Answer: Option A. -> Task identity
The Job Characteristics Model (also know as Jobs Characteristic Theory) enables you to improve employee performance and job satisfaction by means of adjusting the job itself. The model states that if you do this successfully you can create the conditions for an employee to thrive in their role. By thrive, we mean that the employee will be motivated, perform to a high level, and be satisfied by their role. High job satisfaction is the outcome of task identity core dimensions described by the Job Characteristics Model. Jobs having embedded features of feedback and autonomy can cause high job satisfaction among employees.

Answer: Option B. -> Precedes selection
Recruitment precedes selection in staffing process. Selection involves choosing the best candidate with best abilities, skills and knowledge for the required job.

Answer: Option D. -> Task Significance
Low absenteeism and turnover is the outcome of Task Significance core dimensions described by the Job Characteristics Model. Job Characteristics Theory states that a job having more variety and thus requiring more skills and talents will result in an employee feeling that they are doing more meaningful work.

Answer: Option D. -> Selection, appraisal, rewards and human resource development
The Michigan Model emphasis the Selection, appraisal, rewards and human resource development and their inter-relates. The Michigan model is 'hard' HRM because it is based on strategic control, organisational structure, and systems for managing people. It acknowledges the central importance of motivating and rewarding people, but concentrates most on managing human assets to achieve strategic goals.

Answer: Option D. -> Warwick System Model
The Integrated system model is also known as Warwick System Model. The Integrated Systems Model has evolved from 40 years of collaborative clinical and education experience. It is a framework to help clinicians organize their knowledge and provide the best possible treatment for the individual patient.

Answer: Option C. -> Job Analysis
A broad, general and written statement of a specific job based on the findings of an analysis is called as Job Analysis. It generally includes duties, purpose, responsibilities, scope, and working conditions of a job along with the job's title, and the name or designation of the person to whom the employee reports.

Answer: Option B. -> Autonomy and feedback
Autonomy and feedback factors is one of the environmental factors affecting job description. Autonomy is the power to shape your work and environment in ways that allow you to perform at your best. Some people feel stifled in their jobs. Feedback, autonomy, and meaningful work also are all associated with higher performance appraisal ratings.

Answer: Option A. -> H.R. Vision statement
A general statement or understanding which provides guidelines for decision-making to H.R. managers in respect of various H.R. functions and activities is known as H.R. Vision statement. "Human Resources provides leadership in shaping an equitable and inclusive culture that drives diversity, excellence, and innovation by supporting talent, engagement, and the employee work experience."

Answer: Option A. -> A structured interview
When an interviewer prepares a list of questions in advance and asks those question to the candidate to obtain the information from him; it is called a structured interview. Structured Interview is one in which a particular set of predetermined questions are prepared by the interviewer in advance.

Answer: Option B. -> Unstructured interview
In an unstructured interview, the interviewer does not have a strict agenda but rather allows the applicant to set the pace of the interview and asks the questions to the candidate according to the response received from him