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LabMan > M-3 > Flashcards

M-3 Flashcards

(55 cards)

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1
Q

TRANSCRIBE SWOT

A

STRENGTH
WEAKNESS
OPPORTUNITIES
THREATS

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2
Q

POSITIVE CHARACTERISTICS AND ADVANTAGES

A

STRENGTH

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3
Q

NEGATIVE CHARACTERISTIC AND DISADVANTAGES

A

WEAKNESS

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4
Q

FACTORS AND SITTUATION WHICH CAN ENHANCE AND/OR IMPROVE`

A

OPPORTUNITIES

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5
Q

FACTORS, SITUATION THAT CAN HINDER

A

THREATS

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6
Q

USING STRENGTHS TO TAKE ADVANTAGE OF OPPORTUNITIES

A

S-O STRATEGY

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7
Q

USING STRENGTH TO AVOID THREATS

A

S-T STRATEGY

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8
Q

OVERCOMING WEAKNESS BY TAKING ADV OF OPPORTUNITIES

A

W-O STRATEGY

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9
Q

MINIMIZE WEAKNESS AND AVOID THREATS

A

W-T STRATEGY

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10
Q

S-O
S-T
W-O
W-T

ALSO KNOWN AS

A

SO = ATTACK STRATEGIES
ST = DEVELOP S.
WO = REINFORCE S.
WT = AVOID S.

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11
Q

OBTAINING, USING, AND MAINTAINING A SATISFIED WORKFORCE

A

PERSONNEL MANAGEMENT

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12
Q

HE SAID PERSONNEL MANAGEMENT IS PLANNING, ORGANIZING, COMPENSATING AND MAINTENANCE OF PEOPLE FOR PURPOSE OF CONTRIBUTING

A

FLIPPO

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13
Q

HE SAID PERSONNEL MANAGEMENT IS CONCERNED WITH HUMAN RESOURCE OF AN ORG

A

BRECH

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14
Q

FUNCTION OF PERSONNEL MANAGEMENT (3)

A

EMPLOYMENT
DEVELOPMENT
COMPENSATION

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15
Q

PM IS AN EXTENSION TO __

A

GENERAL MANAGEMENT

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16
Q

PERSONNEL MANAGEMENT EXIST TO __ LINE MANAGERS

A

ADVISE AND ASSIST

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17
Q

HEAD OF PERSONNEL DEPARTMENT

A

PERSONNEL MANAGER

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18
Q

PERSONNEL MANAGER PERFORMS __ FX

A

MANAGERIAL AND OPERATIVE

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19
Q

ROLE OF PERSONAL MANAGER (3)

A

COUNSELOR
MEDIATOR
SPOKESMAN

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20
Q

MANPOWER PLANNING AKA

A

HUMAN RESOURCE PLANNING

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21
Q

MANPOWER PLANNING CONSIST OF PUTTING:

A

RIGHT NUMBER OF PEOPLE
RIGHT KIND OF PEOPLE AT RIGHT PLACE
RIGHT TIME

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22
Q

STEPS IN MANPOWER PLANNING

A

ANALYZE CURRENT MANPOWER

MAKE FUTURE M. FORECAST

DEVELOPING EMPLOYMENT PROGRAM

DESIGN TRAINING PROGRAM

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23
Q

FACTORS TO CONSIDER IN ANALYZING CURRENT MANPOWER

Study These Flashcards
A

TYPE OF ORG
NUMBER OF DEPT
EMPLOYEES IN THESE UNITS

24
Q

MANPOWER FORECAST: INCLUDES INFORMAL DECISION

Study These Flashcards
A

EXPERT FORECAST

25
PANEL OF EXPERT AKA
DELPHI TECHNIQUE
26
MANPOWER FORECAST: NEEDS CAN BE PROJECTED
TREND ANALYSIS
27
REQUIRES NUMBER AND TYPE OF EMPLOYEES TO PERFORM JOBS
WORKLOAD ANALYSIS
28
ANALYSIS OF EXISTING WORKFORCE
WORKFORCE ANALYSUS
29
IMPORTANCE OF MANPOWER PLANNING
MOTIVATION BETTER HUMAN RELATIONS HIGHER PRODUCTIVITY
30
ATTRACTING, SELECTING CANDIDATES FOR JOBS
RECRUITMENT
31
TYPES OF RECRUITMENT
INTERNAL AND EXTERNAL
32
RECRUIT,EMT WITHIN THE ORG
INTERNAL RECRUIT,EMT
33
INTERNAL SOURCES OF RECRUITMENT (3)
TRANSFER PROMOTION RE-EMPLOYMENT
34
RECRUITMENT OUTSIDE ORG
EXTERNAL RECRUITMENT
35
EXTERNAL RECRUTIMENT: AT THE BULLETIN BOARD/ FACTORY WORKERS
EMPLOYMENT AT FACTORY LEVEL
36
EXTERNAL RECRUTIMENT: COVERS WIDE AREA OF MARKET
ADVERTISMENT
37
ADVERTISMENT MEDIUM (3)
TV NEWSPAPER SOCMED
38
EXTERNAL RECRUTIMENT: RUN BY GOVERNMENT
EMPLOYMENT EXCHANGE
39
EXTERNAL RECRUTIMENT: RECRUITS AND SUPPLY MANPOWER
EMPLOYMENT AGENCIES
40
EXTERNAL RECRUTIMENT: INSTITUTIONS THAT SERVE AS SOURCE
EDUCATIONAL INSTITUTION
41
PROCESS OF PUTTING RIGHT MEN ON THE JOB
EMPLOYEE SELECTION
42
POSITIVE EMPLOYMENT SELECTION - POOL OF APPLICANTS
RECRUITMENT
43
NEGATIVE RECRUITMENT PROCESS
SELECTION
44
PSB MEANS
PERSONNEL SELECTION BOARD
45
EMPLOYEE SELECTION PROCESS
PAWEMA PRELIMINARY INTERVIEW APPLICATION FORMS WRITTEN EXAM EMPLOYMENT INTERVIEW MEDICAL EXAM APPOINTMENT LETTER
46
ELIMINATES CANDIDATES WHO DID NOT MEET MINIMUM
PRELIMINARY INTERVIEW
47
WRITTEN TESTS (3)
APTITUDE TEST INTELLIGENCE TEST REASONING TEST
48
ONE ON ONE INTERACTION BETWEEN INTERVIEWER AND CANDIDATE
EMPLOYMENT INTERVIEW
49
ENSURES PHYSICAL FITNESS
MEDICAL EXAMINATION
50
ENHANCES SKILLS OF EMPLOYEES
TRAINING Q
51
BENEFIT OF TRAINING
IMPROVES MORALE LESS SUPERVISION FEWER ACCIDENTS INSCREASED PRODUCTIVITY
52
METHODS OF TRAINING
ON THE JOB TRAINING OFF THE JOB TRAINING
53
LEARNING BY DOING, INTERNSHIP
ON THE JOB TRAINING
54
TRAINING AWAY FROM WORKING CONDITION
OFF THE JOB TRAINING
55
4 FX OF PERSONNEL MANAGEMENT
MANPOWER PLANNING RECRUITMENT SELECTION TRAINING

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