Q. In traditional focus, providing opportunities for learning is the part of

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Q. In a career development focus, the information about individual interests and preferences is a part of

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Q. When the employee's high expectations confront the reality of the boring job, it is called

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Q. The 'strategy' that employees seek for interesting jobs and greater advancement opportunities, is known as

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Q. In a career development focus, the addition of development plans is a part of

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Q. In a career development, providing support in employee's development plans, is regarded as

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Q. 'Coaching of employees' does not include

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Q. In the talent management end to end process, the workforce compensation management leads to

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Q. A marketing concept, holding a society's long-term interest, belongs to

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Q. Providing personal development opportunities, shifting of an employee from one job to another, without altering their job designation, considered as a

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Q. In the 'ABC' approach which is used in formulating hypothesis, the "C" stands for

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Q. Professional competence and consistency is exhibited by

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Q. Modifying selection procedures for senior employees is a step towards

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Q. The re-assignment of work, related to job in another part of the organization, at similar position is called

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Q. In traditional focus, the rewards based on the production is the part of

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Q. The process of attracting, selecting, training and promoting employees through a particular firm is called

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Q. The employees 'career hazards' are dealt in

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Q. In traditional focus, the ratings or rewards are the part of

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Q. In the talent management end to end process, the workforce and succession planning leads to

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Q. The transition to independent contracts status is an example of

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