Marketing and Sales are not primary functions of Human Resource Management.

The primary goal of the recruitment process is to attract qualified candidates who meet the job requirements.

Headhunting is not a common method of recruitment, as it is typically used for highly specialized or executive positions.

The purpose of a job analysis is to identify the tasks and responsibilities of a job, as well as the qualifications and skills required to perform the job effectively.

Work samples are not a common method of selection, as they are typically used for highly specialized or technical positions.

The primary goal of training and development is to improve employee performance by providing them with the knowledge, skills, and abilities they need to perform their jobs effectively.

Mentoring is not a common type of training, as it is typically used for developing leadership and management skills.

The purpose of performance management is to evaluate employee performance, provide feedback to employees, identify areas for improvement, and make decisions about rewards and promotions.

Forced ranking is not a common method of performance evaluation, as it can be demotivating for employees.

The primary goal of employee development is to help employees reach their full potential by providing them with the opportunities and resources they need to grow and develop.

Tuition reimbursement is not a common type of employee development, as it is typically provided as a benefit rather than a development opportunity.

The primary goal of compensation and benefits is to attract and retain qualified employees by providing them with competitive pay and benefits.

Profit sharing is not a common type of compensation, as it is typically only offered to executives and senior managers.

The primary goal of employee relations is to maintain a positive relationship between employees and management by resolving conflicts, representing employees in negotiations, and ensuring that employees are treated fairly and equitably.

Arbitration is not a common type of employee relations issue, as it is typically used to resolve disputes between unions and management.