If you are thinking of joining Purewage, here are some facts on this program: cost, guarantees, external succession and information. Read this article carefully to make sure you understand your options. In this article, we will examine each of these factors and how they affect your decision to join. Hopefully these facts will help you choose between the different. Purewating options available. May this program be good for you will depend on the details of your own financial situation.
Costs
The costs of inflation of pure wages can be influenced by changes in the salaried profile. Pure wage inflation is associated with high expectations against future wage increases. Recent developments in the economy, including monetary policy, may also have influenced the evolution of pure wage inflation. The use of these indicators could help decision -makers to assess the cyclic nature of the economy. You will find below some possible causes of low pure salary inflation.
Guarantees
In the context of pure wages, a worker obtains a certain utility from an upcoming monetary payment. As a result, it is opposed to risk. But this certainty is smaller than the payment of the expected money. To make the salary equivalent to certainty smaller, the worker must spend more than he receives in an optimal pure wages calendar. But this problem is resolved by implementing the calendar of pure wages. The next step is to understand what exactly makes an optimal pure salary calendar.
If the optimal salary title calendar is WHIN * P, wages and securities must be made public. However, wages are not necessary for motivation. If everyone was paid Wmin, the only difference would be titles and outings. So what is the optimal wage level calendar? It is P, W, and it is only determined for most employees. Thus, wages cannot be secret if they are homogeneous. The optimal wages calendar has fewer titles than Purewage wages.
To calculate the optimal wage title calendar, use the most coarse pure title partition P *. The first cell segment is the minimum wage, and the second segment pays as before. From there, the minimum wage is strictly increased in all cells. Then it extends to the upper cell of P *. Then, the optimal trigger salary is WHIN, plus a positive bonus B on all outings in the upper cell.
External succession
Succession plans, you can include an external candidate in the succession plan by selecting an ADD / external candidate in the candidates section. Select a flexible description field for the candidate. External candidates will be visible for users with a spectator role, but the owners cannot change their details. To delete an external candidate from a succession plan, you must modify the role of the owner of the succession plan or assign an administrator role to the external candidate.
The decision to hire an external candidate may not be as simple as it seems. Companies should first consider internal candidates, then examine the potential external candidate. The use of internal and external talents of succession planning will help minimize the risk of poor adjustment for work. The decision to hire external candidates should be based on organizational needs and the availability of internal and external talents. Considering the advantages and disadvantages of each option carefully, an organization can reduce the risk of an un -fulfilled management position.