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LABMAN FINALS > personnel management > Flashcards

personnel management Flashcards

1
Q

It is the planning, organizing, compensation,
integration and maintenance of people for the
purpose of contributing to

A

organizational, individual
and societal goals

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2
Q

HRM OR PM
More administrative in nature

A

pm

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3
Q

encompasses goal and visions

A

HRM

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4
Q

workforce-centred

A

PM

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5
Q

s resource-centred.

A

HRM

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6
Q

is about developing and managing harmonious
relationship at workplace and striking balance
between org and indiv goals

A

HRM

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7
Q

The organizational or service unit in org

A

hrd

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8
Q

Established by top management to assist other
units in performance of tasks in organization
performing their diff managament functions in
the enterprise

A

HRD

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9
Q

Is the main function and responsibility of
management

A

HRM

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10
Q

Specifically supervisors,and managers (sila sa
planning org, directing, controlling coordinating
work to subordinates to achieve org goals

A

HRM

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11
Q

IMPORTANCE OF PM

A

 Equal opportunity for advancement in any org
(promotion or advance to next level in hierarchy,
since personnel management is taken care of they’ll
achieve indiv goals)
 Rewards employees for efficient performance
 Motivate who failed to reached standards as regards
to time, cost, quantity, and quality in the
performance of their work

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12
Q

3 ELEMENTS OF PERSONNEL MANAGEMENT

A

ORGANIZATION, JOB, PEOPLE

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13
Q

It is the framework of many activities taking
place in view of goals available in a certain
concern
 Physical framework of various interrelated
activities

A

ORG

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14
Q

Tells us the activities to be performed

A

JOB

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15
Q

Goals of an enterprise can only be achieved
through t

A

he function of the department and
the functions for the joB

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16
Q

Main gain of org structure is to

A

achieve goals,
presense of manpower is important

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17
Q

Without this, goals will not be realised,
achievements not be carried ou

A

PEOPLE

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18
Q

Performs both managerial and operative functions
of managemenT

A

PERSONNEL MANAGER

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19
Q

ROLES OF PERSONNEL MANAGER

A
  1. Provides assistance to top management
    (Inbetween the hierarchy)
    (Can ba catagorized as middle level manager : all
    kinds of policies related to personnel workforce, HR,
    can be framed out by top management and it will
    be cascaded down)
  2. Advices the line manager as a staff specialist
    (acts like an advisor helps in dealing with various
    personnel matters
  3. Councellor
    (attends to problems, grieviances of employees and
    guide them. Tries to solve the company problem of
    people in organization)
  4. Mediator
    (link in management and workers. Listens to people
    at the bottom of hierarchy and voices it out to
    decision makers in top mgmt)
  5. Spokesman
    (since direct contact with employee siya rep. sa
    committees appointed by government. represents
    the company in dealing with people outside and
    represents company in training programs)
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20
Q

(Inbetween the hierarchy)
(Can ba catagorized as middle level manager : all
kinds of policies related to personnel workforce, HR,
can be framed out by top management and it will
be cascaded down

A

PROVIDE ASSISTANCE TO TOP MANAGEMENT

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21
Q

(acts like an advisor helps in dealing with various
personnel matter

A

Advices the line manager as a staff specialist

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22
Q

(attends to problems, grieviances of employees and
guide them. Tries to solve the company problem of
people in organization

A

COUCNELLOR

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23
Q

(link in management and workers. Listens to people
at the bottom of hierarchy and voices it out to
decision makers in top mgmt)

A

MEDIATOR

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24
Q

(since direct contact with employee siya rep. sa
committees appointed by government. represents
the company in dealing with people outside and
represents company in training programs)

A

SPOKESMAN

25
Q

 Aka HR planning

A

Manpower Planning

26
Q

Consists of putting right number, in the right
kind, at the right place, in the time doing right
things for which they are suited for
achievement of company goals
 Plan people and put them where they excel

A

MANPOWER PLANNING

27
Q

2 TYPES OF RECRUITMENT

A

INTERNAL AND EXTERNAL RECRUITMENT

28
Q

SOURCES OF INTERNAL RECRUITMENT

A

Its sources are primarily:
 Transfers (dept or basta
within org)
 Promotion (through internal
job postings)
 Re-employment of exemployees

29
Q

SOURCES OF EXTERNAL RECRUITMENT

A

Some external recruitment sources
are:
 Advertisement
 Employment agencies
 Educational institution
 Recommendations
 Labor contractors

30
Q

The process of putting right men on the right
job.

