554. Match the following.
| List-I | List-II |
| a. Markov analysis | 1. Files of personnel education, experience, interest, skill etc that allow managers to quickly match job openings with employee backgrounds. |
| b. Replacement chart | 2. Study of firm's past employment needs over a period of years to predict future needs. |
| c. Skill inventories | 3. Method for tracking the pattern of employee movements through various jobs. |
| d. Trend analysis | 4. A profile of jobholders department wise and offers a snapshot of who will replace, if there is a job opening. |
555. Match the following.
| List-I | List-II |
| a. Assessment centre | 1. Informing applicants about all aspects of the job, including both its desirable and undesirable facts. |
| b. Test | 2. A standard objective measure of a person's behaviour, performance or attitude. |
| c. Simulation exercise | 3. A technique that evaluates employee potential through multiple type of group and individual exercises and multiple rates. |
| d. Realistic job/preview | 4. A test that duplicates many of the activities and problems, an employee faces while at work. |
556. Which one of the following is the qualitative method of Demand Forecasting Technique of Human Resource Planning?
558. . . . . . . . . best defines how well a test or selection procedure measures a person's attributes.
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