MIDTERM IN HRM

Question 1

Defined as the function of management, concerned with promoting and enhancing the development of work effectiveness and advancement of the human resources in the organization.

Answer 1

Human Resource Management

Question 2

a systematic accumulation of facts, and their analysis and interpretation, and their use to arrive at a satisfactory conclusion.

Answer 2

Science

Question 3

proficiency in the practical application of knowledge acquired through study, experience or observation

Answer 3

Art

Question 4

refers to that function which locates competent employees and getting them to work for the organization.

Answer 4

Staffing

Question 5

the acquisition of skills, knowledge and attitudes which enable people to achieve their current and future individual and objectives.

Answer 5

Training and Development

Question 6

refers to the process of activating behavior sustaining it and directing it towards a particular goal.

Answer 6

Motivation

Question 7

is that function of HRM that insures employee retention and the motivation for more and better productivity.

Answer 7

Maintenance

Question 8

The pursuit of survival and growth would mean changes in the way organizations perform their activities. Globalization is an example of strategies adapted by the world’s economic institutions.

Answer 8

Economic Forces

Question 9

The conduct of operations of organizations is regulated, in many aspects, by government legislations.

Answer 9

. Government Regulations

Question 10

an organization form to represent the interest of workers in bargaining with employers for contract s concerning wages, fringe benefits and working conditions.

Answer 10

Labor Unions

Question 11

Survival and competition among and between organizations require adaptation of the most useful advances in technology.

Answer 11

Advances in Technology

Question 12

The practice of HRM has been largely influence by eminent thinkers. They were able to formulate theories as a result of extensive research.

Answer 12

Management Thought

Question 13

a member of the top executive group, is responsible for the formulation of personnel policies and program which will serve as the foundation for an efficient personnel administration in a company for it to realize its goal and objectives and allow the employees to develop their individual career goals.

Answer 13

The HR Manager

Question 14

a new college graduate may start as a personnel assistant in a medium-size organization.

Answer 14

Entrance Level

Question 15

the promotion to a higher level depends on the ability and capability of the personnel assistant to acquire the skills necessary in the HR functions.

Answer 15

Supervisory Level

Question 16

at this level the HR practitioner has acquired the above skills. However, at this point, the concentration of the HR is the effective management of the different areas of personnel functions.

Answer 16

Managerial Level

Question 17

an approach that specifies the tasks that constitute a job for an individual or group.

Answer 17

JOB DESIGN

Question 18

Specialization is an important consideration in designing jobs. Requires a worker to concentrate on one particular type of work, labor costs are reduced in several ways.

Answer 18

Job specialization and enrichment

Question 19

A method of giving an employee more responsibility that includes some of the planning and control necessary for job accomplishment.

Answer 19

Job Enrichment

Question 20

the grouping of a variety of tasks about the same skill level.

Answer 20

Job Enlargement

Question 21

To improve the quality of work life, job satisfaction and motivation of employees.

Answer 21

Psychological Components

Question 22

a powerful motivator and it is use in the form of bonuses, gain sharing and incentive system.

Answer 22

Money

Question 23

which are given in cash or stock options, are often used to motivate executives

Answer 23

Bonuses

Question 24

are rewards given to employee when the organization has improved its performance.

Answer 24

Gain sharing

Question 25

are monetary rewards to individuals or groups based on production above the standard requirement.

Answer 25

Incentive systems

Question 26

a work scheduling system in which workers are required to work a number of hours per week.

Answer 26

Flex-Time

Question 27

the arrangement under compressed workweeks calls for performing one week’s work in a less than five days.

Answer 27

Compressed Workweeks

Question 28

Private colleges and universities are example of institutions which hire part-time employees.

Answer 28

Part-Time Employment

Question 29

A systematic investigation of the tasks, duties and responsibilities required in a job, and the necessary skills knowledge, and abilities someone needs to perform the job adequately.

Answer 29

JOB ANALYSIS

Question 30

refer to job-specific terms.

Answer 30

Job Oriented Activities

Question 31

refer to human behaviors, mental processes, or personal job demands that are done on the job.

Answer 31

Worker Oriented Activities

Question 32

refer to human abilities that are required to perform a job.

Answer 32

Ability Requirements

Question 33

are other factors which may be needed to be identified like motivational characteristics present in the job, working conditions and the work schedule.

Answer 33

Job Characteristics

Question 34

a method of job analysis in which analyst observes the person performing the job and takes notes to describe the tasks and duties performed.

Answer 34

Observation

Question 35

a method that requires the job analyst to personally meet and interview the job holder.

Answer 35

Interview

Question 36

it is a relative ease in obtaining information from a large number of employees within a period of time.

Answer 36

Questionnaire

Question 37

a written statement of the tasks, duties and responsibilities in a job. It indicates what the jobholder does, how it is done, under what conditions it is done, and why it is done.

Answer 37

Job Description

Question 38

a statement defining the qualifications of the person needed to do the job. It list the skills, experience, training and other qualifications the individual need s to perform the job satisfactorily

Answer 38

Job Specification

Question 39

the process of systematically reviewing human resource requirements to ensure that the number of employees matches the required skills. is that activity undertaken to make sure that activity undertaken to make sure that the right quantity and quality of manpower are available at the exact time and place that they are needed.

Answer 39

Human Resource Planning

Question 40

the determination of the overall organizational purpose and goals and how they are to be achieved. Human resource is the integral component of a strategic plan, which greatly affects productivity and organization performance.

Answer 40

Strategic Planning

Question 41

forecasting human requirement involves determining the number and types of employee needed.

Answer 41

Requirement

Question 42

refer to existing manpower that could be re-assigned to new positions or be promoted to higher vacant positions.

Answer 42

Internal Sources

Question 43

refer to positions that are not available inside the organization and need to be sourced out.

Answer 43

External Sources

Question 44

when employee requirements have been analyzed, the firm determines whether there is a surplus or shortage of manpower.

Answer 44

Availability

Question 45

the basis of business conditions and forecasts, manpower needs are planned and monitored closely.

Answer 45

Systematic Forecasting of Manpower Needs

Question 46

analyzing, improving and monitoring the performance of each employee and of the organization as a whole.

Answer 46

Performance Management

Question 47

determining, planning and monitoring the career aspirations of each individual in the organization and developing them for improved productivity.

Answer 47

Career Management

Question 48

assessing and determining the developmental needs of managers for future succession requirements.

Answer 48

Management Development

Question 49

This approach involves the listing of all the skills possessed by the workforce and they are made to relate to the requirements of the organization.

Answer 49

Skills Inventory

Question 50

This approach wherein the personnel who are promotable to the higher positions are identifies with their backup or understudy.

Answer 50

Ratio Analysis

Question 51

This approach is the setting of objectives flows from the top to the bottom in the organization so that everyone gets a chance to make his contribution.

Answer 51

Cascade Approach

Question 52

HRP is done to have a body of manpower in the organization that is ready to take over existing jobs on a one-to-one basis within the organization.

Answer 52

Replacement Approach

Question 53

This technique involves the supervisors and personnel in every component of the organization on the identification of manpower needs in terms, skills, replacement, policy, working conditions and promotion so that human resource in the organization may be up to the challenge of current and future operations.

Answer 53

Commitment Planning Approach

Question 54

The approach knows as successor planning takes into consideration the different components of the old plan and increase them proportionately by the desires expansion rate stated by management.

Answer 54

Successor Planning Approach