Chapter 5

Question 1

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

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

Answer 2

Staffing

Question 3

The staffing process consists of the following series of steps:

Answer 3

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

Question 4

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 ____________________.

Answer 4

human resource planning

Question 5

Human resource planning may involve three activities, as follows:

Answer 5

1. Forecasting
2. Programming
3. Evaluation and control

Question 6

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

Answer 6

Forecasting

Question 7

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

Answer 7

Programming

Question 8

refers to monitoring human resource action plans and evaluating their success

Answer 8

Evaluation and control

Question 9

The forecasting of manpower needs may be undertaken using any of the following quantitative methods:

Answer 9

1. Time series methods
2. Explanatory, or causal models
3. Monitoring methods

Question 10

use historical data to develop forecasts of the future

Answer 10

Time series methods

Question 11

which are attempts to identify the major variables that are related to or have caused particular past conditions and then use current measures of these variables to predict future conditions.

Answer 11

Explanatory, or causal models

Question 12

The three major types of explanatory models are as follows:

Answer 12

a) regression models
b) econometric models
c) leading indicators

Question 13

a system of regression equations estimated from past time-series data and used to show the effect of various independent variables on various dependent variables.

Answer 13

econometric models

Question 14

refers to time series that anticipate business cycle turns

Answer 14

leading indicators

Question 15

are those that provide early warning signals of significant changes in established patterns and relationships so that the engineer manager can assess the likely impact and plan responses if required

Answer 15

Monitoring methods

Question 16

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 16

Recruitment

Question 17

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

Answer 17

1. The organization’s current employees.
2. Newspaper advertising.
3. Schools.
4. Referrals from employees.
5. Recruitment firms.
6. Competitors.

Question 18

These are good sources of applicants. Representatives of companies may interview applicants inside campuses. Which source of applicants is being described?

Answer 18

School

Question 19

Current employees sometimes recommend relatives and friends who may be qualified.
Which source of applicants is being described?

Answer 19

Referrals from employees

Question 20

Some companies are specifically formed to assist client firms in recruiting qualified persons. Examples of these companies are the SGV Consulting and John Clements Consultants, Inc. Which source of applicants is being described?

Answer 20

Recruitment Firms

Question 21

These are useful sources of qualified but underutilized personnel. Which source of applicants is being described?

Answer 21

Competitors

Question 22

Some of the organization’s current employees may be qualified to occupy positions higher than the ones they are occupying. They should be considered. Which source of applicants is being described?

Answer 22

The organization’s current employees

Question 23

There are at least three major daily newspapers distributed throughout the Philippines. Readership is higher during Sundays. Which source of applicants is being described?

Answer 23

Newspaper advertising

Question 24

______________ refers to the act of choosing from those that are available the individuals most likely to succeed on the job. A requisite for effective selection is the preparation of a list indicating that an adequate pool of candidates is available.

Answer 24

Selection

Question 25

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

Answer 25

selection

Question 26

Ways of Determining the Qualifications of a Job Candidate

Answer 26

1. Application blanks. 2. References. 3. Interviews. 4. Testing.

Question 27

This provides information about a person's characteristics such as age, marital status, address, educational background, experience, and special interests. After reading this, the evaluator will have some basis on whether or not to proceed further in evaluating the applicant.

Answer 27

Application blanks

Question 28

These are those written by previous employers, co-workers, teachers, club. officers, etc. Their statements may provide some vital information on the character of the applicant.

Answer 28

References

Question 29

Information may be gathered in a/an ________ by asking a series of relevant questions to the job candidate.

Answer 29

interview

Question 30

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

Answer 30

Testing

Question 31

Tests may be classified as follows:

Answer 31

1. Psychological tests 2. Physical examination

Question 32

an objective, standard measure of a sample behavior

Answer 32

Psychological Tests

Question 33

Classifications of Psychological Tests

Answer 33

a) aptitude test b) performance test c) personality test d) interest test

Question 34

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

Answer 34

Aptitude Test

Question 35

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

Answer 35

Performance Test

Question 36

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

Answer 36

Personality Test

Question 37

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

Answer 37

Interest Test

Question 38

This is a type of test given to assess the physical health of an applicant. It is given "to assure that the health of the applicant is adequate to meet the job requirements.

Answer 38

Physical Examination

Question 39

In __________, the new employee is provided with the necessary information about the company. His duties, responsibilities, and benefits are relayed to him. Personnel and health forms are filled up, and passes are is- sued. The company history, its products and services, and the organization structure are explained to the new employee.

Answer 39

induction

Question 40

In ___________, the new employee is introduced to the immediate working environment and co-workers. The following are discussed: location, rules, equipment, procedures, and training plans. Performance expectations are also discussed. The new employee also under- goes the "socialization process" by pairing him with an experienced employee and having a one-on-one discussion with the manager.

