2. According to the passage, when does organization decide what types of job openings will exist in the upcoming period and determine the necessary qualifications for performing these jobs?

3. According to the passage, how many areas of responsible are HR professionals in charge of?

4. According to passage, which of the following statements is NOT true?

5. The word “grievance” in the paragraph 8, line 10 means:

6. In a larger company, the board usually ………both people from the company and people from outside the company.

7. Senior company managers who serve on the company's board of directors are ……….as inside board members.

8. Directors who do not work for the company are known as outside……

members.

9. Outside board members often include senior executives of other businesses, heads of cultural or ……. institutions, and former public servants.

10. Outside directors often bring a fresh perspective to ……… a business's decision-making process.

11. Boards of directors focus on a company's major decisions, leaving day-to-day company ………..to the company's managers.

12. …………to

recruit workers with appropriate skills will cause a firm to fail or, at the

very least, not to grow properly.

13. Firms need to attract and encourage people with the kind of abilities that will make the organization……….

14. The need to recruit successfully is particularly important where the ability to take difficult decisions or special …….. of skills is required in the work.

15. As we move up from low complexity work to jobs where greater ambiguity is involved in decision making, ………in skills and judgement become more significant and have greater consequences for the organization.

16. The

phenomenon of large performance …….is also commonly recognized in sales work,

such as insurance sales.

17. Among those who do have the necessary abilities, the ……. range will still be enormous.

18. There are three classic ……………….. ways of dealing with the incompetent.

19. ….. management is necessary for the organization as it will strengthen industrial relations.

20. The actual jobs are fairly pointless ones in

which ……. people can hide without doing.

21. Some

business owners believe that whether you give bonuses or not, you should also

provide ..... rewards for jobs well

done.

22. The end

of year is not the only time bonuses can be.....out.

23. Bangs recommends.... bonuses for goals attained at the time of the achievement.

A. provided

B. providence

C. providing

D. providently

24. ..... management systems record the results of this process in a database.

25. Human skill involves the ............. to interact effectively with people.

26. E-Recruitment is the process of ……… recruitment using electronic resources, in particular the internet.

27. Companies and recruitment agents have moved much of their recruitment process online so as to improve the speed by which candidates can be matched with live …………..

28. Using database technologies, and online job advertising boards and search engines, employers can now fill posts in a fraction of the time …………..possible.

29. Using an online e-Recruitment system may potentially save the employer time as usually they can……. rate the candidate and several persons in HR independently.

30. The internet, which reaches a large number of people and can get immediate ………….has become the major source of potential job candidates and well known as online recruitment or E-recruitment.

31. However, it may ……….many unqualified candidates

and may not increase the diversity and mix of employees.

32. In terms of HRM, the internet has radically

changed the recruitment function from the …………and job seekers' perspective.

33. Employee relation involves the …............ of

work concerned with maintaining employer- employee relationships that

contribute to satisfactory productivity, motivation and morale.

34. Employee relation is concerned with ... …….......

and resolving problems involving individuals which arise out of affect work

situations.

35. Advice is provided to ...... ………........ on how to correct poor performance and employee misconduct.

36. The progressive ..... …......... and regulatory and other requirements must be considered.

37. Information is provided to employees to ........

a better understanding of management’s goals and policies.

38. Information is also provided to employees to

assist them in ........... poor performance.

39. Employee’s pressure for higher production, ………..…. and profits can result in unsafe working condition.

40. A safe hygienic work environment is the basic

and common requirement of every employee irrespective of his …. or status in

the organization.

41. It is the moral as well as …responsibility of every employer to provide a workplace.

42…………….their employees againsts the dangers of

accidents and industrial diseases.

43. Very minor accidents may create major ….

disputes.

44. Designing and operations of man, machine

environment …. will ensure mental and

physical rest to the human beings.

45. Scientific management is a ……………….

for the organization.

46. The employer must try to accommodate the

employee ………….. possible for example, amending or adapting their duties to

suit the disability.

47 ………….. is

a form of employment in which two or more people do a single job or take on a

specific role within a company, each person working part-time.

48. Reward is the compensation which an employee

receives from an organization mainly refer to ………….for his or her service.

49. Reward has compensatory function; it is an

exchange of the service one employee has ………….or the retribution for the done

work.

50. Great managers attend to continuous process improvement,

monitor progress …………….objectives, and track and report the data that allows

for solid fact-based decisions.

51.Staffprofit is the amount of employees ……….. and leaving the company within a period of time.

52. A contract is required to be made by those who

are legally capable, a condition called

…………..

53. Executive search firms or "headhunters" are

industry terms for a third-party …… who seeks out candidates often once

normal recruitment efforts have failed.

54. Headhunters

are generally ……… more aggressive than in-house recruiters or may have

existing industry experience and contacts.

55. Headhunters

may also purchase…… lists of names and job titles but more often will

generate their own lists.

56. They may

arrange a meeting or a ……… interview between their client and the candidate

and will usually prepare the candidate for the interview, help negotiate the

salary and conduct closure of the search.

57..............

are frequently members in good standing of industry trade groups and

associations.

58. Headhunters

will often attend trade shows and other meetings nationally or even …… that

may be attended by potential candidates and hiring managers.

59. Headhunters

are typically small operations that make high margins on ………. placements

(sometimes more than 30% of the candidate’s annual compensation).

60. Due to

their higher costs, headhunters are usually ………to fill senior management and

executive level roles.

61. Headhunters

are also used to recruit very specialized ………; for example, in some fields,

such as emerging scientific research areas, there may only be a handful of

top-level professionals who are active in the field.

62. In this

case, since there are so few ………..candidates, it makes more sense to directly

recruit them one-by-one, rather than advertise internationally for

candidates.

63. While

in-house recruiters tend to…………candidates for specific jobs, headhunters will

attract both candidates and actively seek them out as well.

64. They may

network, cultivate……….. with various companies, maintain large databases,

purchase company directories or candidate.

65. Headhunters

are increasingly using ………..social

media to find and research

candidates. This approach is often called social………….