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The HR manager at Healthcare is reviewing the pay elements. Should s/he shift any of the above pay elements from globally standardised to locally customised?
The HR manager at Healthcare is reviewing the pay elements. Should s/he shift any of the above pay elements from globally standardised to locally customised? Should s/he add some new pay elements or delete some existing practices from the policy? Should s/he change the weights or emphases (percentages) of existing elements of the pay system?
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