Chap 5 Flashcards
may be defined as the management function that determines human resource needs, recruits, selects, trains and develop human resource for jobs created by an organization.
Staffing
the staffing process consists of the following series of steps:
- Human resource planning
- recruitment
- selection
4.induction and selection
5.training and development
6.performance appraisal
7.employment decisions (monetary rewards, transfers, promotion and demotions)
8.separations
it is undertaken to match people with jobs so that the realization of the organization’s objective will be facilitated
Staffing
The planned output of any organization will require a systematic deployment of human resources at various levels. to be able to do this, the engineer manager will have to involve himself with _______
human resourceplanning
human resource planning may involve three activities:
- Forcasting
- Programming
- Evaluation and Control.
which are attempts to identify thye major variables that are related to or have caused past conditions and then current measures of there variables to predict future conditions
explanatory or casual models
which use of historical data to develop forecasts of the future
time series method
three major types of explanatory models
1.regression models
2. econometric models
3.leading indicators
which is an assessment of future human resource needs in relation to the current capabilities of the organization
forecasting
which means translating the forcasted human resource needs to personnel objectives and goals.
programming
which refers to monitoring human resource action plans and evaluating their success
evaluation and control
methods of forecasting
- time series method
- explanatory or casual models
3,monitoring methods
forecasting method that examines the association between two or more variables
regression model
a system of regression equation estimated from past time series data and used to show the effect of various independent variables on various dependent variables
econometric models
refers to time series that anticipate business cycle turns
leading indicators
are those that provide early warning signals of siginificant changes in established patterns and relationships so that the engineer manager can assess the likely impact and plan responses if required
monitoring methods
refers to attracting qualified persons to apply for vacant positions in the company so thet those who are best suited to serve the company may be selected
recruitment
when the management wants to fill up certain vacancies, the following sources may be tapped
- the organization’s current employees
- newspaper advertising
3.schools
4.referrals from employees.
- recruitment firms
- competitors
some of the _____ may be qualified to occupy positions higher than the ones they are occupying. they should be considered
the organization’s current employees
there are at least _____ major daily newspaper distributed throughout the Philippines
three
readership is higher during what day?
sunday
representative companies may interview applicants inside campuses
school
current employees sometimes recommend relative and friends who may be qualified
referrals from employees
some companies specifically formed to assist client firms in recruiting qualified persons
recruitment firms
these are useful sources of qualified but underutilized personnel
competitors
for entry level personnel, the engineer manager will likely rely on
newspaper, advertising, schools and referrals
when recruiting managers the reliable sources are
current employees, recruitment firms and competitors
refers to the act of choosing from those that are available the individuals most likely to suceed on the job.
selection
a requisite for effective selection is?
the preparation of a list indicating that an adequate pool of candidates id available
purpose of selection
to evaluate each candidate and to pick the most suited for the position available
ways of determining the qualification of a job candidate
1.application blanks
2.references
3.interviews
4. testing
provides information about person’s characteristics such as age, marital status, address, educational background, experiences and special talent
application blanks
are those written by previous employers, co-workers, teachers, club officer, etc.
references
their statement may provide some vital information on the character of the applicant
references
information may be gathered in an ____ by asking a series of relevant questions to the job candidate
interviews
this involves an evaluation of the future behavior or performance of an individual
testing
types of test
- psychological tests
- physical examination
which is an objective, standard measure of a sample behavior
psychological tests
phychological test may be classified into:
1, aptitude test
2. performance test
3. personality test
4. interest test
one used to measure a person’s capacity or potetntial ability to learn
aptitude test
one used to measure a person’s current knowledge of a subject
performance test
one used to measures personality traits as dominance, sociability and conformity
personality tes
one used to measure a person’s interest in various field of work
interest test
a type of test given to assess the physical health of an applicant
physical examination
it is given to assure that the health of the applicant is adequate to meet the job requirements
physical examination
the new employee is provided with the necessary information about the company his duties, responsibilities and benefits are relayed to him
induction
the new employee is introduced to immediate working environment and co-workers
orientation
in orientation what are the following discussed
location, rules, equipment, procedures, and training plans
if the newly hired employee is assessed to be lacking the becessary skills required by the job
___ becomes a necessity
training
training programs consist of two general types namely:
- training programs for non managers
- training and educational programs for executives
the new employee undergoes the “_______” by pairing him with an experienced employee and having one on one discussion with the manager
socialization process
refers to the learning that is provided in order to improve performance on the present job.
training
this type of training is directed to nonmanagers for specific increases in skill and knowledge to perform a particular job
training programs for non managers
are those taken which provide more emphasis on education rather than training.
Special courses
where the trainer is placed in an actual work situaton under the direction of hid immediate supervisor, who acts as trainer
on-the-job training
where a combination of on-the-job training and experiences with classroom instruction in particular subjects are provided to trainees
apprenticeship program
where the trainee is placed in a situation almost exactly the same as the workplave where machines, materials, and time constraints are present.
vestibule school
four methods of training programs for non managers
- on-the-job training
- vestibule school
3.apprenticeship program - special cources
where the trainee is provided with a set of notes, messages, telephone calls, letters,and reports, all pertaining to a certain company
situation.
