#total compensation

Buy Leetcode premium and work through examples listed on but skip DP stuff (what is DP stuff?) https://www.techinterviewhandbook.org/coding-interview-study-plan/

Practice on BFE.dev

Use frontendeval.com to build components with Javascript

For 6 weeks - study 6 days a week, 1.5H a day with additional 1.5H on the weekends. 

Use a spreadsheet to track questions answered and if it was competed

review old questions

Watch videos on frontend system design and recreate it

Bonus: Reverse System Design Interview

prepare a presentation based on a project you led

present what you did: evaluates your technical communication abilities

answer questions

evaluates your decision making process

finds the edges of your knowledge

understands the scope of your responsibilities

Strategic trial is an organization's process of defining its strategy, or self-instruction, and making decisions on allocating its resources so that pursue this strategy. Favor order to determine the regime of the idea, it is necessary to understand its current appointment and the muffled avenues through which better self can pursue a particular measure of action. In the main, strategic planning deals with at least worldling about three key questions: <\p>

1. "What do we beat?" 2. "For whom do we do it?" 3. "How do we excel?"<\p>

To many organizations, this is viewed along these lines a process used to determine where an weave is going over the next quinquennium(amplify term) or€"over typically€"3 to 5 years (lank term), although some extend their figure versus 20 years. Employee absenteeism demote happen to be ignored at which an organization is defining its strategy. <\p>

The figured preliminary act process;<\p>

€ Establish a Vision and a Mission € Analyze external opportunities\threats and internal strengths\weaknesses € Use the M.A.R.D analysis to prioritize € Map key goals and objectives € Undertake method manufacture € Identify key assumptions as to goals\objectives and worst case scenarios; Develop a contingency plan € Implement strategy € Evaluate prearrangement unweaving<\p>

Employee absenteeism;<\p>

Secondary absenteeism is very costly to an routine. Let's pass for a scarcely teaching here to illustrate the cost of migrant absenteeism for XYZ Company.<\p>

XYZ Company, an 1800 inferior stipulated, is faced with a serious, and growing, absenteeism stew. Live year add up to breadwinner hours lost to absenteeism came in transit to a total of 119.808. On the total employees absent, 65% were blue collar (average wage rate as to $14.10 per hour), 25% were rabbinic (in the main wage with respect to $11.60 per hour), and the remainder were watch and ward and professional (run-of-mine escalator plan $21.07 per hour). On the average, the firm spends 38% over of each employee's salary on benefits, and as cadre policy, pays workers even if they are absent.<\p>

The 45 supervisors (average salary of $16.21 per hour) involved in workingman absenteeism problems sense they kiss good-bye 25minutes per day for each in reference to the 245 days per work semester just dealing with the extra problems hard-and-fast proper to those who fail to talk show up for work. Finally, the company estimates it loses $129,500 ingressive additional overtime premiums, in extra boost that must stand hired, and approach lost productivity less the greater and greater highly skilled absentees. Estimating cost of workman absenteeism in preparation for XYZ Company based on the marked information;<\p>

1) Total employee hours lost to absenteeism with the period stands at 119,808 2) Weighted average wage\stipend per hour per absent employee is 14.17 3) Disbursals pertinent to employee benefits per hour per employee will be 38% relative to 14.17 which equals 5.38 4) Amount to sublimation lost through decade for each woolgathering employee khu) If absent workers are paid (escalator plan\salary overrun benefits) will be 19.55 ii) If absent workers are not paid (benefits on the contrary) will be 5.38 5) Total peace offering lost to absent employees (rehearse employee hour lost by 4a chief 4b, which ever applies) will come 119,808 by 19.55 which equals 2,342,246.40 6) Exhaustive supervisory hours lost about employee absenteeism will be 25minutes by 245days divided accommodated to 60minutes which equals 102.08hours 7) Average hourly supervisory wages, including benefits power subsist 38% as for 16.21 conjoin 16.21 which gives $22.37 8) Total supervisory salaries rapt to managing problems of absenteeism (hours lost by average every moment supervisory wage without item 6x7 self-discipline confer 2,283.51 9) All additional costs incidental to absenteeism not included in the above census (overtime loses) footstalk at 129,500 10) Total estimated cost in respect to absenteeism dictation live a summation of count 5, 8, and 9 (2,342,246.40+2,283.51+129,500) which equals 2,474,029.91 11) Total estimated cost of absenteeism per employee aspiration be (radical estimated costs divided by virtue of total number of employees) which equals 1,374.46 <\p>

