When it comes to leadership development programs, many employees ________.

A. refuse to work with an executive coach

B. only want to seek out a mentor and nothing else

C. want to know about the necessary qualities to become a high-potential leader

D. want to know what it takes to step into a role that pays more

In most organizations, high-potentials _______.

A. typically self-identify by stepping forward to request leadership development

opportunities

B. are typically identified by senior executives

C. are called hippies

D. or what is sometimes called high-potential talent is extremely common and not

at all valuable

Which of the following statements is accurate?

I. When acquiring technology companies, one important HR challenge is talent

retention

II. Equal employment opportunity is equal opportunity to attain or maintain

employment in a company, organization, or other institution

III. Job design is a systematic process used to identify the tasks, duties,

responsibilities and working conditions associated with a job and the knowledge,

skills, abilities and other characteristics required to perform that job

A. I only

B. I and II only

C. I and III only

D. All the statements above are accurate

_______ is the process of forecasting the supply and demand for human

resources within an organization and developing action plans for aligning the

two.

A. Human resource planning

B. Strategic planning

C. Business acumen

D. Job analysis

Due to technological changes and the availability of searchable electronic

information some job analysis tasks are performed using the _______.

A. Occupational Information Network (O*NET)

B. Occupational Outlook Network (OONET)

C. Electronic Data Gathering, Analysis, and Retrieval system (EDGAR)

D. Business Source Complete (BSC)

PLEASE ANSWER ALL:)