Which of the following compensation systems does not focus employee efforts on outcomes that are beneficial to both themselves and the organization as a whole?

A. focused on projects that span multiple countries

B. comprised of members with generalized skills

C. homogenous

D. comprised of members from the same region

A. useful methods of attracting individuals into a career

B. designed to help terminated employees find a job elsewhere

C. rarely given to executive employees

D. vital parts of any career management system

A. trait method

B. results method

C. behavior method

D. attitudinal method

A. Management training seminar.

B. Executive development program.

C. In-basket exercise.

D. Assessment center

A. job analysis

B. job design

C. job specialization

D. job utilization

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