hrm lng quiz

Question 1

also known as the adult version of a playground – is the habitat of different types of colleagues. As is the case with a playground, every workplace has its rules and every colleague has their own personality. Some of these we prefer over others.

Answer 1

The workplace

Question 2

TYPES OF COLLEAGUES

Answer 2

1.THE WINNER
2.THE SILENT HERO
3.THE MENTOR
4.THE VETERAN
5.THE ALLY
6.THE COMEDIAN
7.THE GOSSIP
8.THE SWEET TALKER
9.THE COMPLAINER
10. THE POLITICIAN
11. THE LAZYBONES
12.THE NEWBIE

Question 3

This is the person your manager will look at if something needs to be done. Basically, the ____can be described as the ideal employee. The ____is the go-to person for important moments or big projects.

Answer 3

THE WINNER

Question 4

the type of person that does their job without really taking credit for it. Nevertheless, this colleague is a really important part of your team. They simply preferkeeping a low profile.

Answer 4

THE SILENT HERO

Question 5

The _______would love to teach you more than only the technical side of the job. They lovesharing their knowledge and will provide you with a broader perspective on the way of working in your company and sector.

Answer 5

THE MENTOR

Question 6

the ________doesn’t have a statue of themselves in the company’s cafeteria. However, this colleague has been part of your organization for a long time.

Answer 6

THE VETERAN

Question 7

consider the ______as a friend during and after office hours. This colleague can adopt many roles: a person who listens to your ideas, the one you can confide in or someone who drags you through difficult times

Answer 7

THE ALLY

Question 8

The _____ brings a casual and playful atmosphere to the workplace. They see life through rose-colored glasses and are masters at avoiding tense situations.

Answer 8

THE COMEDIAN

Question 9

“Have you heard what happened to X during the meeting?”, “Is it true they want to fire people?”, “Are those two really dating?”. These are all questions to which The__________will be happy to give you an answer. Some love to invent shocking stories, others spend their time telling juicy stories.

Answer 9

THE GOSSIP

Question 10

The —————- strategy is simple: doing almost anything to benefit from their superior. Saying nice things, giving compliments, … This will usually lead to this person walking over their colleagues, but hey, that’s part of the deal.

Answer 10

THE SWEET TALKER

Question 11

The ___________would only be an asset, would the company make profit out of complaining. Experience teaches it is rarely positive to be around someone who grumbles all the time. This kind of behaviour can be the result of frustration, boredom, stress or being unhappy at work.

Answer 11

THE COMPLAINER

Question 12

The _________comes in all shapes and sizes. Have you ever met someone you thought was an ally, who then stabbed you in the back by presenting your idea like it was theirs?

Answer 12

.THE POLITICIAN

Question 13

The ________is just like a fata morgana. They lookreally busy, while actually passing their responsibilities onto others and still taking credit for them.

Answer 13

THE LAZYBONES

Question 14

The __________is possibly a young graduate or someone else who recently joined the company.

Answer 14

THE NEWBIE

Question 15

Four Basic Terms of Manpower Forecasting

Answer 15

1. Long Term Trend
2. Cyclical Variation
3. Seasonal Variations
4. Random Variation

Question 16

usually done for a period of five years or more depending on the company operations and customer demands.

Answer 16

1. Long Term Trend

Question 17

This refers to reasonable and predictable movements that occur over a period of one year or more.

Answer 17

2. Cyclical Variation

Question 18

This is a reasonable prediction change over a period of one year.

Answer 18

3. Seasonal Variations

Question 19

This is one occasion where there is no special pattern and it is quite difficult to predict or determine.

Answer 19

4. Random Variation

Question 20

Human Resource Forecasting Techniques

Answer 20

1. The Zero-Base Forecasting Approach
2. The Bottom Up Approach
3. Use of Predictor Variables
4. Simulation

Question 21

it uses the organizations current level of employment as the starting point for determining future staffing needs.

