Answer: Option C. -> Personnel planning
Mr. 'A' working on Personnel planning. Personnel planning are the first step in the recruiting and selection process. It is the process of determining an organization's human resource needs. By such planning an organization ensures that it has right number and kinds of people.

Answer: Option D. -> Personnel needs
When planning for employment requirements, Personnel needs must be forecasted. Personnel planning is the process of deciding what positions the firm will have to fill and how to fill them.

Answer: Option A. -> Trade Unions
Trade Unions emerged when individuals realised the strength they could gain by joining together to negotiate with employers. Trade unions are associations of workers or organization formed together by labour, workers or employees to achieve their demands for better conditions at their work atmosphere.

Answer: Option D. -> Communications and behavior
A Competency consists of Communications and behavior. The combination of observable and measurable knowledge, skills, abilities and personal attributes that contribute to enhanced employee performance and ultimately result in organizational success. To understand competencies, it is important to define the various components of competencies.

Answer: Option A. -> Continuously
Continuously HR planning process is implemented within an Organisation. Human resource planning (HRP) is the continuous process of systematic planning ahead to achieve optimum use of an organization's most valuable asset quality employees. Human resources planning ensures the best fit between employees and jobs while avoiding manpower shortages or surpluses.

Answer: Option B. -> Selection creates a pool of talent to consider for future jobs
Selection creates a pool of talent to consider for future jobs is incorrect. A talent pool is a database of individuals created by a recruiter during the application process. This database is usually made within an Applicant Tracking System. When a candidate applies for a job, the recruiter is able to put them into a specific and relevant talent pool by tagging candidate profiles.

Answer: Option C. -> Job description
Job description is used to identify, "what the job holder does"? "How it is done"? & "why it is done"?. It includes information such as job title, job location, reporting to and of employees, job summary, nature and objectives of a job, tasks and duties to be performed, working conditions, machines, tools and equipments to be used by a prospective worker and hazards involved in it.

Answer: Option B. -> Functional
Under Functional authority, an HR manager took the decision to provide training to its employees regarding the operations of newly installed machine. Functional authority is the right that is delegated to an individual or a department to control specified processes, practices, policies, or other matters in relation to activities undertaken by persons in other departments.

Answer: Option A. -> Staff advisors focus more on developing HR programmes while line managers are more involved in the implementation of those programmes
Staff advisors focus more on developing HR programmes while line managers are more involved in the implementation of those programmes aptly describes the role of line managers and staff advisors namely HR professionals.

Answer: Option C. -> Control and evaluation
Human resource planning techniques include the use of Control and evaluation. The objective of human resource (HR) planning is to ensure the best fit between employees and jobs, while avoiding workforce shortages or spares. The three key elements of the HR planning process are forecasting labour demand, analysing present labour supply, and balancing projected labour demand and supply.