Midterms

Question 1

> the process of systematically reviewing human resource requirements to ensure that the number of employees matches the required skills
the process of matching internal and external supplies of people with job opening anticipated in the organization over a specific period of time

Answer 1

Human Resource Planning

Question 2

the determination of the overall organizational purpose and goals and how they are to be achieved.

Answer 2

Strategic Planning

Question 3

What are the 2 important components of HRP?

Answer 3

1. Requirement
2. Availability

Question 4

involve determining the number and types of employees needed. The level of skills has to be determined and matched with the plan operations.

Answer 4

Requirement

Question 5

the firm determines whether there is a surplus or shortage of manpower.

Answer 5

Availability

Question 6

Aspects of Human Resource Planning (enumeration)

Answer 6

1. Systematic Forecasting of Manpower Needs
2. Performance Management
3. Career Management
4. Management Development

Question 7

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

Answer 7

Systematic Forecasting of Manpower Needs

Question 8

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

Answer 8

Performance Management

Question 9

Determining, planning and monitoring the career aspiration each individual in the organization and developing them for improved productivity

Answer 9

Career Management

Question 10

Assessing and determining the developmental needs managers for future succession requirements.

Answer 10

Management Development

Question 11

Five Steps in Human Resource Planning

Answer 11

1. Determining the workload inputs based on the corporate goals and objectives.
2. Studying the jobs in the company and writing the job description and job specification.
3. Forecasting of manpower needs
4. Inventory of Manpower
5. Improvement Plans

Question 12

Factors that should be considered in determining work inputs

Answer 12

1. Business Development and Assumptions
2. Corporate Planning
3. Economic Forecasts
4. Changes in Plans and Products
5. New Product Lines
6. Mergers and Consolidations

Question 13

an informative documentation of the scope, duties, tasks, responsibilities and working conditions related to the job listing in the organization through the process of job analysis.

Answer 13

Job Description

Question 14

defines the knowledge, skills and abilities that are required to perform a job in an organization.

Answer 14

Job Specification

Question 15

Determination of the number and skills of people required for the work.

Answer 15

Forecasting of manpower needs

Question 16

An analysis of the present manpower to determine whether it has enough or less or more personnel than required.

Answer 16

Inventory of Manpower

Question 17

Planning Techniques in
HR Management

Answer 17

1. Skills Inventory
2. Ratio Analysis
3. Cascade Approach
4. Replacement Approach
5. Commitment Planning Approach
6. Successor Planning Approach

Question 18

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

Answer 18

Skills Inventory

Question 19

In this technique, the personnel who are promotable to the higher positions are identified together with their backup or understudy.

Answer 19

Ratio Analysis

Question 20

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

Answer 20

Cascade Approach

Question 21

Under this approach, the 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 21

Replacement Approach

Question 22

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

Answer 22

Commitment Planning Approach

Question 23

This approach takes into consideration the different components of the old plan and increase them. Proportionately by the desired expansion rate stated by management as to the total manpower needs.

Answer 23

Successor Planning Approach

Question 24

Important Elements in Strategic Human Resource Planning

Answer 24

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

Question 25

Estimating the number of current employees and those that could be available in the future.

Answer 25

Human Resource Availability Projections

Question 26

comparing what is needed with what is available in terms of numbers, mix, skills and technologies

Answer 26

Analyzing and Evaluating Human Resource Gaps

Question 27

Maintaining accurate information concerning the composition, assignments, and capabilities of the current workforce.

Answer 27

Employee Information

Question 28

Utilizing historical data and reliable ratios. This includes direct and indirect labor and adjusting the same with productivity trends.

Answer 28

Human Resource Forecast

Question 29

is conducted to determine the responsibilities inherent in the position as well as the qualifications needed to fulfill its responsibilities

Answer 29

Job Analysis

Question 30

consists of the responsibility and duties performed by an individual. There are as many positions in a firm as there are employees.

Answer 30

Position

Question 31

group of positions that are similar in their duties. In some instance, only one position may be involved simply because no other similar position exists.

Answer 31

Job

Question 32

group of jobs that are similar as to the kind of work and are found throughout an industry.

Answer 32

Occupation

Question 33

the procedure used for determining/ collecting information relating to the operations and responsibility of a specific job. The end results are job description and job specification.

Answer 33

Job Analysis

Question 34

organized, factual statements of the duties and responsibilities of a specific job.

