Author Question: Which of the following is an example of indirect financial compensation (employee benefits)? A) ... (Read 69 times)

CBme · **on:** Jul 7, 2018

Which of the following is an example of indirect financial compensation (employee benefits)?

A) sales commission
B) psychological welfare
C) paid vacation
D) hourly wage

Question 2

Describe two important global challenges that training and development professionals face.

What will be an ideal response?

makaylafy · **Reply #1 on:** Jul 7, 2018

Answer to Question 1

Answer: C

Answer to Question 2

Answer: It is important to recognize that broadening training practice to the world stage presents additional issues. For instance, some countries distinguish themselves from others through the widespread use of specific training models. For example, the apprenticeship training model is prevalent in some European countries such as Germany, and it is successful there for a number of reasons because of the collaborative efforts between schools and industry. According to Wilfried Porth who is in charge of HR and labor relations at Daimler, You need a school system which supports it. We have this tradition in Germany of being loyal to the company. We also have a technology focus here in Germany. For that, you need very skilled people. In addition, Professor Hagen Kramer of Karlsruhe University of Applied Sciences states The apprentices must be given structure training by their employer, alongside the general and vocational education they receive. It all ensures Germany has enough labour to do the jobs. Language and cultural differences play an important role in whether training initiatives are successful. For example, we have learned from our students that there isn't always a direct translation of concepts between the English and Chinese languages, which makes field specific training challenging. In terms of learning, some researchers maintain that the Chinese believe in constant change and the importance of the relationships between things whereas Westerners embrace a more deterministic world that is rule-based. For effective training, HR professionals must take the time to learn about the cultural differences and to consult experts who can help create training programs that will enable trainees to learn what the company requires them to learn.