Answer: Option A. -> Because the best-practice approach tends to be resource- intensive
There might be some difficulty in identifying and applying the Best-practice approach to HRM in Organisations because there might be some difficulty in identifying and applying the Best-practice approach to HRM in Organisations.

Answer: Option D. -> Human Resource department
Human Resource department of an Organisation performs the managerial function of matching Organisational needs with the skills & abilities of the employees. It is a function of the company or organization which deals with concerns that are related to the staff of the company in terms of hiring, compensation, performance, safety, wellness, benefits, motivation and training. Human Resource Management is also a premeditated approach to manage people and the work culture.

Answer: Option C. -> Gate hiring
The External Sources of Recruitment mean hiring people from outside the organization. The concept of gate hiring is to select people who approach on their own for employment in the organisation. This happens mostly in the case of unskilled and semi­skilled workers. When large numbers of workers are required at the initial stage of the organisation, then this method is suitable.

Answer: Option C. -> Hackman and Oldham
Job Characteristics Model is proposed by Hackman and Oldham. The five characteristics are skill variety, task identity, task significance, autonomy and feedback from the job. The characteristics are combined with three psychological states to determine the personal and work outcome.

Answer: Option C. -> Job description
A list of the duties, responsibilities, reporting relationship, working conditions and supervisory responsibilities of a job as a product of a job analysis is Job description. A job description is a document intended to provide job applicants with an outline of the main duties and responsibilities of the role for which they are applying.

Answer: Option C. -> Stakeholders interest
The Harvard model claims to be comprehensive in as much as it seeks to comprise six critical components of HRM. The dimensions included in the model are: stakeholders, interests, situational factors, HRM policy choices, HR outcomes, long-term consequences and a feedback loop through. The outputs flow directly into the organization and the stakeholders

Answer: Option B. -> The classification of characteristics of personnel in an organisation, in addition to counting their number
Manpower Inventory involves the classification of characteristics of personnel in an organisation, in addition to counting their number.

Answer: Option C. -> Normative
Selection is normative. 'Normative' means 'what you should do' or 'what you must do', the rules that you are supposed to follow.

Answer: Option B. -> To prepare inventory for scheduling manpower
Manpower inventory is to prepare inventory for scheduling manpower. In manpower inventory, the items are intangible. It involves cataloguing the characteristics of personnel in the organisation, besides counting their number.

Answer: Option D. -> All of the above
E-recruitment includes those practices and activities carried on by the organisation through internet with the primary purpose of identifying and attracting potential employees. The growth in the internet has led both employers and employees to use internet recruiting tools. Of the many recruiting sites using special software, the most common ones are internet job boards, professional / career websites and employer websites.