Chapter 5 Flashcards
management function that determines human resource needs, recruits, select, trains, and develop human resources for the jobs created by an organization
Staffing
undertaken to match people with job to facilitate organization objectives
Staffing
enumerate the 8 staffing procedure
- human resource planning
- recruitment
- selection
- induction and orientation
- training and development
- performance appraisal
- employment decision
- separation
3 activities involved in human resource planning
- Forecasting
- Programming
- Evaluation and Control
part of the human resource planning which assesses the future human resource plan in relation to the organization current capabilities
forecasting
part of the human resources planning that translates the human resources needs to personnel objectives and goals
programming
part of the human resources planning that monitors the HR’s action plan and evaluate their success
evaluation and control
forecasting of manpower needs may be undertaken using any of the following quantitative methods
- time series methods
- explanatory, or casual methods
- monitoring methods
three major types of explanatory models
- regression models
- econometric models
- leading indicators
which use historical data to develop forecasts of the future.
time series method
which are attempts to identify the major variables that are related to or have caused particular post conditions and then use current measures of these variables to predict future conditions.
explanatory or causal model
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.
monitoring method
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
econometric models
refers to time series that anticipate business cycle turns
leading indicators
refers to attracting qualified persons to apply for a vacant position in the company
recruitment
source of applicants
- current employees
- newspaper advertising
- schools
- referral from employees
- recruitment firms
- competitors
The act of choosing from those that are available the individuals most likely to succeed on the job.
Selection
Ways of Determining the Qualifications of a Job Candidate
- application blanks
- references
- interviews
- testing
provides information about a person’s characteristics such as age, marital status, address, educational background, experience and special interests.
application blank
are those written by previous employers, coworkers, teachers, club offices, etc
references
Types of Tests
psychological tests
physical examination
psychological tests classifications
aptitude test
performance test
personality test
interest test
is an objective standard measure of a sample behavior.
Psychological Tests
one used to measure a person’s capacity or potential ability to learn
aptitude test
one used to measure a person’s current knowledge of a subject.
performance test
one used to measure personality traits as dominance, sociability, and conformity.
personality test
one used to measure a person’s interest in various fields of work
interest test
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.”’
physical examination
the new employee is provided with all necessary information including his duties and responsibilities within the company
induction
the new employee is introduced to his immediate working environment and co-workers
orientation
the new employee is paired with an experienced one and have 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
is the measurement of employee performance
Performance appraisal
training programs consist of two general types
- training programs for nonmanagers
- training and educational programs for executives
Four methods under training program for nonmanagers
- on-the-job training
- vestibule school
- apprenticeship program
- special courses
where the trainer is placed in an actual work situation under the direction of his immediate supervisor, who acts as trainer. This situa’tion motivates snongly the trainee to learn.
on the job training
where the trainee is placed in a situation almost exactly the same as the workplace where machines, materials, and time constraints are present. ~ the trainer works full time, the trainee is assured of sufficient attel\tion from him.
vistibule school
where a combination of on-the-job training and experiences with classroom instruction in particular subjects are provided to trainees.
apprenticeship program
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 bu.ilding procedures.
special course
Methods of training programs for managers
- in-basket
- management games
- case studies
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.
in-basket
is a training method where “trainees are faced with a simuIated situation and are required to make an ongoing series of decisions about that situation.”
management games
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.”
case study
the interpersonal competence of the manager may be developed through any of the following methods:
- role-playing
- behavior modeling
- sensitivity training
- transactional analysis
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
role-playing
this method attempts to influence the trainee by “showing model persons behaving effectively in n problem situation.”” The trainee is expected to adapt the behavior of the model and us’& it effectively in some instances later on.
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:
- on-the-job experience
- coaching
- 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.
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
to increase the trainee’s knowledge of the total organization, the following methods are useful:
- position rotation
- multiple management
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
tis 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.
multiple engagement
Ways of Appraising Performance
- rating scale method
- essay method
- management by objectives method
- assessment center method
- checklist method
- work standards method
- ranking method
- 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. 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 non· managerial employees.
work standard method
where each evaluator arranges employees in rank order from best to the poorest.
ranking method
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 fa~ lure on some parts of the job
critical incident method
employment decisions consist of the following
- monetary rewards
- promotion
- transfer
- demotion
these are given to employees whose performance is at par or a above standard requirements.
monetary reward
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. They are made to provide growth opportunities for the persons involved or to get rid of a poor performing employee.
transfer
this is a movement from one position to another which has less pay or responsibility attached to it.
demotion
is either a voluntary or involuntary termination of an employee.
separation
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)
