Answer: Option B. -> The division of total task to be performed into manageable and efficient units
A job design is the division of total task to be performed into manageable and efficient units. Job design is the allocation of specific work tasks to individuals and groups. Allocating jobs and tasks means specifying the contents, method, and relationships of jobs to satisfy technological and organizational requirements, as well as the personal needs of jobholders.

Answer: Option A. -> Target population
Selection of the candidates is done out of target population. Target population refers to the ENTIRE group of individuals or objects to which researchers are interested in generalizing the conclusions. The target population usually has varying characteristics and it is also known as the theoretical population.

Answer: Option A. -> Critical incident technique
In Critical incident technique, personnel specialists and operating managers prepare lists of statements of very effective and very ineffective behavior for an employee. Critical incident method or critical incident technique is a performance appraisal tool in which analyses the behavior of employee in certain events in which either he performed very well and the ones in which he could have done better.

Answer: Option D. -> All of the above
Paired comparison method can be used by Superiors, Peers and Subordinates.

Answer: Option C. -> Both (A) and (B)
Behaviorally anchored rating scales (BARS) and Critical incident techniques are based on the critical incident approach. BARS is designed to bring the benefits of both quantitative and qualitative data to employee appraisal process. Critical incident technique is a method of gathering facts (incidents) from domain experts or less experienced users of the existing system to gain knowledge of how to improve the performance of the individuals involved.

Answer: Option D. -> 360
The multiple-input approach to performance feedback is sometimes called 360 degree assessment. A 360-degree feedback (also known as multi-rater feedback, multi source feedback, or multi source assessment) is a process through which feedback from an employee's subordinates, colleagues, and supervisor(s), as well as a self-evaluation by the employee themselves is gathered.

Answer: Option C. -> Both monetary and nonmonetary
An incentive plan may consist of both monetary and nonmonetary. Monetary rewards are the incentives which involve direct money to the employees. Non-Monetary rewards are the incentives which do not involve direct money to the employees. Non-Monetary rewards are usually given to all the employees of a certain level to offer them convenience and security.

Answer: Option C. -> Job analysis
Basis of Job Evaluation is Job analysis. Job evaluation is an assessment of the relative worth of various jobs on the basis of a consistent set of job and personal factors, such as qualifications and skills required.

Answer: Option A. -> Groups
Job Evaluation is carried on by groups. Since job evaluation is subjective, specially trained personnel or job analysts should conduct it. When a group of managers is used for this purpose, the group is called a job evaluation committee. The committee reviews job analysis information to learn about the duties, responsibilities and working conditions.

Answer: Option D. -> Assessment method
The Assessment method is not a job evaluation method. A business assessment helps you to achieve your company's goals, to expand and grow your business in a smart and strategic way. As the company owner, you have to be aware of the strengths and weaknesses of your company.