Answer 21

1. The Zero-Base Forecasting Approach

Question 22

this forecast uses the progression upward method from the lower organization units to ultimately provided the aggregate forecast of employment needs.

Answer 22

2. The Bottom Up Approach

Question 23

This method uses the past employment levels to predict future requirements.

Answer 23

3. Use of Predictor Variables

Question 24

it is a technique for the testing of alternatives on mathematical models representing the real world situation.

Answer 24

4. Simulation

Question 25

Important Elements in Strategic HRP.

Answer 25

1. Organizational Goals 2. Human Resource Forecast 3. Employee Information 4. Human Resource Availability Projections 5. Analyzing and Evaluating Resource Gaps

Question 26

The final component to the strategic process is that of strategy evaluation and control. It is extremely important for the company to constantly monitor the effectiveness of both the strategy and the implementation process.

Answer 26

Strategy Evaluation and Control

Question 27

Human Resource Role in Providing Competitive Advantage

Answer 27

a. Emergent Strategies b. Intended Strategies

Question 28

consist of strategies that evolve from the grassroots of the organization and can be thought of as what the organizations actually do.

Answer 28

a. Emergent Strategies

Question 29

are the results of the rational decision-making by top management as they develop strategic plans.

Answer 29

b. Intended Strategies

Question 30

- is any organized approach to obtaining relevant and timely information on which to base human resource decisions.

Answer 30

Human Resource Information System (HRIS)

Question 31

It is designed to provide information that is ____________

Answer 31

SMART 1. Systematic 2. Management-Oriented 3. Applicable 4. Result-Oriented 5. Time Bound

Question 32

information must be systematically arranged and contain the needed data.

Answer 32

1. Systematic

Question 33

data and information are essential tools for effective manpower planning, retention, development and separation of employees.

Answer 33

2. Management-Oriented

Question 34

data and information stored in file must be applicable in making human resource decision.

Answer 34

3. Applicable

Question 35

the results from the information and the decisions derived thereat must be both acceptable to management and the employees’ concern.

Answer 35

4. Result-Oriented

Question 36

relevant human resource information are necessary for effective decision-making.

Answer 36

5. Time Bound

Question 37

Software Application for HRM

Answer 37

1. Staffing Application 2. Human Resource Planning Applications

Question 38

common application used in the area of staffing include the following: a. applicant recruiting and tracking b. DOLE reporting requirement c. developing a master employee data base d. staffing application for decision making.

Answer 38

1. Staffing Application

Question 39

involves company specific applications in determining future employee turnover, growth rate and promotion pattern, and other personnel movement.

Answer 39

2. Human Resource Planning Applications

Question 40

is the process of attracting the best individuals to join the company on a timely basis in sufficient numbers and meeting the qualification requirements, thereby encouraging them to apply for the jobs in the organization.

Answer 40

Recruitment

Question 41

Sources of Manpower

Answer 41

a. Internal Source b. External Sources

Question 42

these are qualified candidates from the company and within the ranks of its present employees,

Answer 42

a. Internal Source

Question 43

the hiring from the outside source is a management option.

Answer 43

b. External Sources

Question 44

Methods of Human Resource Recruitment

Answer 44

1. Job Posting 2. Word-Of-Mouth System 3. Advertising Media 4. Walk Ins and Unsolicited Applicants 5. Campus or University Recruitment 6. Job Fair and Open House 7. Government Agencies 8. Radio and Television 9. Internet

Question 45

this is the process by which internal recruitment is accomplished. Every time a position become available it is posted in the company bulletin board for the information of all interested party. The standard time for job posting is a period of one week to two weeks.

Answer 45

Job Posting

Question 46

this method of recruitment is found to be effective in local situations. It is one of the least expensive recruitment systems. As soon as people learn that there’s a job opening, the word spreads around.

Answer 46

Word-Of-Mouth System

Question 47

one popular and often effective means of soliciting applicants is advertising it through the media, like newspaper, magazines, radio or television.

