Answer: Option B. -> Job enlargement
Increasing the number and variety of tasks assigned to a job is called Job enlargement. It is a vertical expansion of the job as opposed to the horizontal expansion of a job, which is called job enlargement.

Answer: Option A. -> internal training
High potential employees can be developed for future positions by internal training. Successful internal training identifies the exact skills and knowledge that participants need to succeed in their jobs. It also prepares employees for success in their next job. Internal training is presented in the language and terminology that participants understand and can relate to.

Answer: Option B. -> Reliability
The degree to which interviews, tests, and other selection procedures yield comparable data over time and alternative measures is best define by reliability. Reliability can be referred as the ability to be dependent on or relied on, for the honesty, achievement or accuracy. It is the quality of being trustworthy and dependable. In the field of education, it is the ability to conduct an experiment or a test that gives the same results consistently whenever it is repeated.

Answer: Option D. -> it increases the effectiveness of the recruitment process by reaching larger numbers of qualified people
A number of benefits can be derived from using E-recruiting, it increases the effectiveness of the recruitment process by reaching larger numbers of qualified people. Advantages of the Internet recruitment include lower recruiting costs, faster recruiting cycle, higher caliper recruits and increased audience reach. Potential barriers to Internet recruitment include the digital divide, limited Internet access, usage problems and flawed infrastructure.

Answer: Option C. -> Job description
The written statement of the findings of job analysis is called Job description. 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. -> Hire the best individuals at optimum cost
The primary aim of recruitment and selection process is to hire the best individuals at optimum cost. It can assist the HR personnel to select the right candidate on the basis of merit and relevance with the job.

Answer: Option D. -> Employee number chart
Employee number chart is not an element of traditional job design. Good job design considers the company's performance needs along with individual employee skills, needs and motivation. The different elements that fall under consideration include the tasks that need to be performed, job enlargement, job rotation and job enrichment.

Answer: Option B. -> Forecasting future human resource needs
The first step in the human resource planning process is forecasting future human resource needs. Human resources (HR) forecasting involves projecting labor needs and the effects they'll have on a business. An HR department forecasts both short- and long-term staffing needs based on projected sales, office growth, attrition and other factors that affect a company's need for labor.

Answer: Option C. -> Procurement
Procurement is an example of operative function of HR managers. Procurement deals with the sourcing activities, negotiation and strategic selection of goods and services that are usually of importance to an organization. Purchasing is the process of how goods and services are ordered.

Answer: Option C. -> Recruitment
The process which best defines the locating and, encouraging potential employees to apply for jobs is Recruitment. Recruitment is a process of identifying, screening, shortlisting and hiring potential resource for filling up the vacant positions in an organization. It is a core function of Human Resource Management. Recruitment is the process of choosing the right person for the right position and at the right time.