Answer 40

orientation

Question 41

The following are discussed in orientation:

Answer 41

location, rules, equipment, procedures, and training plans

Question 42

If the newly-hired (or newly-promoted) employee is assessed to be lacking the necessary skills required by the job, __________ becomes a necessity.

Answer 42

training

Question 43

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

Answer 43

Training

Question 44

Training programs consist of two general types, namely:

Answer 44

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

Question 45

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

Answer 45

Training Programs for Nonmanagers

Question 46

Four Methods Under Training for Nonmanagers

Answer 46

1. On-the-job training 2. Vestibule school 3. Apprenticeship program 4. Special courses

Question 47

This is where the trainer is placed in an actual work situation under the direction of his immediate supervisor, who acts as trainer. This situation motivates strongly the trainee to learn.

Answer 47

On-the-job training

Question 48

This is where the trainee is placed in a situation almost exactly the same as the workplace where machines, materials, and time constraints are present. As the trainer works full time, the trainee is assured of sufficient attention from him.

Answer 48

Vestibule School

Question 49

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

Answer 49

Apprenticeship Program

Question 50

These are those taken which provide more emphasis on education rather than training. Examples are those which concern specific uses of computer like computer-aided design and building procedures.

Answer 50

Special Courses

Question 51

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

Answer 51

decision-making skills interpersonal skills job knowledge organizational knowledge

Question 52

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

Answer 52

1. In-basket 2. Management games 3. Case studies

Question 53

This is where the trainee is provided with a set of notes, messages, telephone calls, letters, and reports, all pertaining to a certain company situation. He is expected to handle the situation within a given period of 1 or 2 hours.

Answer 53

In-basket

Question 54

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

Answer 54

Management games

Question 55

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

Answer 55

Case studies

Question 56

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

Answer 56

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

Question 57

This is a method by which the trainees are assigned roles to play in a given case incident. They are provided with a script or a description of a given problem and of the key persons they are to play. The purpose of this method is to improve the skill of the trainees in human relations, supervision, and leadership.

Answer 57

Role-playing

Question 58

This method attempts to influence the trainee by "showing model persons behaving effectively in a problem situation." The trainee is expected to adapt the behavior of the model and use it effectively in some instances later on.

Answer 58

Behavior modeling

Question 59

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

Answer 59

Sensitivity training

Question 60

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

Answer 60

Transactional Analysis

Question 61

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

Answer 61

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

Question 62

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

Answer 62

On-the-job experience

Question 63

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.

Answer 63

Coaching

Question 64

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.

Answer 64

Understudy

Question 65

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:

Answer 65

1. Position rotation 2. Multiple management

Question 66

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.

Answer 66

Position rotation

Question 67

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

Answer 67

Multiple management

Question 68

This is the measurement of employee performance.

Answer 68

Performance appraisal

Question 69

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

Answer 69

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; and 5. To assess the promotional potential of employees.

Question 70

Ways of Appraising Performance

Answer 70

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 71

This is 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.

Answer 71

Rating scale method

Question 72

This is where the evaluator composes statements that best describe the person evaluated.

Answer 72

Essay method

Question 73

This is where specific goals are set collaboratively for the organization as a whole, for various subunits, and for each individual member. Individuals are, then, evaluated on the basis of how well they have achieved the results specified by the goals.

Answer 73

Management by objectives method

Question 74

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

Answer 74

Assessment center method

Question 75

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

Answer 75

Checklist method

Question 76

This is where standards are set for the realistic worker output and later on used in evaluating the performance of non- managerial employees.

Answer 76

Work standards method

Question 77

This is where each evaluator arranges employees in rank order from the best to the poorest.

Answer 77

Ranking method

Question 78

This is where the evaluator recalls and writes down specific (but critical) incidents that indicate the employee's performance. A critical incident occurs when employee's behavior results in an unusual success or failure on some parts of the job.

Answer 78

Critical-incident method

Question 79

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

Answer 79

employment decisions

Question 80

Employment decisions may consist of the following:

Answer 80

1. Monetary rewards 2. Promotion 3. Transfer 4. Demotion

Question 81

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

Answer 81

Monetary rewards

Question 82

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.

Answer 82

Promotion

Question 83

This is the movement of a person to a different job at the same or similar level of responsibility in the organization. These are made to provide growth opportunities for the persons involved or to get rid of a poor performing employee.

Answer 83

Transfer

Question 84

This is a movement from one position to another which has less pay or responsibility attached to it. This is used as a form of punishment or as a temporary measure to keep an employee until he is offered a higher position.

Answer 84

Demotion

Question 85

This is either a voluntary or involuntary termination of an employee. When made voluntarily, the organization's management must find out the real reason. If the presence of a defect in the organization is determined, corrective action is necessary.

Answer 85

Separation

Question 86

This 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. This is usually made after training efforts fail to produce positive results.

Answer 86

Involuntary separation (or termination)