What is the process of using SPECIALLY SELECTED and TRAINED INDIVIDUALS to provide guidance, pragmatic advice, and continuing support that will help the person or persons allocated to them to learn and develop

It is a personal (usually one-to-one) approach to helping people develop their skills and knowledge and improve their performance.

Determines the skills required to achieve an acceptable standard of performance.

What do we call the basis for preparing role profiles that provide a framework for analyzing and identifying learning needs?

It can obtain the views of managers and other employees on what they need to learn.

It involves identifying the gap between what people know and can do and what they should know and be able to do.

Who adapt and apply their observations in the form of logical theories. They tend to be PERFECTIONIST

Who stand back and OBSERVE NEW EXPERIENCES from different angles. They collect data, reflect on it and then come to a conclusion.

What involves actively thinking about the experience and its significance?

This can be planned or accidental.

improves by RAPIDLY CREATING and

refining the capabilities required for future success

What do we call to the GROWTH or REALIZATION of a person's ability and potential through the provision of learning and educational experiences?

What do we call to the SYSTEMATIC APPLICATION of formal processes to impart knowledge and help people to acquire the skills necessary for them to perform their jobs satisfactorily?

Generalizing from experience to develop various concepts and ideas that can be applied when similar situations are encountered

It is defined as the process of ensuring that the organization has the knowledgeable, skilled and engaged workforce it needs.

According to Alfes et al (2010), THINKING HARD about the job and how to do it better is called_

FEELING positively about doing a job.

Actively taking opportunities to discuss work-related improvements WITH OTHERS AT WORK

It takes place when people are committed to their work and the organization and are motivated to achieve high levels of performance

Selection based on HIGH STANDARDS , broad task design and teamwork, employee involvement in problem solving and a climate of cooperation and trust

Staffing based on EMPLOYMENT STABILIZATION investment in training and development and contingent compensation that reinforces cooperation, participation and contribution.

Supportive business strategies, top management value commitment and effective voice for HR in strategy making and governance

Which of the following is NOT INCLUDED in mutual commitment firms by Kochan and Dyer (1993)?

Assume that human beings have an INNATE PACKAGE of motives (needs or desired outcomes) which they take action to pursue

Explore the PSYCHOLOGICAL process through which outcomes become desirable and are pursued by individuals

The SOCIAL process by which the behavior of an individual is influenced by others

The MENTAL process of choosing desired outcomes, deciding how to go about them, assessing whether the likelihood of success warrants the amount of effort that will be necessary

An orientation towards personnel management, viewing its role as pro-active, system-wide interventions.

Guest (1989) has identified the goals of HRM. According to him, which of the following options is NOT a goal of HRM?

It is the ability of organizations to integrate HRM issues into their strategic plan.

The NOTION OF QUALITY must run through everything the organization does?

Structuring the organization, by grouping activities, assigning accountabilities and establishing communication and authority relationships

Planning and implementing flexible structures and procedures to maximize the efficiency and adaptability of the organization

SHARING RESPONSIBILITY with senior and line management for the success of the enterprise, through the identification and exploitation of opportunities and the seeking of competitive

Advising on an facilitating the process of change in organizational structures and systems.

Which of the following is NOT under the five headings of the 5-P model of HRM?

Managing informal and formal processes to confront employee behavior or performance which falls below organizational rules and standards is

called

An HR practitioner is offering specialist information and perspectives to line managers (and individual employees) on employment matters.

Providing services to a range of internal customers

These are shaped by HR policies and consist of coordinated HR efforts intended to initiate and manage organizational change efforts prompted by strategic business needs

It is an entity that exists to achieve a purpose through the collective efforts of the people.

Offers a shared system of meanings which is the basis for communications and mutual understanding

The capacity to solve problems, apply principles, make inferences and perceive relationships

The quality possessed by people that makes an action possible

Is the creation of systems of work and a working environment

Is the process of deciding how organizations should be structured.

Specfies the contents of jobs in order to satisfy work requirements and meet the personal needs of the job holder, thus increasing levels of employee engagement

A systematic process involving the agreement of performance expectations

An approach to organizing work through a combination of flexibility.

A systematic process of gathering data about a business organization