Chap 5 Flashcards
(105 cards)
1
Q
may be defined as the management function that determines human resource needs, recruits, selects, trains and develop human resource for jobs created by an organization.
A
Staffing
2
Q
the staffing process consists of the following series of steps:
A
- Human resource planning
- recruitment
- selection
4.induction and selection
5.training and development
6.performance appraisal
7.employment decisions (monetary rewards, transfers, promotion and demotions)
8.separations
3
Q
it is undertaken to match people with jobs so that the realization of the organization’s objective will be facilitated
A
Staffing
4
Q
The planned output of any organization will require a systematic deployment of human resources at various levels. to be able to do this, the engineer manager will have to involve himself with _______
A
human resourceplanning
5
Q
human resource planning may involve three activities:
A
- Forcasting
- Programming
- Evaluation and Control.
6
Q
which are attempts to identify thye major variables that are related to or have caused past conditions and then current measures of there variables to predict future conditions
A
explanatory or casual models
7
Q
which use of historical data to develop forecasts of the future
A
time series method
8
Q
three major types of explanatory models
A
1.regression models
2. econometric models
3.leading indicators
9
Q
which is an assessment of future human resource needs in relation to the current capabilities of the organization
A
forecasting
10
Q
which means translating the forcasted human resource needs to personnel objectives and goals.
A
programming
11
Q
which refers to monitoring human resource action plans and evaluating their success
A
evaluation and control
12
Q
methods of forecasting
A
- time series method
- explanatory or casual models
3,monitoring methods
13
Q
forecasting method that examines the association between two or more variables
A
regression model
14
Q
a system of regression equation estimated from past time series data and used to show the effect of various independent variables on various dependent variables
A
econometric models
15
Q
refers to time series that anticipate business cycle turns
A
leading indicators
16
Q
are those that provide early warning signals of siginificant changes in established patterns and relationships so that the engineer manager can assess the likely impact and plan responses if required
A
monitoring methods
17
Q
refers to attracting qualified persons to apply for vacant positions in the company so thet those who are best suited to serve the company may be selected
A
recruitment
18
Q
when the management wants to fill up certain vacancies, the following sources may be tapped
A
- the organization’s current employees
- newspaper advertising
3.schools
4.referrals from employees.
- recruitment firms
- competitors
19
Q
some of the _____ may be qualified to occupy positions higher than the ones they are occupying. they should be considered
A
the organization’s current employees
20
Q
there are at least _____ major daily newspaper distributed throughout the Philippines
A
three
21
Q
readership is higher during what day?
A
sunday
22
Q
representative companies may interview applicants inside campuses
A
school
23
Q
current employees sometimes recommend relative and friends who may be qualified
A
referrals from employees
24
Q
some companies specifically formed to assist client firms in recruiting qualified persons
A
recruitment firms
25
these are useful sources of qualified but underutilized personnel
competitors
26
for entry level personnel, the engineer manager will likely rely on
newspaper, advertising, schools and referrals
27
when recruiting managers the reliable sources are
current employees, recruitment firms and competitors
28
refers to the act of choosing from those that are available the individuals most likely to suceed on the job.
selection
29
a requisite for effective selection is?
the preparation of a list indicating that an adequate pool of candidates id available
30
purpose of selection
to evaluate each candidate and to pick the most suited for the position available
31
ways of determining the qualification of a job candidate
1.application blanks
2.references
3.interviews
4. testing
32
provides information about person's characteristics such as age, marital status, address, educational background, experiences and special talent
application blanks
33
are those written by previous employers, co-workers, teachers, club officer, etc.
references
34
their statement may provide some vital information on the character of the applicant
references
35
information may be gathered in an ____ by asking a series of relevant questions to the job candidate
interviews
36
this involves an evaluation of the future behavior or performance of an individual
testing
37
types of test
1. psychological tests
2. physical examination
38
which is an objective, standard measure of a sample behavior
psychological tests
39
phychological test may be classified into:
1, aptitude test
2. performance test
3. personality test
4. interest test
40
one used to measure a person's capacity or potetntial ability to learn
aptitude test
41
one used to measure a person's current knowledge of a subject
performance test
42
one used to measures personality traits as dominance, sociability and conformity
personality tes
43
one used to measure a person's interest in various field of work
interest test
44
a type of test given to assess the physical health of an applicant
physical examination
45
it is given to assure that the health of the applicant is adequate to meet the job requirements
physical examination
46
the new employee is provided with the necessary information about the company his duties, responsibilities and benefits are relayed to him
induction
47
the new employee is introduced to immediate working environment and co-workers
orientation
48
in orientation what are the following discussed
location, rules, equipment, procedures, and training plans
49
if the newly hired employee is assessed to be lacking the becessary skills required by the job
___ becomes a necessity
training
50
training programs consist of two general types namely:
1. training programs for non managers
2. training and educational programs for executives
51
the new employee undergoes the "_______" by pairing him with an experienced employee and having one on one discussion with the manager
socialization process
52
refers to the learning that is provided in order to improve performance on the present job.
training
53
this type of training is directed to nonmanagers for specific increases in skill and knowledge to perform a particular job
training programs for non managers
54
are those taken which provide more emphasis on education rather than training.
Special courses
55
where the trainer is placed in an actual work situaton under the direction of hid immediate supervisor, who acts as trainer
on-the-job training
56
where a combination of on-the-job training and experiences with classroom instruction in particular subjects are provided to trainees
apprenticeship program
57
where the trainee is placed in a situation almost exactly the same as the workplave where machines, materials, and time constraints are present.
vestibule school
58
four methods of training programs for non managers
1. on-the-job training
2. vestibule school
3.apprenticeship program
4. special cources
59
where the trainee is provided with a set of notes, messages, telephone calls, letters,and reports, all pertaining to a certain company
situation.
