Promotion leads to shifting of an existing employee from a lower position to a higher position. The candidate who deserves it, is given the promotion. Hence, it does not infuse disatisfaction among existing employees and the employee from within the organisation is promoted.

The shifting of an employee from one job without a substantial change in the responsibilities is called transfer. The person is given the same position as before. For instance, the production manager is shifted from Ahmedabad to Surat. 

 Promotion is the upward vertical shifting of employees. As in promotion an employee is given a higher position than before, for instance the supervisor becomes assistant manager due to his efficiency, it is upward vertical shifting. 

 It is the purpose of placement, as it is the process of matching the candidates with the jobs in the organisation. Under this process every selected candidate is assigned a job most suitable to him. So, its purpose is to fit the square pegs into square holes that is the right person to the right job.

 Piece-rate system is not suitable when specialised artistic skill is required. For instance, special artistic skill is required for glass painting and it takes time to complete it as there must be concentration on every miunte details. Thus, piece-rate system is not suitable for specialised artistic skill that there should be maximum production.

Planning is not a part of staffing, as it is a course of action to be taken in future. It is not concerned with filling in the various job positions. 

 On-the-job training method is suitable when the organization has to be economical, as no instructor is required to be appointed. Moreover no special place or equipment is required. Hence, these expenses are saved and thus, it is economical.

It is a continous process because new jobs may be created and some of the existing employees may leave the organisation.

 This does not happen in job rotation. When the trainee is shifted from one place to another, he has to adjust fast. The slow learner cannot adjust easily at the place he/she is shifted to and hence,  it does not helps to improve the skill of slow learners.

 It is in casual callers that the database of unsolicited candidates is kept. The database is kept to call the candidates in future, to fill the vacancies as they arise. The database is maintained by the organisation in the computers.

 It is the trade test which measures the existing skills of an individual. Hence,  the trade test measures the actual skills possessed. It tests the level of knowledge and proficiency in the area of profession or technical training. 

 Development refers to not only those activities which improve job performance but also those activities which bring about the growth of the personality. In development, the individual grows in all repects. It is the widest term, as training is related to only job performance, whereas a person may not be educated, but he or she may grow himself or herself in all fields.

 It is not meant primarily for technical staff, but for managerial staff. It is training which is meant for technical. For instance an employee may receive training for operate a computer, which is a technical field. Hence this statement is not true about development.

 In direct recruitment, a notice is placed on the notice board of the enterprise specifying the details of the job available. In this just the notice is to be placed, no fees is to be paid to outside party, it is quite inexpensive. It is also quite easy as it is not required to go anywhere. 

 Case study is a method of training that helps to understand real life experiences. It is because it is taken from the real life experiences of organisations, cases attempts to describe real life problems as accurately as possible.

 Web publishing is a wider source of recruitment. In web publishing there is information about job vacancy on the websites such as www.naukri.com, www.shine.com. People not only in India, but all over the world can see the vacancy on these webistes. 

 In programmed instruction the information is broken into meaningful units and these units are arranged into meaningful units and these units are arranged in a proper way to form a logical and sequential learning package. 

 Acquainting and skill development are concerned with training. The training is the process in which the employee gets familiar with the job and develops his or her skill.

 Identification and attraction is concerned with recruitment. It is the process of searching the prospective employees and stimulating or attracting them to apply for jobs in an organisation.

 Transfer does not always increases the productivity of staff. Frequent and repeated transfers actually decreases the productivity and efficiency as it takes time to adjust at a place and prove one's efficiency. By the time the employee is adjusted at a place, he is shifted to another place.