CHAPTER 5: STAFFING Flashcards

1
Q

the management function that determines human resource needs, recruits, selects, trains, and develops human resources for jobs created by an organization.»

A

STAFFING

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2
Q

Staffing Procedure

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

Activities involved in Human Resource Planning

A
  1. Forecasting
  2. Programming
  3. Evaluation and control
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4
Q

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

A

Forecasting

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5
Q

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

A

Programming

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6
Q

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

A

Evaluation and control

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7
Q

Methods of Forecasting

A
  1. Time series methods
  2. Explanatory, or causal models
  3. Monitoring methods
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8
Q

The three major types of explanatory models

A

a} regression models
b) econometric models
c) leading indicator

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9
Q

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.

A

Recruitment

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10
Q

Source of Applicants

A
  1. The organization’s current employees.
  2. Newspaper advertising.
  3. Schools.
  4. Referrals from employees
  5. Recruitment firms
  6. Competitors
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11
Q

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

A

Selection

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12
Q

Ways of Determining the Qualifications
of a Job Candidate

A
  1. Application blanks
  2. References
  3. Interviews
  4. Testing
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13
Q

provides information about a person’s characteristics such as age, marital status, address, edu·
cational background, experience, and special
interests.

A

Application blanks.

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14
Q

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

A

References.

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15
Q

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

A

Testing.

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16
Q

Types of Tests

A
  1. Psychological tests
  2. Physical examination
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17
Q

Classification of psychological test

A

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

18
Q

In ______, the new employee is provided with the
necessary information about the company.

A

induction

19
Q

In ______, the new employee is introduced to
the immediate working environment and co-workers.

A

orientation

20
Q

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

A

Training

21
Q

two general types of training

A
  1. training programs for nonmanagers, and
  2. training and educational programs for executives.
22
Q

4 methods of Training Program for Nonmanagers

A
  1. On-the-job training
  2. Vestibule school
  3. Apprenticeship program
  4. Special courses
23
Q

where the trainer is placed
in an actual work situation under the direction
of his immediate supervisor, who acts as trainer.

A

On-the-job training

24
Q

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

A

Vestibule school

25
Q

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

A

Apprenticeship program

26
Q

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

A

Special course

27
Q

3 Methods of Training Programs for Managers

A
  1. In-basket
  2. Management games
  3. Case studies
28
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

29
Q

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

A

Management games

30
Q

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

A

Case studies

31
Q

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

A
  1. Role-playing
  2. Behavior modeling
  3. Sensitivity training
  4. Tansactional analysis
32
Q

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

A
  1. On-the-job experience
  2. Coaching
  3. Understudy
33
Q

under this method, the manager is given assignments in a variety of departments

A

Position Rotation

34
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

35
Q

the measurement of employee performance.

A

Performance Appraisal

36
Q

Ways of Appraising Performance

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
37
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

38
Q

where one is
evaluated by persons other than the immediate
superior.

A

Assessment center method

39
Q

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

A

Critical-incident method

40
Q

Employment Decisions

A
  1. Monetary rewards
  2. Promotion
  3. Transfer
  4. Demotion
41
Q

_____ is either a voluntary or involuntary
termination of an employee.

A

Separation

42
Q

______ is the last option that the management exercises when an employee’s performance is poor or when he/she committed on act
violating the company rules and regulations.

A

Involuntary separation (or termination)