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Primaq plan to hire 3 country managers to oversee operations in Nigeria, India and Europe. They plan to hire people 'at the cheaper end of the scale since the company's strategy is all about saving money. How can Primaq attract talent if basic pay has to be kept low? A. Learning and development opportunities B. Security at work and statutory holiday entitlement C. Health and safety at work D. Free lunches D A B

Question

Primaq plan to hire 3 country managers to oversee
operations in Nigeria, India and Europe. They plan to hire
people 'at the cheaper end of the scale since the company's
strategy is all about saving money. How can Primaq attract
talent if basic pay has to be kept low?
A. Learning and development opportunities
B. Security at work and statutory holiday entitlement
C. Health and safety at work
D. Free lunches
D
A
B

Primaq plan to hire 3 country managers to oversee operations in Nigeria, India and Europe. They plan to hire people 'at the cheaper end of the scale since the company's strategy is all about saving money. How can Primaq attract talent if basic pay has to be kept low? A. Learning and development opportunities B. Security at work and statutory holiday entitlement C. Health and safety at work D. Free lunches D A B

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AuroraVeteran · Tutor for 9 years

Answer

<p> A.B.C.D</p>

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<p> The question centers on the strategies a company can employ to attract talented individuals, even while offering salaries on the lower end of the scale. The available options include offering learning and development opportunities, employment security and statutory holiday entitlements, guaranteeing workers' health and safety, and providing free lunches.<br /><br />Option A is about enabling employees to professionally grow and develop within the firm. This can greatly enhance their career progression and appeal to individuals who are interested in improving their skills over time, even with a lower initial salary.<br /><br />Option B is about committed job security accompanied by guaranteed statutory holiday entitlements. This indicates stable holidays and job security, in contrast to some companies which may not guarantee job safety.<br /><br />Option C covers ensuring workers' health and safety at work. This approach could entice employees who prioritize safe work environments but can become financially arduous since health and safety insurance are costly for the company. <br /><br />Finally, Option D entails providing free lunches. This raises employees' job satisfaction since meals are taken care of, but the limitation here depends on whether the provision of meals is considered a trade-off for low basic salary pay.<br /><br />In essence: all these employee value propositions are attractive however their effectiveness differs. A careful analysis of these options is necessary to disclose the best strategy from a cost-benefit perspective. Every company's situation can also be different.</p>
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