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ENGINEERING MANAGEMENT > Chap 5 > Flashcards

Chap 5 Flashcards

1
Q

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.

A

Staffing

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2
Q

the staffing process consists of the following series of steps:

A
  1. Human resource planning
  2. recruitment
  3. selection
    4.induction and selection
    5.training and development
    6.performance appraisal
    7.employment decisions (monetary rewards, transfers, promotion and demotions)
    8.separations
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3
Q

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

A

Staffing

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4
Q

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 _______

A

human resourceplanning

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5
Q

human resource planning may involve three activities:

A
  1. Forcasting
  2. Programming
  3. Evaluation and Control.
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6
Q

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

A

explanatory or casual models

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7
Q

which use of historical data to develop forecasts of the future

A

time series method

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8
Q

three major types of explanatory models

A

1.regression models
2. econometric models
3.leading indicators

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9
Q

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

A

forecasting

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10
Q

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

A

programming

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11
Q

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

A

evaluation and control

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12
Q

methods of forecasting

A
  1. time series method
  2. explanatory or casual models
    3,monitoring methods
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13
Q

forecasting method that examines the association between two or more variables

A

regression model

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14
Q

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

A

econometric models

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15
Q

refers to time series that anticipate business cycle turns

A

leading indicators

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16
Q

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

A

monitoring methods

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17
Q

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

A

recruitment

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18
Q

when the management wants to fill up certain vacancies, the following sources may be tapped

A
  1. the organization’s current employees
  2. newspaper advertising

3.schools

4.referrals from employees.

  1. recruitment firms
  2. competitors
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19
Q

some of the _____ may be qualified to occupy positions higher than the ones they are occupying. they should be considered

A

the organization’s current employees

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20
Q

there are at least _____ major daily newspaper distributed throughout the Philippines

A

three

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21
Q

readership is higher during what day?

A

sunday

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22
Q

representative companies may interview applicants inside campuses

A

school

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23
Q

current employees sometimes recommend relative and friends who may be qualified

A

referrals from employees

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24
Q

some companies specifically formed to assist client firms in recruiting qualified persons

A

recruitment firms

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25
Q

these are useful sources of qualified but underutilized personnel

A

competitors

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26
Q

for entry level personnel, the engineer manager will likely rely on

A

newspaper, advertising, schools and referrals

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27
Q

when recruiting managers the reliable sources are

A

current employees, recruitment firms and competitors

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28
Q

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

A

selection

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29
Q

a requisite for effective selection is?

A

the preparation of a list indicating that an adequate pool of candidates id available

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30
Q

purpose of selection

A

to evaluate each candidate and to pick the most suited for the position available

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31
Q

ways of determining the qualification of a job candidate

A

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

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32
Q

provides information about person’s characteristics such as age, marital status, address, educational background, experiences and special talent

A

application blanks

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33
Q

are those written by previous employers, co-workers, teachers, club officer, etc.

A

references

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34
Q

their statement may provide some vital information on the character of the applicant

A

references

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35
Q

information may be gathered in an ____ by asking a series of relevant questions to the job candidate

A

interviews

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36
Q

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

A

testing

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37
Q

types of test

A
  1. psychological tests
  2. physical examination
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38
Q

which is an objective, standard measure of a sample behavior

A

psychological tests

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39
Q

phychological test may be classified into:

A

1, aptitude test
2. performance test
3. personality test
4. interest test

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40
Q

one used to measure a person’s capacity or potetntial ability to learn

A

aptitude test

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41
Q

one used to measure a person’s current knowledge of a subject

A

performance test

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42
Q

one used to measures personality traits as dominance, sociability and conformity

A

personality tes

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43
Q

one used to measure a person’s interest in various field of work

A

interest test

44
Q

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

A

physical examination

45
Q

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

A

physical examination

46
Q

the new employee is provided with the necessary information about the company his duties, responsibilities and benefits are relayed to him

A

induction

47
Q

the new employee is introduced to immediate working environment and co-workers

A

orientation

48
Q

in orientation what are the following discussed

A

location, rules, equipment, procedures, and training plans

49
Q

if the newly hired employee is assessed to be lacking the becessary skills required by the job
___ becomes a necessity

A

training

50
Q

training programs consist of two general types namely:

A
  1. training programs for non managers
  2. training and educational programs for executives
51
Q

the new employee undergoes the “_______” by pairing him with an experienced employee and having one on one discussion with the manager

A

socialization process

52
Q

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

A

training

53
Q

this type of training is directed to nonmanagers for specific increases in skill and knowledge to perform a particular job

A

training programs for non managers

54
Q

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

A

Special courses

55
Q

where the trainer is placed in an actual work situaton under the direction of hid immediate supervisor, who acts as trainer

A

on-the-job training

56
Q

where a combination of on-the-job training and experiences with classroom instruction in particular subjects are provided to trainees

A

apprenticeship program

57
Q

where the trainee is placed in a situation almost exactly the same as the workplave where machines, materials, and time constraints are present.

