- (A) Employee
- (B) Sales
- (C) Production
- (D) Inventory
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- (A) Power
- (B) Influence
- (C) Authority
- (D) Command
- (A) The rate of pay for the job is fixed.
- (B) The job elements are rated in terms such as frequency. of use or amount of time involved
- (C) It aims to describe the purpose of a job and the conditions under which it is performed
- (D) Jobs are broken into elements such as information required or relations with other people
- (A) many contacts in field
- (B) adept at contacting candidates who are not on the job market
- (C) unfamiliar with company perceptions of ideal candidate
- (D) ability to keep identity of firm confidential
- (A) head hunters
- (B) staffers
- (C) alternative staffing companies
- (D) contract technical recruiters
- (A) They ensure consistency from opening to closing
- (B) They are useful for companies too small to have dedicated recruiters
- (C) They are very inexpensive
- (D) Time Consuming
- (A) Personnel administrator
- (B) Business ally
- (C) Payroll advisor
- (D) Organisational geographer
- (A) Human resource management contributes to business strategy and plays an important role in the implementation of business strategy
- (B) Human resource management is an approach to managing people
- (C) Human resource management seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an integrated array of cultural, structural and personnel techniques
- (D) Human. resource management focuses on people as the source of competitive advantage
- (A) Efficient & effective
- (B) Strict to employees
- (C) Wrong Policy makers
- (D) Wrong decision makers
- (A) Reliability
- (B) Dependability
- (C) Consistency
- (D) Trustworthiness
