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LABMAN FINALS > personnel management > Flashcards

personnel management Flashcards

(59 cards)

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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)

25
 Aka HR planning
Manpower Planning
26
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
MANPOWER PLANNING
27
2 TYPES OF RECRUITMENT
INTERNAL AND EXTERNAL RECRUITMENT
28
SOURCES OF INTERNAL RECRUITMENT
Its sources are primarily:  Transfers (dept or basta within org)  Promotion (through internal job postings)  Re-employment of exemployees
29
SOURCES OF EXTERNAL RECRUITMENT
Some external recruitment sources are:  Advertisement  Employment agencies  Educational institution  Recommendations  Labor contractors
30
The process of putting right men on the right job.
EMPLYEE SELECTION
31
It is a procedure of matching organizational requirements with the skills and qualifications of people
EMPLOYEE SELECTION
32
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
effective matching
33
PROCESS OF EMPLOYEE SELECTION
1. PRELIMINARY INTERVIEW 2. WRITTEN TEST 3. EMPLOYMENT INTERVIEW 4. MEDICAL EXAM 5.APPOINTMENT LETTER
34
PERSONNEL MANAGEMENT FUNCTIONS
1. MANPOWER PLANNING 2. RECRUITMENT 3. EMPLOYEE SELECTION 4. TRAINING
35
Eliminates candidates the eligibility requirements that is mentioned or given out by the org  Shortlists people who do not havenecessary skills for the job
PRELIMINARY INTERVIEW
36
 To objectively assess candidate potential
WRITTEN TEST
37
Used to find whether candidate suits job or not  Facilitates validation of the information submitted
EMPLOYMENT INTERVIEWS
38
will hinder performance of employee or candidate
ABSENTEEISM
39
Process of enhancing the skills, capabilities and knowledge of employees for doing a particular job
TRAINING
40
leads to high quality performance
MoldING employees thinking
41
BENEFITS OF TRAINING
1. IMPROVES EMPLOYEE MORALE 2. LESS SUPERVISION 3. FEWER ACCIDENTS 4. CHANCES OF PROMOTION 5. CHANES OF PROMOTION 6. IMCREASED PRODUCTIVITY
42
METHODS OF TRAINING
OFF THE JOOB AND ON THE JOB TRAINING
43
Employees are trained like ????????????? working conditions are simulated
Employees are trained like training room in company, working conditions are simulated
44
LEARNING BY DOING
IN THE JOB
45
LEARNING BEFORE DOING
ON THE JOB TRAINING
46
Generally deals with: o Avoiding and resolving issues (which may arise or influence work scenario)
EMPLOYEE RELATIONS
47
= 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
Employee indiscipline
48
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
Employee grievance =
49
employee fail to meet their own expectations (personal, career, goals or self respect)
Employee stress =
50
IMPROVING EMPLOYEE RELATION
BASHAIN
51
s refers to the working environment and to the non-pay aspects of an employee’s terms and conditions of employment
WORKING CONDITION
52
VARIOUS SERVICES AND BENEFITS TO WORKERS
Health services or programs Physical examinations Employee services (
53
records pertaining to employees of an organization. (Factual, accumulated info)
PERSONNEL RECORDS
54
TYPES OF PERSONNEL RECORDS
RECORD OF EMPLOYEES Wages and salaries records Training and development records Health and safety record Service records
55
READ PERSONNEL RECORDS
JSK
56
PERFORMANCE APPRAISAL TOOLS AND TECHNIQUES
Ranking AND . Forced distribution methods
57
Done against another employee. Similar functions are usually ranked
RANKNING
58
Raters are required to allocate a certain percentage of rates to certain categories  Categories and percentage dat allotted for performance appraisal
FORCED DISTRIBUTION METHODS
59
Different design or format could be done in this appraisal. The more important function the higher the percentage to truly represent evaluation of worK
FORCED DISTRIBUTION METHOD

LABMAN FINALS (6 decks)

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