Q. The type of career planning which prioritize the career of individuals over the needs of organization is classified as

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Q. In general career periods, the individuals who are in their early career stage belong to age group of

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Q. The testing techniques which furnish the information about interpersonal traits, job preferences and leadership style are classified as

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Q. The collection of all the exercises and instrument that are used to identify individual needs for development is classified as

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Q. The second step of HR development process in any organization is

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Q. The fourth step in development process in organization is

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Q. The process of improving the ability of employees regarding handling of assignments is classified as

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Q. In general career periods, the individuals who are in there mid-career stage belongs to age group of

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Q. In the mentoring relationships, the second mentoring stage which consists of two to five years and helps employees gaining self-confidence is considered as

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Q. The series of positions that a person occupies throughout the life regarding job is classified as

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Q. In the mentoring relationships, the third mentoring stage in which employees experiences the independence but with little anxiety is considered as

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Q. In general career periods, the individuals who are in there end of career stage belongs to age group of

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Q. The situation in any organization which occurs when women fails to make promotion for top management positions is classified as

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Q. The approach in organization which helps in breakthrough of glass ceiling culture is classified as

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Q. In general career periods, the individuals who are in there late career stage belong to age group of

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Q. The video conferencing, video streamlining, live chat and web based courses are all the forms of

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Q. In the mentoring relationships, the fourth mentoring stage in which friendship takes part in employee's relationship is considered as

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Q. The career period in which individuals are concerned about part time employment and retirement is classified as

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Q. The development of replacement charts which ensures the sufficient capabilities of individuals is one of the activity to begin

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Q. The promotion are made available from within and the competitive advantages based on the human resources are focuses of

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