A

EMPLYEE SELECTION

31
Q

It is a procedure of matching organizational
requirements with the skills and qualifications
of people

A

EMPLOYEE SELECTION

32
Q

Effective selection can only be done when there
is ?????????????. By selecting best
candidate for the required job, the organization
will get quality performance of employees

A

effective matching

33
Q

PROCESS OF EMPLOYEE SELECTION

A
  1. PRELIMINARY INTERVIEW
  2. WRITTEN TEST
  3. EMPLOYMENT INTERVIEW
  4. MEDICAL EXAM
    5.APPOINTMENT LETTER
34
Q

PERSONNEL MANAGEMENT FUNCTIONS

A
  1. MANPOWER PLANNING
  2. RECRUITMENT
  3. EMPLOYEE SELECTION
  4. TRAINING
35
Q

Eliminates candidates the eligibility
requirements that is mentioned or
given out by the org
 Shortlists people who do not
havenecessary skills for the job

A

PRELIMINARY INTERVIEW

36
Q

 To objectively assess candidate
potential

A

WRITTEN TEST

37
Q

Used to find whether candidate
suits job or not
 Facilitates validation of the
information submitted

A

EMPLOYMENT INTERVIEWS

38
Q

will hinder
performance of employee or
candidate

A

ABSENTEEISM

39
Q

Process of enhancing the skills, capabilities
and knowledge of employees for doing a
particular job

A

TRAINING

40
Q

leads to high
quality performance

A

MoldING employees thinking

41
Q

BENEFITS OF TRAINING

A
  1. IMPROVES EMPLOYEE MORALE
  2. LESS SUPERVISION
  3. FEWER ACCIDENTS
  4. CHANCES OF PROMOTION
  5. CHANES OF PROMOTION
  6. IMCREASED PRODUCTIVITY
42
Q

METHODS OF TRAINING

A

OFF THE JOOB AND ON THE JOB TRAINING

43
Q

Employees are trained like
?????????????
working conditions are
simulated

A

Employees are trained like
training room in company,
working conditions are
simulated

44
Q

LEARNING BY DOING

A

IN THE JOB

45
Q

LEARNING BEFORE DOING

A

ON THE JOB TRAINING

46
Q

Generally deals with:
o Avoiding and resolving issues (which
may arise or influence work scenario)

A

EMPLOYEE RELATIONS

47
Q

= employee do
not behave as per the accepted normsof behaviour (ex. Absenteeism, mingle
with employee, low or slow perf).
Important in relating to people in org

A

Employee indiscipline

48
Q

dat safe
environment, treat fairly, proper
benefits and incentives, heard in
decision making in the company. Part
of the management to meet this
failure. Most company shut down due
to this

A

Employee grievance =

49
Q

employee fail to
meet their own expectations
(personal, career, goals or self
respect)

A

Employee stress =

50
Q

IMPROVING EMPLOYEE RELATION

A

BASHAIN

51
Q

s refers to the working
environment and to the non-pay aspects of an
employee’s terms and conditions of employment

A

WORKING CONDITION

52
Q

VARIOUS SERVICES AND BENEFITS TO WORKERS

A

Health services or programs
Physical examinations
Employee services (

53
Q

records pertaining to
employees of an organization. (Factual, accumulated
info)

A

PERSONNEL RECORDS

54
Q

TYPES OF PERSONNEL RECORDS

A

RECORD OF EMPLOYEES
Wages and salaries records
Training and development records
Health and safety record
Service records

55
Q

READ PERSONNEL RECORDS

A

JSK

56
Q

PERFORMANCE APPRAISAL TOOLS AND TECHNIQUES

A

Ranking AND . Forced distribution methods

57
Q

Done against another employee. Similar
functions are usually ranked

A

RANKNING

58
Q

Raters are required to allocate a certain
percentage of rates to certain categories
 Categories and percentage dat allotted for
performance appraisal

A

FORCED DISTRIBUTION METHODS

59
Q

Different design or format could be done in
this appraisal. The more important function
the higher the percentage to truly represent
evaluation of worK

A

FORCED DISTRIBUTION METHOD

LABMAN FINALS (6 decks)

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