- (A) Internal selection requires few procedures to locate and screen viable job candidate
- (B) Internal selection presents fewer dangers of inourring legal liability than external selection
- (C) There is less need to use multiple predictors in assessing internal candidates than. with external candidates
- (D) Information about internal candidates tends to be more verifiable than information about external candidates
HRM Mcqs
- (A) Hard HRM
- (B) Soft HRM
- (C) Medium HRM
- (D) Utiliarian approach
- (A) rarity of HR
- (B) diversity of HR
- (C) security of HR data
- (D) sustainability of HR
- (A) Casual applicants
- (B) Advertising
- (C) Employee referrals
- (D) Employment agencies
- (A) Positive
- (B) Negative
- (C) Both Positive and Negative
- (D) Unnecessary
- (A) Interpersonal role
- (B) Decisional role
- (C) Informational role
- (D) Supportive role’
- (A) Upgraded technology
- (B) Human mind
- (C) Competitors’ pressure
- (D) Research & Development
- (A) Task oriented
- (B) Task analysis
- (C) performance oriented
- (D) Credit analysis
- (A) Sales desired
- (B) Production Scheduled
- (C) Inventory
- (D) Personnel needs
- (A) Increases the amount of money employees are paid for completing an unit of work
- (B) Is a programme through which management seeks greater productivity from workers
- (C) Means that staff i$ moved periodically from task to task in order to increase variety and interest
- (D) Involves giving employees work with a greater degree of responsibility and autonomy
