A. human process intervention
B. techno structural interventions
C. strategic intervention
D. HRM interventions
Related Mcqs:
- The reward of performance must have some value for the employee, an example of __________?
A. expectancy
B. instrumentality
C. valence
D. de-expectancy - The manager reviewing and evaluating the reward system is the part of?
A. antecedents
B. behavior
C. consequences
D. counseling - In traditional focus, the reward is based on?
A. training and development
B. performance appraisal
C. recruiting and placement
D. compensation and benefits - The compensations and reward packages are designed for employees, must help company to achieve its?
A. mission
B. vision
C. strategic goals
D. compensation strategy - The compensations and reward packages are designed for employees, must help company to achieve its?
A. mission
B. vision
C. strategic goals
D. compensation strategy - The reward given to workers whose work exceeds some set standards is called _________?
A. financial incentives
B. non-financial incentives
C. effective incentives
D. ineffective incentives - The new performance ‘appraisal systems’ and incentives usage is the part of __________?
A. mobilize commitment
B. consolidation of gains
C. creating guiding coalition
D. reinforcement of new programs - Formulating and executing HR systems that produce employee competencies and behaviors needed to achieve the company’s strategic aims is/are_____________?
A. Strategic HR Management
B. Strategy executjon
C. HR strategies
D. Strategic implementation - In the talent management end to end process, the learning management systems lead to?
A. succession planning
B. performance management
C. compensation management
D. e-recruiting - The method of disciplining, which usually involves the systems of paid decision-making leaves and oral warnings is classified as?
A. punitive discipline
B. distributive discipline
C. descriptive discipline
D. no punitive discipline
