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2nd year, 1st sem > labman g1 personnel management > Flashcards

labman g1 personnel management Flashcards

1
Q

it also functions as a tool for evaluating and play a crucial role in ensuring staff satisfaction, managing employee records, and providing opportunities for professional development

A

Personnel Management

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2
Q

to also provide the resources of the employees or staff members to work efficiently in the organization or work environment

A

Personnel Management

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3
Q

it is the planning, organizing, compensation, integration, and maintenance of people

A

Flippo

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4
Q

It is primarily concerned with the human resource of an organization

A

Brech

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5
Q

this focuses the organizational current and future needs

A

Strategic

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6
Q

this also used to hire and trains the staffs to help the organization achieve its goals

A

Strategic

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7
Q

this is the involvement of using a plan of staffing process

A

tactical

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8
Q

this focuses on maintaining of the support functions of HR and use this approach to implement the strategic decisions

A

Operational

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9
Q

it focuses on long term goals

A

Strategic Personnel Management

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10
Q

it ensures the right people are hired and trained to meet future needs of the organization

A

Strategic Personnel Management

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11
Q

it focuses on immediate staffing needs

A

Tactical Personnel Management

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12
Q

it involves scheduling, planning, and ensuring teams are working efficiently

A

tactical personnel management

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13
Q

it maintains the support functions of HR (human resources)

A

Operational Personnel Management

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14
Q

it ensures the strategic plans are being implemented effectively at all levels

A

Operational Personnel Management

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15
Q

primary tool of personnel management to synthesized, gather and implement in the workplace

A

job analysis

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16
Q

it is the planning of hiring qualified personnel that fits in the organization

A

Strategic Personnel Planning

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17
Q

it is the leaves of absence or work off for sick or personal days

A

Attendance and leave

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18
Q

to ensure the employees payroll is working effectively

A

Pay and salary distribution

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19
Q

it includes seminars and attending work professional conferences education

A

Continuing

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20
Q

it is the plans for personal health care benefits

A

Benefit coordination

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21
Q

the employees were assessed to rate the staffs performance

A

Performance appraisals

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22
Q

to keep the staffs satisfied from their onboarding

A

to retain

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23
Q

to provide tools or the needed things to perform their job well to the best of their ability

A

to equip

24
Q

to make the staffs to work productively, engaging social activities and encourage the staffs

A

to engage

25
Q

it ensures the right number of staff is available to meet workload demands

A

Hiring Staff

26
Q

it ensures accuracy in job applications and candidate qualifications

A

Verify Applications

27
Q

it develops detailed job description for each employee

A

job descriptions

28
Q

it regularly assesses employees skills and competence

A

competency assessments

29
Q

provides orientation and training for new employees

A

Training and orientation

30
Q

ensures records are accurate and confidential

A

maintains employee records

31
Q

this is the organized statement of job contents in which to perform the responsibilities and expected duties of a specific job

A

Job description

32
Q

it is a statement of translating job descriptions into human qualification to help to perform the job

A

Job specification

33
Q

a well written job description ensures that all employees understand their roles and the tasks they are responsible for

A

Clarity

34
Q

it helps attract suitable candidates by clearly defining the required skills and responsibilities

A

Recruitment

35
Q

are used as benchmarks for evaluating employee performance, guiding promotions, and identifying areas for improvement

A

Performance Management

36
Q

clearly defines the role’s purpose, making it easily understable

A

job title

37
Q

this section specifies the minimum education, experience, and skills needed

A

qualifications

38
Q

this part clarifies the employee’s reporting structure, including supervisors, subordinates, and peers

A

job relationship

39
Q

it focuses on the specific tasks and duties that the employee will perform

A

job description

40
Q

it focuses on the qualifications, skills, and personal traits necessary to perform the job

A

Job Specification

41
Q

phrases like “Other duties as assigned” can lead to confusion

A

Vague Language

42
Q

avoid cramming too many tasks into a single role, as this can make the job feel overwhelming and unrealistic

A

Overloaded responsibilities

43
Q

job description should be updated regularly to reflect changes in the role or company structure

A

Outdated information

44
Q

it specifies the required degrees or certifications

A

Education

45
Q

lists the relevant work experience that is necessary for the job

A

Experience

46
Q

outlines the technical skills or knowledge areas that are critical for job performance

A

Skills and knowledge

47
Q

it includes technical abilities such as proficiency in laboratory techniques, data analysis, or the use of specialized euqipment

A

skills

48
Q

refers to the understanding of concepts critical to the job

A

knowledge

49
Q

these can include traits like attention to detail, teamwork, communication skills, and the ability to work under pressure

A

Personal attributes

50
Q

are principles and guidelines governing employee relations and ensuring alignment with organizational goals

A

Personnel Policies

51
Q

strategies focus on reducing turnover by creating a positive work environment

A

Retention

52
Q

expectations for maintaining professional conduct and protecting confidential information

A

Ethics and Confidentiality

53
Q

explanation of health insurance, leave policies, and retirement plans

A

Employee Benefits

54
Q

overview of working hours, attendance expectations, and procedures for requesting time off

A

Work schedules

55
Q

maintaining accurate records of employee information, performance reviews, and disciplinary actions

A

Record Keeping

56
Q

ensuring fair practices in internal mobility and growth opportunities for employees

A

promotions and transfers

2nd year, 1st sem (41 decks)

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