In-basket
60
The training needs of managers may be classified into four areas:
decision-making skills, interpersonal skills, job knowledge, and organizational knowledge.
61
The decision-making skills of the manager may be enhanced through any of the following methods of training:
1. In-basket
2. Management games
3. Case studies
62
is a training methodwhere “trainees are faced
with a simulated situation and are required to make an ongoing series of decisions about that situation.
Management games
63
It emphasizes “the manager’s world, improves communication skills, offers rewards of solving
a mystery, possesses the quality of illustration,
and establishes concrete reference points for ~
connecting theory with practice.
Case studies
64
The interpersonal competence of the manager may be developed through any of the following methods:
1. Role-playing
2. Behavior modeling
3. Sensitivity training
4. Transactional analysis
65
this method presents actual situations in organizations and enable one to examine successful and unsuccessful operations.
Case studies
66
the purpose of this method is to improve the skill of the trainees in human relations, supervision, and leadership.
Role-playing
67
is a method by which the trainees are assigned roles to play in a given case incident.
Role-playing
68
The trainee is expected to adapt the behavior of the model and use it effectively in some instances later on.
Behavior modeling
69
They are provided with a script or a description of a given problem and of the key persons they are to play.
Role-playing
70
this method attempts to influence the trainee by “showing model persons behaving effectively in a problem situation.”
Behavior modeling
71
under this method, awareness and sensitivity to behavioral patterns of oneself and others are developed.
Sensitivity training
72
is a training method intended “to help individuals not only understand themselves and others but also improve their interpersonal communication skills.
Transactional analysis
73
In acquiring knowledge about the actual job the manager is currently holding, the following methods are useful:
1.On-the-job experience
2. Coaching
3.Understudy
74
this method provides valuable opportunities for the trainee to learn various skills while actually engaged in the performance of a job.
On-the-job experience
75
this method requires a senior manager to assist a lower-level manager by teaching him the needed skills and generally providing directions, advice, and helpful criticism.
The senior manager must be skilled himself and have the ability to educate, otherwise the method will be ineffective.
Coaching
76
under this method, a manager works as assistant to a higher-level manager and
participates in planning and other managerial
functions until he is ready to assume such
position himself. Once in a while, the assistant
is allowed to take over.
Understudy
77
under this method, the manager is given assignments in a variety of departments. The purpose is to expose him to different functions of the organization.
Position rotation
78
In the attempt to increase the trainee’s knowledge of the total organization, exposure to information and events outside of his immediate job is made, In this regard,
the following methods are useful:
1. Position rotation
2.Multiple management
79
To achieve this, a junior board of directors is created consisting of junior executives as members. The board is given the authority to discuss problems that the senior board could discuss. The members are encouraged to take a broad business outlook rather than concentrating on their specialized lines of work.
Multiple management
80
this method is premised on the idea that junior executives must be provided with means to prepare them for higher management positions.
Multiple management
81
is the measurement of employee performance.
Performance appraisal
82
The purposes for which performance
appraisal is made are as follows:
1. To influence, in a positive manner, employée
performance and development,
2.To determine merit pay increases;
3.To plan for future performance goals:
4.to determine training and development needs;
5.To assess the promotional potential of employees.
83
an employees performance may be measured using any of the following methods:
1.Rating scale method
2.Essay method
3.Management by objectives method
4.Assessment center method
5.Checklist method
6.Work standards method
7.Ranking method
8.Critical-incident method
84
where each trait or characteristic to be rated is represented by a line or scale on which the rater indicates the degree to which the individual possesses the trait or characteristic
Rating scale method
85
where the evaluator composes statements that best describe the person evaluated
Essay method
86
where specific goals are set collaboratively for the organization as a whole, for various subunits, and for each individual member.
Management by objectives method
87
in this method Individuals are then, evaluated on the basis of how well they have achieved the results specified by the goals.
Management by objectives method
88
where one is evaluated by persons other than the immediate superior. this method is used for evaluating managers
Assessment center method
89
where the evaluator checks statements on a list that are deemed to characterize an employee's behavior or performance.
Checklist method
90
where standards are set for the realistic worker output and later on used in evaluating the performance of nonmanagerial employees.
Work standards method
91
here each evaluator arranges employees in rank order from the best to the poorest.
Ranking method
92
where the evaluator recalls And writes down specific (but critical) incidents that indicate the employee's performance.
Critical-incident method
93
After evaluating the performance of employees
(managerial or otherwise), the management will now be ready to make ________
employment decisions.
94
these are given to employees whose performance is at par or above
standard requirements.
Monetary rewards
95
this refers to a movement by a
person into a position of higher pay and greater responsibilities and which is given as a reward for competence and ambition.
Promotion
96
this is the movement of a person to
a different job at the same or similar level of
responsibility in the organization.
Transfers
97
this are made to provide growth opportunities for the persons involved or to get rid of a poor performing employee.
Transfers
98
this is a movement from one position to another which has less pay or responsibility attached to it.
demotion
99
_____ are made to provide growth opportunities for the persons involved or to get rid of a poor performing employee.
Transfers
100
is used as a form of punishment or as a temporary measure to keep an employee until he is offered a higher position,
Demotion
101
is either a voluntary or involuntary termination of an employee.
Separation
102
When made voluntarily, the organization’s management must find out the ______.
real reason
103
is the last option that the management exercises when an employee's performance is poor or when he/she committed an act violating the company rules and regulations.
Involuntary separation (or termination)
104
separations may be classified as
voluntary or involuntary.
105
Employment decisions are classified as:
monetary rewards, promotion, transfer, and demotion.
