Questions contained in structured job interviews should be based on _____________

A. individual assessment

B. competency assessment

C. organizational assessment

D. job assessment

A. direct cost of recruiting replacements

B. opportunity cost of time spent by HR and line managers in recruitment

C. loss arising from reduced input from new starters until they are fully trained

D. indirect cost of training replacements in the unnecessary skills

A. forecast losses to existing resources through attrition

B. recruitment plans

C. the effect of changing conditions of work

D. sources of supply from external labor markets

A. Attract and retain the number of people required with the appropriate skills, expertise and competences

B. Reduce dependence on external recruitment when key skills are in short supply by formulating retention, as well as employee development, strategies

C. Neglect the problems of potential surpluses or deficits of people

D. Develop a well-trained and flexible workforce, thus contributing to the organization’s ability to adapt to an uncertain and changing environment

A. work force diversity

B. technological trends

C. globalization

D. great changes in the nature of work force

A. delayering

B. downsizing

C. right-sizing

D. benchmarking

A. knowledge, skill, and responsibility

B. mental ability, skill, and responsibility

C. knowledge, mental ability, and responsibility

D. knowledge, mental ability, and accountability

A. standards relate to the overall objectives of the organization

B. standards capture the entire range of an employee’s responsibilities

C. individuals tend to maintain a certain level of performance over time

D. factors outside the employee’s control can influence performance

A. career paths

B. job progressions

C. career lines

D. job paths

A. person analysis

B. demographic analysis

C. individual analysis

D. group and individual analysis