- (A) Preparing a job analysis
- (B) Forecasting future human resource needs
- (C) Assessing future demand
- (D) Assessing future supply
HRM Mcqs
- (A) Job design
- (B) Job classification
- (C) Job description
- (D) Job evaluation
- (A) Homogeneous
- (B) Heterogeneous
- (C) Ductility
- (D) Stable
- (A) Brochure ware
- (B) Transactional
- (C) Lnteqrated
- (D) Personalized
- (A) Job rotation
- (B) Job enlargement
- (C) Job enrichment
- (D)
- (A) High Intellectual Capacity
- (B) Higher understanding of organization
- (C) High level of curiosity
- (D) High potential
- (A) Scientific approach
- (B) Rational approach
- (C) Human relations approach
- (D) Systematic approach
- (A) internal training
- (B) Increasing pal skill
- (C) Managing employee
- (D) Allowing them to do further studies
- (A) Procurement
- (B) Development
- (C) Organizing
- (D) performance appraisal
- (A) Staff advisers focus more on developing HR programmes while line managers are more involved in the implementation of those programmes
- (B) Line managers are concerned more about develop.ing HR programmes whereas staff advisors are more involved in implementing such programmes
- (C) Staff advisors are solely responsible for developing, implementIng and evaluating the HR programmes while line managers are not all involved in any matters concerning HR
- (D) Line managers alo~e are responsible for developing, implementing and evaluating the HR programmes while staff advisors are not all involved in any matters concerning HR.