In-basket
The training needs of managers may be classified into four areas:
decision-making skills, interpersonal skills, job knowledge, and organizational knowledge.
The decision-making skills of the manager may be enhanced through any of the following methods of training:
- In-basket
- Management games
- Case studies
is a training methodwhere “trainees are faced
with a simulated situation and are required to make an ongoing series of decisions about that situation.
Management games
It emphasizes “the manager’s world, improves communication skills, offers rewards of solving
a mystery, possesses the quality of illustration,
and establishes concrete reference points for ~
connecting theory with practice.
Case studies
The interpersonal competence of the manager may be developed through any of the following methods:
- Role-playing
- Behavior modeling
- Sensitivity training
- Transactional analysis
this method presents actual situations in organizations and enable one to examine successful and unsuccessful operations.
Case studies
the purpose of this method is to improve the skill of the trainees in human relations, supervision, and leadership.
Role-playing
is a method by which the trainees are assigned roles to play in a given case incident.
Role-playing
The trainee is expected to adapt the behavior of the model and use it effectively in some instances later on.
Behavior modeling
They are provided with a script or a description of a given problem and of the key persons they are to play.
Role-playing
this method attempts to influence the trainee by “showing model persons behaving effectively in a problem situation.”
Behavior modeling
under this method, awareness and sensitivity to behavioral patterns of oneself and others are developed.
Sensitivity training
is a training method intended “to help individuals not only understand themselves and others but also improve their interpersonal communication skills.
Transactional analysis
In acquiring knowledge about the actual job the manager is currently holding, the following methods are useful:
1.On-the-job experience
2. Coaching
3.Understudy
this method provides valuable opportunities for the trainee to learn various skills while actually engaged in the performance of a job.
On-the-job experience
this method requires a senior manager to assist a lower-level manager by teaching him the needed skills and generally providing directions, advice, and helpful criticism.
The senior manager must be skilled himself and have the ability to educate, otherwise the method will be ineffective.
Coaching
under this method, a manager works as assistant to a higher-level manager and
participates in planning and other managerial
functions until he is ready to assume such
position himself. Once in a while, the assistant
is allowed to take over.
Understudy
under this method, the manager is given assignments in a variety of departments. The purpose is to expose him to different functions of the organization.
Position rotation
In the attempt to increase the trainee’s knowledge of the total organization, exposure to information and events outside of his immediate job is made, In this regard,
the following methods are useful:
- Position rotation
2.Multiple management
To achieve this, a junior board of directors is created consisting of junior executives as members. The board is given the authority to discuss problems that the senior board could discuss. The members are encouraged to take a broad business outlook rather than concentrating on their specialized lines of work.
Multiple management
this method is premised on the idea that junior executives must be provided with means to prepare them for higher management positions.
Multiple management
is the measurement of employee performance.
Performance appraisal
The purposes for which performance
appraisal is made are as follows:
- To influence, in a positive manner, employée
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.
an employees performance may be measured using any of the following methods:
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
where each trait or characteristic to be rated is represented by a line or scale on which the rater indicates the degree to which the individual possesses the trait or characteristic
Rating scale method
where the evaluator composes statements that best describe the person evaluated
Essay method
where specific goals are set collaboratively for the organization as a whole, for various subunits, and for each individual member.
Management by objectives method
in this method Individuals are then, evaluated on the basis of how well they have achieved the results specified by the goals.
Management by objectives method
where one is evaluated by persons other than the immediate superior. this method is used for evaluating managers
Assessment center method
where the evaluator checks statements on a list that are deemed to characterize an employee’s behavior or performance.
Checklist method
where standards are set for the realistic worker output and later on used in evaluating the performance of nonmanagerial employees.
Work standards method
here each evaluator arranges employees in rank order from the best to the poorest.
Ranking method
where the evaluator recalls And writes down specific (but critical) incidents that indicate the employee’s performance.
Critical-incident method
After evaluating the performance of employees
(managerial or otherwise), the management will now be ready to make ________
employment decisions.
these are given to employees whose performance is at par or above
standard requirements.
Monetary rewards
this refers to a movement by a
person into a position of higher pay and greater responsibilities and which is given as a reward for competence and ambition.
Promotion
this is the movement of a person to
a different job at the same or similar level of
responsibility in the organization.
Transfers
this are made to provide growth opportunities for the persons involved or to get rid of a poor performing employee.
Transfers
this is a movement from one position to another which has less pay or responsibility attached to it.
demotion
_____ are made to provide growth opportunities for the persons involved or to get rid of a poor performing employee.
Transfers
is used as a form of punishment or as a temporary measure to keep an employee until he is offered a higher position,
Demotion
is either a voluntary or involuntary termination of an employee.
Separation
When made voluntarily, the organization’s management must find out the ______.
real reason
is the last option that the management exercises when an employee’s performance is poor or when he/she committed an act violating the company rules and regulations.
Involuntary separation (or termination)
separations may be classified as
voluntary or involuntary.
Employment decisions are classified as:
monetary rewards, promotion, transfer, and demotion.
