A few years have passed since tech company NVision launched their new games console, Superbox. The product was once a star, with high, rising sales, but it is now selling quite poorly. In fact, it's selling so poorly that NVision are no longer making a return on the product.
Which of the following strategies would be the BEST for NVision to implement?

• A.Develop the product for a specific market segment who continue to have a need for it
  - this will allow NVision to sell the product at a higher price.
• B.Pull out of the market or, if possible, sell the rights of Superbox to an individual or company who is willing to carry it on.
• C.Allow the product to follow its natural life-cycle.
• D.Keep costs low and continue to sell the console.

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There are several inter-related activities thought critical in implementing internal marketing. Which THREE are valid?

• A.Social media
• B.Internal communications
• C.Regular customer surveys
• D.Competitor analysis
• E.Advertising
• F.Internal customer segmentation

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Shortly after starting his new role within R, Q begins to suspect that the training opportunities he was offered at interview are unlikely to materialise. Upon discussing his concerns with his manager, Q is made to feel as though his expectations regarding training opportunities were unrealistic as everything included within his employment contract had been honoured. Which of the following applies to the above situation?

• A.Misunderstanding of the job description
• B.Recruitment into the wrong role
• C.Breach of employment contract
• D.Breach of psychological contract

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According to Ansoff, which of the following marketing strategies should be adopted when introducing an existing product to a new market?

• A.Diversification
• B.Market penetration
• C.Product development
• D.Market development

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Human Resource Management (HRM) and Personnel are different.
Which of the following is NOT a characteristic of Human Resource Management (HRM)?

• A.HRM views employees as assets.
• B.HRM focuses on facilitation rather than negotiation.
• C.HRM addresses both operational and strategic matters.
• D.HRM relies on a modern, transactional approach.

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