A. Staffing
B. Forecasting
C. Employee-assistance management
D. Employee relations management
A. Trade Unions
B. Human Relation movement
C. Employment Legislations
D. Employee relationship Management
A. Continuously
B. Annually
C. Bi-annually
D. Quarterly
A. The specific tasks a person must do
B. Skills and behaviours
C. A list of tests that will measure cognitive ability
D. Communications and behaviour
A. Employee
B. Sales
C. Production
D. Inventory
A. Power
B. Influence
C. Authority
D. Command
A. The rate of pay for the job is fixed.
B. The job elements are rated in terms such as frequency. of use or amount of time
involved
C. It aims to describe the purpose of a job and the conditions under which it is
performed
D. Jobs are broken into elements such as information required or relations with
other people
A. many contacts in field
B. adept at contacting candidates who are not on the job market
C. unfamiliar with company perceptions of ideal candidate
D. ability to keep identity of firm confidential
A. head hunters
B. staffers
C. alternative staffing companies
D. contract technical recruiters
A. They ensure consistency from opening to closing
B. They are useful for companies too small to have dedicated recruiters
C. They are very inexpensive
D. Time Consuming