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. Increased creativity and flexibility
B. Decreased problem-solving skills
C. Multiple perspectives
D. Greater openness to new ideas
A. Increased consistency across candidates
B. Reduced subjectivity on the part of the interviewer
C. Enhanced job relatedness
D. More opportunity to explore areas as they arise during the interview
A. Size of organizational structure
B. Infrastructure Plan
C. Control and evaluation
D. Employee Management
A. Infrequently conducted
B. Typically is unbiased
C. Typically is related to future
D. Typically biased job performance
A. Both are same .
B. Management is one aspect of HRM
C. HRM is one aspect of Management
D. No relationship exists
A. Corporate- level strategic planning
B. Strategic business unit level strategic planning
C. Processual Approach
D. Operational level strategic planning
A. Because the best-practice approach tends to be resource- intensive
B. Because there is much variation in the literature and empirical research as to what constitutes best-practice
C. Because the best-practice approach would not fit the cost-reduction driven strategies favoured by many in short-termist economies.
D. Because the best-practice approach does not emphasize the individual business context