staffing

Question 1

defined as the management function that determines human resource needs, recruits, selects, trains, and develops human, resources for jobs created by an organization.

Answer 1

staffing

Question 2

is undertaken to match people with jobs so that the realization of the organization of the organization’s objectives will be facilitated.

Answer 2

staffing

Question 3

staffing series of steps. (8)

Answer 3

1. human resource planning
2. recruitment
3. selection
4. induction and orientation
5. training and development
6. performance appraisal
7. employment decisions
8. separations

Question 4

3 activities in human resource

Answer 4

-forecasting
-programming
-evaluation and control

Question 5

is an assessment of future human resource needs in relation to the current capabilities of the organization.

Answer 5

forecasting

Question 6

means translating the forecasted human resource needs to personnel objectives and goals.

Answer 6

programming

Question 7

refers to monitoring human resource action plans and evaluating their success.

Answer 7

evaluation and control

Question 8

3 methods of forecasting

Answer 8

1. time series methods
2. explanatory, or casual models
3. monitoring methods

Question 9

3 major types of explanatory models

Answer 9

-regression models
-econometric models
-leading indicators

Question 10

refers to attracting qualified persons to apply for vacant positions in the company so that those who are best suited to serve the company may be selected.

Answer 10

recruitment

Question 11

source of applicant (6)

Answer 11

1. organization’s current employees
2. newspaper advertising
3. schools
4. referrals from employees
5. recruitment firms
6. competitors

Question 12

are good sources of applicants

Answer 12

shools

Question 13

are useful sources of qualified but underutilized personnel.

Answer 13

competitors

Question 14

refers to the act of choosing from those that are available the individuals most likely to succeed on the job.

Answer 14

selection

Question 15

the purpose of this is to evaluate each candidate and to pick the most suited for the position available.

Answer 15

selection

Question 16

qualifications of a job candidate (4)

Answer 16

1. application blank
2. references
3. interviews
4. testing

Question 17

provides information about a person’s characteristics such as age, marital status, address, etc.

Answer 17

application blank

Question 18

after reading this, the evaluator will have some basis on whether or not to proceed further in evaluating the applicant.

Answer 18

applications blank

Question 19

are those written by previous employees, co-workers, etc.

Answer 19

references

Question 20

information may be gathered by asking a series of relevant questions to the job candidate.

Answer 20

interview

Question 21

involves an evaluation of the future behavior or performance of an individual.

Answer 21

testing

Question 22

2 types of tests

Answer 22

1. psychological test
2. physical examination

Question 23

4 categories of psychological test

Answer 23

-aptitude
-performance
-personality
-interest

Question 24

is an objective standard of measure of a sample behavior.

Answer 24

psychological test

Question 25

used to measure a person's capacity or potential ability to learn.

Answer 25

aptitude

Question 26

used to measure a person's current knowledge of a subject.

Answer 26

performance

Question 27

used to measure personality traits as dominance, sociability, and conformity.

Answer 27

personality test

Question 28

used to measure a person's interest in various fields of work.

Answer 28

interest test

Question 29

type of test given to assess the physical health of an applicant.

Answer 29

physical examination

Question 30

given to assure that the health of the applicant is adequate to meet the job requirements

Answer 30

physical examination

Question 31

provides new employees with the necessary information about the company.

Answer 31

induction

Question 32

introduced to the new employees the immediate working environment and co-workers.

Answer 32

orientation

Question 33

refers to the learning that is provided in order to improve performance on the present job.

Answer 33

training

Question 34

two general types of training.

Answer 34

1. training programs for nanmanagers 2. training and educational programs for executives

Question 35

4 training program for nanmanagers

Answer 35

1. on-the-job training 2. vestibule school 3. apprenticeship program 4. special courses

Question 36

where the trainer is placed in an actual work situation under the direction of his immediate supervisor, who acts as trainer.

Answer 36

OJT

Question 37

this situation motivates strongly the trainee to learn.

Answer 37

OJT

Question 38

where the trainee is placed in a situation almost exactly the same as the workplace.

Answer 38

vestibule school

Question 39

whre combination of OJT and experiences with classroom instruction.

Answer 39

apprenticeship program

Question 40

are those taken which provide more emphasis on education rather than training.

Answer 40

special courses

Question 41

4 areas of training for managers

Answer 41

-decision-making skills -interpersonal skill -job knowledge -organizational knowledge

Question 42

3 method of decision-making skills

Answer 42

-in-basket -management games -case studies

Question 43

where trainee is provided with a set of notes, messages, telephone calls, letters, and reports, all pertaining to a certain company situation.

Answer 43

in-basket

Question 44

where trainees are faced with a simulated situation and are required to make an on going series of decisions about that situation.

Answer 44

management games

Question 45

this method presents actual situations in organizations and enable one to examine successful and unsuccessful operations.

Answer 45

case studies

Question 46

4 methods of interpersonal competence

Answer 46

1. role-playing 2. behavior modeling 3. sensitivity training 4. transactional analysis

Question 47

3 methods of acquiring knowledge

Answer 47

1. on-the-job experience 2. coaching 3. understudy

Question 48

method provides valuable opportunities for the trainee to learn various skills.

Answer 48

OJT experience

Question 49

method requires a senior manager to assist a lower level manager by teaching him the needed skills.

Answer 49

coaching

Question 50

this method, a manager work as an assistant to a higher level manager and participates planning.

Question 51

2 methods to increase trainee's knowledge

Answer 51

1. position rotation 2. multiple management

Question 52

this method, the manager is given assignments in a variety of departments.

Answer 52

position rotation

Question 53

this method is premised on the idea that the junior executives must be provided with means to prepare them for higher management positions.

Answer 53

multiple management

Question 54

is the measurement of employee performance.

Answer 54

performance appraisal

Question 55

8 ways of appraising performance

Answer 55

1. rating scale method 2. essay method 3. management by objectives method 4. assessment center method 5. checklist method 6. work standards method 7. ranking method 8. critical-incident method

Question 56

where each trait or characteristic to be rated is represented by a line or scale.

Answer 56

rating scale method

Question 57

where the evaluator composes statements that best describe the person.

Answer 57

essay method

Question 58

where specific goals are set collaboratively for the organization as a whole.

Answer 58

management by objectives method

Question 59

where one is evaluated by persons other than the immediate superior, used for evaluating managers.

Answer 59

assessment center method

Question 60

where the evaluator checks statements on the list.

Answer 60

cheklist method

Question 61

where standards are set for realistic worker output.

Answer 61

work standards method

Question 62

where evaluator arranges employees in rank order.

Answer 62

ranking method

Question 63

where evaluator recalls and writes down specific incidents that indicates employee's performance.

Answer 63

critical-incident method

Question 64

4 employment decision

Answer 64

1. monetary rewards 2. promotion 3. transfer 4. demotion

Question 65

5 purposes for which performance appraisal is made are as follows.

Answer 65

1. to influence, in a positive manner, employee performance and development. 2. to determine merit pay increases. 3. to plan for future performance goals. 4. to determine training and development needs. 5. to assess the promotional potential of employees.