied to short-term goals and frequent performance evaluations.  Long-term Incentive → Encourage sense of ownership Long-term incentives like profit-sharing or equity grants create a connection to the organization's success over time.  Short-term Incentive → Pay for complexity of work These are immediate rewards based on task difficulty.  Long-term Incentive → Provide stock options with a vesting schedule Vesting schedules reward employees for staying with the company long-term while aligning with corporate success. Reference: Society for Human Resource Management (SHRM), "Incentive Compensation: Short-term vs Long- term" (2022). WorldatWork, "Equity Compensation and Long-term Incentives" (2021). Chartered Institute of Personnel and Development (CIPD), "Performance-based Compensation" (2023). SHRM, "Guide to Stock Option Plans" (2022). International Labour Organization (ILO), "Compensation Structures and Strategies" (2022).

Step-by-Step Explanation Focus Group Discussion: This tool involves gathering a small group of employees to discuss specific topics in depth. It helps HR understand employee perspectives on certain issues or areas of satisfaction and dissatisfaction at work. Engagement Survey: Engagement surveys are used to gauge overall employee sentiment regarding various aspects of their job, including pay, responsibilities, and work environment. This tool helps organizations measure the level of employee engagement and areas for improvement. Stay Interviews: Stay interviews focus on understanding why employees choose to remain with the organization and what factors motivate them to continue. These interviews provide insights into retention drivers and potential areas for organizational improvement to retain talent.

Matched Recruitment Method to the Talent Type: Internal Search → Organizational Knowledge and Experience Internal searches involve identifying talent within the existing workforce. Employees already familiar with the organization's culture, policies, and operations are best suited for roles requiring organizational knowledge and experience. Internal promotions or lateral movements also enhance employee retention and morale. Reference: SHRM's "Talent Acquisition and Employee Retention" 2022 edition highlights the advantage of leveraging internal knowledge through internal recruitment. Search Firm → Senior Executive and Managerial Skills Executive search firms specialize in identifying high-level talent, particularly for senior managerial or C-suite roles. These roles require specialized skills, industry knowledge, and leadership expertise, making search firms essential for sourcing such candidates. Reference: "Global Talent Acquisition Practices," CIPD (2023), underscores the role of search firms in filling strategic and high-impact roles. Professional Associations → Specific Expertise and Job Demands Professional associations are ideal for sourcing candidates with niche or highly specialized skills. They often provide access to job boards and networking events that connect employers with professionals who meet specific technical demands. Reference: "Best Practices in Recruiting via Professional Associations," Harvard Business Review, 2021, outlines the effectiveness of professional associations in hiring for specific expertise. Employee Referrals → Qualifications and Culture Match Employee referrals often result in candidates who align well with the company's culture, as existing employees are likely to recommend individuals they trust and deem a good fit. This method is also cost-effective and results in high-quality hires. Reference: SHRM's "Employee Referral Programs" (2022) notes that referrals lead to better cultural integration and retention. Final Matching Summary: Internal Search → Organizational Knowledge and Experience Search Firm → Senior Executive and Managerial Skills Professional Associations → Specific Expertise and Job Demands Employee Referrals → Qualifications and Culture Match Reference: Society for Human Resource Management (SHRM), "Talent Acquisition and Employee Retention" (2022). Chartered Institute of Personnel and Development (CIPD), "Global Talent Acquisition Practices" (2023). Harvard Business Review, "Best Practices in Recruiting via Professional Associations" (2021). SHRM, "Employee Referral Programs" (2022). WorldatWork Handbook of Compensation, Benefits & Total Rewards, Chapter 8: "Recruitment Strategies" (2020).

Formula to Calculate Annual Turnover Rate: TurnoverRate=(NumberofEmployeesWhoLeftAverageNumberofEmployees)×100\text{Turnover Rate} = \left( \frac{\text{Number of Employees Who Left}}{\text{Average Number of Employees}} \right) \times 100TurnoverRate=(AverageNumberofEmployeesNumberofEmployeesWhoLeft)×100 Applying the Values: Number of employees who left: 8 Average number of employees: 50 TurnoverRate=(850)×100=16%\text{Turnover Rate} = \left( \frac{8}{50} \right) \times 100 = 16\%TurnoverRate=(508)×100=16% Final Answer: 16% International HR Reference: SHRM Turnover Metrics Guidelines: Provides standardized formulas for turnover calculations. ==================

The profit per employee is calculated as: Profitperemployee=GrossprofitNumberofemployees\text{Profit per employee} = \frac{\text{Gross profit}}{\text{Number of employees}}Profitperemployee=NumberofemployeesGrossprofit Given: Gross profit = $100,000 Number of employees = 100 Profitperemployee=100,000100=1,000\text{Profit per employee} = \frac{100,000}{100} = 1,000Profitperemployee=100100,000=1,000

The comp-ratio is calculated using the formula: Comp-ratio=Employee’spayMidpointofthesalaryrange\text{Comp-ratio} = \frac{\text{Employee’s pay}}{\text{Midpoint of the salary range}}Comp-ratio=MidpointofthesalaryrangeEmployee’spay Given: Employee’s pay = $10/hour Salary range midpoint = 8+122=10\frac{8 + 12}{2} = 1028+12=10 Comp-ratio=1010=1.25\text{Comp-ratio} = \frac{10}{10} = 1.25Comp-ratio=1010=1.25