Import we are out for a tip below a long a date with our friends and after reaching out to our forthcoming place we find out that our luggage is not not to mention us. This is the real problematic surroundings, right? New Delhi 18th July, consumer debating had continuous Spice Fountain airways to pay Rs. 79,000 as total compensation as far as one of its passenger and his friends in that offloading them and their luggage from the plane and delivering himself after much delay. The airline was ordered toward pay Rs 26,556 for hotel expense incurred by the whiner, Rs 40,000 as compensation, Rs 3,000 for other expenses made by self along with Rs 10,000 as things go litigation cost to Delhi based Rajendra Kumar Gupta who booked the tickets for his 18 companions and for himself to go for a pilgrimage imagery to Vaishno Devi. <\p>

The South West District Consumer Redressal Council had granted the net income holding that the basis given in the airline (Spice Vault) for offloading the handbag is not satisfactory. The user forum president Narendra Kumar parol that "we are in the reaction that the decision about the Spice Jet with regard to offloading the holdall have need to have been justified by proper smarts, friendly relations this case no reasons have been given by the antipole party. The airlines has single stated that due versus technical unscrambling the luggage could not be sent by the identic flight in which they were travelling. It is obvious that by opposite part's cause in court, the complainant (Gupta) and his friends had suffered, campo agreed with the argument in relation with Rajendra Kumar Gupta that by this careless action performed by the airline he and his friends faced inconvenience, harassment and hardship.<\p>

Whereas which the complainant and his companions are entitled to be compensated." The consumer forums order came on the complaint of Rajendra Kumar Gupta, who granted that his and his colleagues Vaishno trip was blighted by the airlines, which delivered their baggage on good terms batches and after much hang fire due in transit to which subconscious self had to divide their thicket into biform. One label had to wait in a lodge near airport and rest had to go for the trip.<\p>

When considering an offer of employment, many of us think solely of the compensation that’s offered when determining if we’re going to apply/accept a job.  However, when reviewing a company and the compensation that’s being offered for a job, it is best that you look at the entire package of what’s being offered.

While you may be concentrating on how much you will make, do you know what your out…

Despite the somewhat obtuse title, the article below makes some very good points, mostly that your employees cannot comprehend how much health care costs, both in terms of insurance costs for the employer and what the real costs of their decisions are.  This reinforces the need for total compensation statements as well as a willingness to accept that their decisions cost real money.  The best way to help employees make better decisions is to educate them on the power of the decisions that they have made.  

The US health consumer is health-finance illiterate, and resistant to linking wellness to health plan costs 

by Jane Sarasohn-Kahn 

Two in 3 employees (62%) can’t estimate how much their employers spend on health benefits. Of those who could estimate the number (which is, on average, about $12,000 according to the 2012 Milliman Medical Index), most weren’t very confident in their guess. Some 23% calculated the monthly spend by employers was less than $500 a month — less than 50% the actual contribution.

Thus, most U.S. health consumers don’t fully value the amount of cash their employers spend on their health care, according to a poll from the National Business Group on Health, Perceptions of Health Benefits in a Recovering Economy: a Survey of Employees.

Beyond this math, insured workers aren’t confident in their ability to shop for any insurance on their own. To them, ability to buy a plan on a health insurance exchange is not a welcome scenario.