Answer 34

Job Description

Question 35

a written explanation of the minimum acceptable human qualities necessary for effective performance of a given job.

Answer 35

Job Specifications

Question 36

grouping if jobs on some specified basis such as the kind of work or pay.

Answer 36

Job Classification

Question 37

systematic and orderly process of determining the worth of a job in relation to other jobs.

Answer 37

Job Evalutaion

Question 38

coordinated and aggregated series of work elements used to produce an output.

Answer 38

Tasks

Question 39

a task-based or work-oriented technique describing the work performed.

Answer 39

Functional Job Analysis

Question 40

Specific Information Provided by Job Analysis

Answer 40

1. Job title and location 2. Organizational relationship 3. Relation to other jobs 4. Job summary 5. Information concerning job requirements

Question 41

brief explanation of the number of persons supervised (if applicable) and job title of the position supervised.

Answer 41

Organizational relationship-

Question 42

describes and outlines the coordination required by the job.

Answer 42

Relation to other jobs

Question 43

condensed explanation of the content of the job.

Answer 43

Job summary

Question 44

usually provides information about machines, tools, materials, mental complexity and attention required, physical demands, and working conditions.

Answer 44

Information concerning job requirements

Question 45

Uses of Job Analysis Information

Answer 45

1. Preparing the job description and writing the job specifications 2. Recruitment and selection 3. Determining the rate of compensation 4. Performance appraisal 5. Training 6. Career planning and development 7. Safety 8. Labor relations

Question 46

particularly valuable for professional and technical jobs that mainly involve thinking and problem solving.

Answer 46

INTERVIEW

Question 47

especially useful when jobs consist mainly of observable physical activity.

Answer 47

Observation

Question 48

Usually the least costly method for collecting a large amount of information in a short period of time.

Answer 48

QUESTIONNAIRES

Question 49

a recording by job incumbents of job duties, frequency of the duties, and when the duties are accomplished.

Answer 49

EMPLOYEE RECORDING/ USE OF LOG BOOK-

Question 50

STEPS IN CONDUCTING JOB ANALYSIS

Answer 50

Step 1: Examine the total organization and the fit of each job Step 2: Determine the purpose of JA Step 3: Select job to be analyzed Step 4: Collect data by using acceptable JA techniques Step 5: Prepare the Job Description Step 6: Prepare the Job Specification Step 7: Use info from Steps 1-6 for Job Design, Planning, Selection and Training, Recruitment, Performance Appraisal, Compensation, etc.

Question 51

Basic criteria for writing the job specification

Answer 51

1. Knowledge 2. Skills 3. Ability 4. Personal Characteristics 5. Credentials 6. Technical requirements

Question 52

body of information one needs to perform the jobs

Answer 52

Knowledge

Question 53

the capability to perform a learned motor task such as word processing skills

Answer 53

Skills

Question 54

the capability needed to perform non-motor tasks such as communication abilities

Answer 54

Ability

Question 55

an individual’s traits such as tact, assertiveness, concern for others etc.

Answer 55

Personal Characteristics

Question 56

proof or documentation that an individual possesses certain competencies

Answer 56

Credentials

Question 57

include criteria such as educational background, related work experience, and training.

Answer 57

Technical requirements

Question 58

Internal Hiring Advantages

Answer 58

> Provides greater motivation for good performance > Provides greater promotion opportunities for present employees > Improves morale and organizational loyalty > Enables employee to perform the new job with little loss of time > Familiar with the organization on how it operates

Question 59

Internal Hiring Disadvantages

Answer 59

> Promotes inbreeding (narrowing of thinking and stale ideas) > Creates political in-fighting and pressures to compete > Requires a strong management development program > Creates a homogenous workforce

Question 60

external hiring advantages

Answer 60

> Provides new ideas and new insights > Allows employee to make changes without having to please constituent groups > Does not change the present hierarchy

Question 61

external hiring disadvantages

Answer 61

> Loss of time due to adjustment > Destroys incentive of present employees to strive for promotions > No information is available if the applicant can blend with the rest of the group

Question 62

Steps in the selection process

Answer 62

Step 1: Job Analysis to Prepare JD and JS Step 2: Preliminary Screening, Application Blank, and Interview Step 3: Employment Interview Step 4: Employment Testing Step 5: Background Investigation/Reference Check Step 6: Final Interview Step 7: Selection Decision Step 8: Physical Examination Step 9: Placement on the Job