8 Human Resources II

Question 1

4 quality programs

Answer 1

• Reward produce work
• offer a flexible work-friendly environment
• properly recruit and eating quality employees
• provide effective communication

Question 2

4 HRM function

Answer 2

staffing
training
motivation
maintenance

Question 3

4 external influences of HRM

Answer 3

environment
law
labor unions
management through

Question 4

HR planning

Answer 4

process of locating, identifying and attracting capable candidates
can be for current of future needs
critical activity for some corporations
what sources do we use for recruitment

Question 5

Job description

Answer 5

• A formal statement of duties, qualification & responsibilities associated with a job
• a communication toll that tells employees where their jobs leave off and another’s begin
• a document that tells employees where their position fits within the department

who, does what work, where, when /how often, why, how

Question 6

Major component of a job description

Answer 6

• job heading
• job summary
• essential duties, tasks & responsibilities
• qualification
• working condition and physical requirements

Question 7

typical effors

Answer 7

• exaggerated or downplays the importance of the job
• lists qualification that are not really needed for the job
• underestimates the qualification necessary to be successful on the job
• job description in out of date because the job has changed

Question 8

internal recruiting - advantages and disadvantages

Answer 8

:) recruiting people are in the company

:( some idea, no change

Question 9

external recruiting - advantages and disadvantages

Answer 9

:) can get new idea, point of view

:( recruiting people is not part of the company

Question 10

Human Resources development (HRD)

Answer 10

is the framework for helping employees develop their personal and organizational skills, knowledge & abilities

Question 11

Department of HRD

Answer 11

Employee training 
employee carrier development
performance management & development
coaching and monitoring
succession planning

Question 12

Training examples

Answer 12

Formal training: classroom training, college course

Informal training: employee coaching, manager monitoring, brainstorming

Question 13

Four of HRD

Answer 13

develop a superior workforce

Question 14

Job performance =

Answer 14

work related activities that an employee hat to do and how well those activities are executed

Question 15

Factor that accept employee performance

Answer 15

ability 
standards 
feedback
knowledge and skills
environment
motivation

Question 16

type of work performance problems

Answer 16

quality & quality of work
poor prioritizing, timing, scheduling
lost time

Question 17

work performance problems - consequences

Answer 17

negativism
lack of cooperation
hostility
refusal to follow instruction and to take responsibility
lack of flexibility in response to problems conflicts

Question 18

STEPS to crase a high performing workplace

Answer 18

• Give regular and accurate performance reviews
• know his / her needs
• focus on employee strengths, give each one task that fit his particular skill set
• good working environment
• open up the lines of communication with employees. they should feel free to talk about concern or what’s holding them back