1. Historically organizatizations have made executive hiring decisions based on competencies only, but this trend is now changing with increasing focus is also placed on candidate's potential, that is the ability to adapt to ever-changing business environments. T/F
2. A firm's strategy is different from it's HR strategy. T/F
3. A focus on skill-based hiring can improve the talent shortage that many organizations currently face. T/F
4. Although employees and managers often think of performance appraisal as synonymous with performance management, the two are not the same. T/F
5. The two main purposes of performance management and providing feedback and assessing performance. T/F
6. One of the root causes of performance management failure is poor implementation. T/F
7. A compensation strategy is intended to always achieve a more egalitarian pay structure.T/F
8. A compensation strategy is linked with a firm's HR strategy. T/F
9. Organizations that use benefits as a strategic tool for recruiting and retaining talent report better overall company performance and above-average effectiveness in recruitment and retention compared with organizations that do not. T/F
10. The application of big data in human resource management can compromise employee's security and privacy and should be avoided at all cost. T/F