A. honoring experience
B. modifying selection procedure
D. flexible work
A. performance appraisal
B. compensation and benefits
C. recruiting and placement
A. stabilization sub-stage
B. maintenance stage
C. trial sub stage
A. High Intellectual Capacity
C. High level of curiosity
D. High potential
B. line manager
C. manager role
D. employer role
C. pre-retirement counseling
D. phased retirement
A. monitoring performance metrics
B. online training
C. e-commerce integration
A. career development
B. mentoring
D. career management
A. performance applications
C. industry leading compensation
D. employee training
A. performance management
B. on boarding
D. applicant tracking
A. Transactional
B. Personalized
C. Brochureware
B. employer role
C. line managers role
D. individual role
A. train the employees that will be responsible for the administration of the process
B. draft the desired flow process that will result from the E-selection process
D. consider how the various new stakeholders and clients will use the system
A. Interpersonal role
B. Informational role
C. Supportive role
A. draft the desired flow process that will result from the E-selection process
B. consider how the various new stakeholders and clients will use the system
D. draw-up a flow chart of the current assessment process
B. preretirement counseling
C. phased retirement
D. modifying selection procedure
A. social orientation
B. investigation oriented
C. conventional orientation
A. preretirement counseling
B. phased retirement
C. modifying selection procedure
A. it increases recruitment costs, it decreases and streamlines the administrative process cycle times
B. it decreases the effectiveness of the recruitment process by reaching larger numbers of qualified people
D. it does not al!ow the company to evaluate the success of its recruitment strategy
A. Selection
B. Retention
D. Hiring
A. compensation management
B. performance management
D. e-recruiting
B. Middle
C. Top
D. Line
B. individual role
D. line manager
A. follow-up
B. active coaching
C. preparation
B. Human Relation movement
C. Employment Legislations
D. Employee relationship Management
A. line manager
B. manager role
A. His/her age.
B. Physical attributes
D. The personality of the candidate.
A. Planning & selection
B. Maintenance of HRIS
C. Compensation & benefits
A. Conceptual role
C. Decisional role
D. Informational role
B. professional competence
C. ability to communicate
D. consistency
A. a line managers role
B. an employer role
C. a managerial role
A. modifying selection procedure
B. honoring experience
C. preretirement counseling
C. Brochure ware
D. Lnteqrated
A. early retirement window
C. deferred profit sharing plan
D. cash balance plans
B. Mission statement
C. SWOT analysis
D. Vision
A. optional compensation
C. supplemental compensation
D. insured compensation
A. manager role
C. employer role
A. Legal requirements
B. It is less expensive
C. Orientation time is reduced
B. Assessing future supply
C. Preparing a job analysis
D. Assessing future demand
C. individual role
A. cultural, human and system capital
B. organisation relies on the ,following sources of capital
D. cultural, human and source capital
A. different department
B. formal training
D. informal training
A. career management
C. career development
D. coaching
A. developmental needs
B. career interests
C. employees performance
A. severance pay plan
B. early retirement window plan
D. employee stock ownership plan
A. employer role
D. managerial role
B. artistic orientation
D. investigative orientation
B. individuals role
C. managers role
A. Work mapping
B. Job enrichment
D. Job re-engineering
A. severance sharing
B. benefit sharing
C. flexible sharing
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