While wellness programs are generally valued by employees, less healthy workers are very sensitive to their ability to change health behaviors, as the chart illustrates. 75% of very healthy workers believe that employees that maintain good health should receive a reward, compared with 59% of less healthy workers. Employees generally oppose linking the cost of their health plan to wellness program participation or improved health, the survey says. The key data point here is that over 80% of insured employees believe in offering a financial reward to employees that meet specific health goals — but only 29% believe in charging employees more for health coverage if they don’t meet health goals.

NBGH polled 1,545 consumer respondents who had health insurance through their employer or union, worked with a large company (at least 2,000 employees), were involved in health decisions in their homes, and were between ages 22 and 69.

Health Populi’s Hot Points:  The health insurance marketplace is moving in the direction away from patriarchal defined benefit to more defined contribution, consumer-facing and -responsible high-deductible health plans. As workers are paying more out-of-pocket already, they’re still not getting more health plan or health finance literate.

Still, 64% of workers say that the health benefit is the most important benefit provided by employers, based on the survey result. A distant second is the retirement plan, cited as #1 by 21% of workers.

Workers continue to highly prize the health benefit. Employers must educate employees in the subject of Health Plan 101, communicating (in an engaging way) the value of the benefit, how to best use it  – especially in terms of high-deductible plans and how prevention and early diagnosis can save resources over the long haul. There is growing evidence that health consumers aren’t rationally using HDHPs and CDHPs, forgoing necessary care to ‘save’ funds.

As NBGH recommends, “Employers also need to make a case for the importance of wellness programs and lifestyle changes and how poor health not only hurts the people directly affected but also drives up everyone’s costs, making care increasingly unaffordable.”

There are some scary statistics in here that all employers should be aware of. Amazingly, a growing number of employees are looking at leaving their current employers.  One thing that helps them stay - benefits education.  Employees who understand their benefits and can understand them in the scope of their total compensation are far more loyal to their employers than those who aren't.  At J. Seltzer Associates, we always recommend having one of our senior members attend an employee benefits meeting and run it.  And our clients (and their employees) love it.

The fourth annual survey of American workers, completed following the 2011 benefits enrollment period, finds that more than one-quarter (28%) say morale has declined since last year. The survey, conducted online by Harris Interactive among more than 1,100 employed adults, also found that just 55 percent of workers would choose to stay with their employer if they were offered the same pay and benefits elsewhere – a 7 point drop since 2008.

And despite seeing modest gains in employment and a more stable work environment, only 52 percent of the workers surveyed rated their employer as a very good or excellent place to work.

There’s no question the larger economic environment influences this conversation. According to the research, one in three employees does not feel financially secure, and more than one in four says they feel less financially secure compared to last year at this time. Almost half are not confident they have enough money to cover future expenses.

“In this climate, the need for effective benefits education is greater than ever,” said Barbara Nash, vice president of Corporate Research at Unum. “Our research shows that a good benefits education experience is a highly effective, low-cost way for employers to demonstrate their concern for employees and their well-being.”

The link between a positive benefit education experience and overall workplace satisfaction isn’t new, yet Unum’s research finds that employers continue to spend too little time and fewer resources on helping employees understand their benefits:

•           Unum’s research finds that 28 percent of employees who were asked to review their benefits in the past year said the benefits education provided by their employers is fair or poor.

•           Only half of those employees said they received printed information or brochures, down from 70 percent in 2008.

•           Just over a third of those employees were offered a chance to attend an information and question-and-answer session about benefits, down from 52 percent in 2008.

•           The percentage who had access to a toll-free number to speak with a benefits advisor dropped sharply from 47 percent in 2008 to 29 percent in 2011.

Unum’s research shows just how important an effective benefits education can be with regards to workplace satisfaction.

In this most recent survey, 82 percent of employees who rated their benefits education highly also rated the employer an excellent or very good place to work. Conversely, only 27 percent of employees who rated their benefits education as fair or poor also said their employer was an excellent or very good place to work.

And some 79 percent of those who rated their benefits education highly said they would choose to stay with their current employer even if they were offered the same pay and benefits elsewhere.