Answer: Option D. -> Both (B) and (C)
Point method is suitable for Mid size organization and Large organization. The point method is an extension of the factor comparison method. Each factor is then divided into levels or degrees which are then assigned points. Each job is rated using the job evaluation instrument. The points for each factor are summed to form a total point score for the job.

Answer: Option D. -> All of the above
The Product development, Service delivery and Customer satisfaction are the key components of a business process Re-engineering programme.

Answer: Option D. -> All of the above
Majority of the disputes in industries are related to the problem of Wages, Salaries and Benefits.

Answer: Option B. -> External recruitment
The External recruitment process is said to be a costly affair. External recruitment is the assessment of an available pool of job candidates, other than existing staff, to see if there are any sufficiently skilled or qualified to fill and perform existing job vacancies. It is the process of searching outside of the current employee pool to fill open positions in an organization.

Answer: Option C. -> Recruitment
The Recruitment is concerned with developing a pool of candidates in line with the human resources plan. In human resource management, “recruitment” is the process of finding and hiring the best and most qualified candidate for a job opening, in a timely and cost-effective manner. It can also be defined as the “process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization”.

Answer: Option D. -> All of the above
In an organisation initiating career planning, the career path model would essentially form the basis for Placement, Transfer and Rotation.

Answer: Option C. -> Immediate boss
Performance development plan is set for the employee by his immediate boss. Performance and development planning is carried out jointly by the manager and the employee and in the process of discussions they both arrive at performance agreements and define performance expectations.

Answer: Option A. -> Business Strategy
In strategic human resource management, HR strategies are generally aligned with Business Strategy. Strategic human resource management can be defined as the linking of human resources with strategic goals and objectives in order to improve business performance and develop organizational culture that foster innovation, flexibility and competitive advantage.

Answer: Option D. -> Men
The focus of Human Resource Management revolves around Men. Human resource management is primarily concerned with the management of people within organizations, focusing on policies and systems.

Answer: Option D. -> Providing Best training methods
Providing Best training methods is closely associated with strategic human resource management. Strategic human resource management is the practice of attracting, developing, rewarding, and retaining employees for the benefit of both the employees as individuals and the organization as a whole. As a result, the goals of a human resource department reflect and support the goals of the rest of the organization.