Answer 47

Advertising Media

Question 48

these are ads that do not reveal the identity of the company, instead they give a box number where the resume or pertinent papers will be forwarded.

Answer 48

Blind Ads

Question 49

these unsolicited applicants could be possible source of outstanding employees. They are not, however treated seriously by the human resource department or the company receptionist.

Answer 49

Walk Ins and Unsolicited Applicants

Question 50

colleges are undisputable sources of talent for an organization to tap. Recent graduates are considered highly desirable for companies to select, groom and develop recruits from top schools in the country.

Answer 50

Campus or University Recruitment

Question 51

are popularly increasing as recruitment sources. The organizational representatives of the company gather and interview several applicants over a period of one or two days in some specific field. Brief interview are conducted during the job fair. Applicants submit resume and bio data for immediate reference.

Answer 51

Job Fair and Open House

Question 52

some local government units have their placement offices that look for possible employment for their constituents. The DOLE has also an agency that complies applications for referral to the different companies.

Answer 52

Government Agencies

Question 53

are now used as mediums for manpower recruitment. Since the coverage of the advertisement is of great magnitude, more qualified applicants can be reached and could even tempt other applicants who are not actually looking for jobs.

Answer 53

Radio and Television

Question 54

company profiles and job placements could eventually come into the internet. While this method is not frequently resorted to at the moment, it will come easy and handedly in the future.

Answer 54

Internet

Question 55

SELECTION OF HUMAN RESOURCES

Answer 55

-Identify need & develop position description -recruitment planning -sourcing & advertising -assess & interview candidates -selection & offer of employment -onboarding for success

Question 56

process of determining from among the applicants who can meet the job requirements and can be offered for vacant position of the organization.

Answer 56

Selection

Question 57

SELECTION PROCEDURE ON HOW TO GET THE MOST QUALIFIED APPLICANTS

Answer 57

1. Stage 1 – Establishing selection procedure. 2. Sate 2 – Identify and choose selection criteria, predictors and instruments to be used. 3. Stage 3 – Gather and evaluate information about applicants. 4. Stage 4 – Make communication decisions whether to select or to reject.

Question 58

WHO MAKES THE SELECTION DECISIONS?

Answer 58

operating department executives The final decision to hire usually is left up to operating department executives. The final user of the human resources makes the decision on who is to be hired among the applicants screened by the HRD.

Question 59

Senator

Answer 59

1. Bong Go 2. Bam Aquino 3. Bato dela Rosa 4. Erwin Tulfo 5.Kiko Pangilinan 6. Rodante Marcoleta 7.Ping Lacson 8. Tito Sotto 9. Pia Cayetano 10. Camille Villar 11. Lito Lapid 12. Imee Marcos

Question 60

Dean of the College of Business Management.

Answer 60

Dr. Carlito R. Ostria

Question 61

Standard selection of HR

Answer 61

1. Reception Applicant 2. Application Form 3. Initial Interview 4. Employment Test 5. Interview with the immediate supervisor or manager 6.Physical and medical examination 7. Hiring 8. Orientation

Question 62

PRF

Answer 62

PERSONNEL REQUIREMENT FORM

Question 63

The different departments of the organization make personal requisition to the HRD on their manpower requirement through PERSONNEL REQUIREMENT FORM (PRF) duly approved by the management concerned: It specifies the following:

Answer 63

1. The position and number required. 2. The job specifications. 3. The personal qualities needed for a worker to do the job successfully.

Question 64

seek to measure the ability of the applicant over the existing organizational structure.

Answer 64

Selection procedures

Question 65

commonly focus on the applicant’s social abilities as well as his task abilities.

Answer 65

Test and interviews

Question 66

This tries to match the personal qualities of the applicants with the job requirements. This matching procedure begins with and is based upon an evaluation of the applicant’s strengths and weaknesses. The result of this evaluation are then measured against the job standards of the position.

Answer 66

SELECTION AND JOB MATCHING