A

vestibule school

58
Q

four methods of training programs for non managers

A
  1. on-the-job training
  2. vestibule school
    3.apprenticeship program
  3. special cources
59
Q

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

A

In-basket

60
Q

The training needs of managers may be classified into four areas:

A

decision-making skills, interpersonal skills, job knowledge, and organizational knowledge.

61
Q

The decision-making skills of the manager may be enhanced through any of the following methods of training:

A
  1. In-basket
  2. Management games
  3. Case studies
62
Q

is a training methodwhere “trainees are faced
with a simulated situation and are required to make an ongoing series of decisions about that situation.

A

Management games

63
Q

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.

A

Case studies

64
Q

The interpersonal competence of the manager may be developed through any of the following methods:

A
  1. Role-playing
  2. Behavior modeling
  3. Sensitivity training
  4. Transactional analysis
65
Q

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

A

Case studies

66
Q

the purpose of this method is to improve the skill of the trainees in human relations, supervision, and leadership.

A

Role-playing

67
Q

is a method by which the trainees are assigned roles to play in a given case incident.

A

Role-playing

68
Q

The trainee is expected to adapt the behavior of the model and use it effectively in some instances later on.

A

Behavior modeling

69
Q

They are provided with a script or a description of a given problem and of the key persons they are to play.

A

Role-playing

70
Q

this method attempts to influence the trainee by “showing model persons behaving effectively in a problem situation.”

A

Behavior modeling

71
Q

under this method, awareness and sensitivity to behavioral patterns of oneself and others are developed.

A

Sensitivity training

72
Q

is a training method intended “to help individuals not only understand themselves and others but also improve their interpersonal communication skills.

A

Transactional analysis

73
Q

In acquiring knowledge about the actual job the manager is currently holding, the following methods are useful:

A

1.On-the-job experience
2. Coaching
3.Understudy

74
Q

this method provides valuable opportunities for the trainee to learn various skills while actually engaged in the performance of a job.

A

On-the-job experience

75
Q

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.

A

Coaching

76
Q

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.

A

Understudy

77
Q

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.

A

Position rotation

78
Q

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:

A
  1. Position rotation
    2.Multiple management
79
Q

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.

A

Multiple management

80
Q

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

A

Multiple management

81
Q

is the measurement of employee performance.

A

Performance appraisal

82
Q

The purposes for which performance
appraisal is made are as follows:

A
  1. 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.
83
Q

an employees performance may be measured using any of the following methods:

A

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

84
Q

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

A

Rating scale method

85
Q

where the evaluator composes statements that best describe the person evaluated

A

Essay method

86
Q

where specific goals are set collaboratively for the organization as a whole, for various subunits, and for each individual member.

A

Management by objectives method

87
Q

in this method Individuals are then, evaluated on the basis of how well they have achieved the results specified by the goals.

A

Management by objectives method

88
Q

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

A

Assessment center method

89
Q

where the evaluator checks statements on a list that are deemed to characterize an employee’s behavior or performance.

A

Checklist method

90
Q

where standards are set for the realistic worker output and later on used in evaluating the performance of nonmanagerial employees.

A

Work standards method

91
Q

here each evaluator arranges employees in rank order from the best to the poorest.

A

Ranking method

92
Q

where the evaluator recalls And writes down specific (but critical) incidents that indicate the employee’s performance.

A

Critical-incident method

93
Q

After evaluating the performance of employees
(managerial or otherwise), the management will now be ready to make ________

A

employment decisions.

94
Q

these are given to employees whose performance is at par or above
standard requirements.

A

Monetary rewards

95
Q

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.

A

Promotion

96
Q

this is the movement of a person to
a different job at the same or similar level of
responsibility in the organization.

A

Transfers

97
Q

this are made to provide growth opportunities for the persons involved or to get rid of a poor performing employee.

A

Transfers

98
Q

this is a movement from one position to another which has less pay or responsibility attached to it.

A

demotion

99
Q

_____ are made to provide growth opportunities for the persons involved or to get rid of a poor performing employee.

A

Transfers

100
Q

is used as a form of punishment or as a temporary measure to keep an employee until he is offered a higher position,

A

Demotion

101
Q

is either a voluntary or involuntary termination of an employee.

A

Separation

102
Q

When made voluntarily, the organization’s management must find out the ______.

A

real reason

103
Q

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.

A

Involuntary separation (or termination)

104
Q

separations may be classified as

A

voluntary or involuntary.

105
Q

Employment decisions are classified as:

A

monetary rewards, promotion, transfer, and demotion.

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