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Yey 2nd Year Lezzgo > ME 213: Module 5 > Flashcards

ME 213: Module 5 Flashcards

1
Q

It may be defined as “the management function that determines human resource needs, recruits, selects, trains, and develops human resources for jobs created by an organizations.

A

Staffing

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2
Q

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

A

Staffing

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3
Q

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

A

Forecasting

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4
Q

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

A

Programming

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5
Q

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

A

Evaluation and Control

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6
Q

use historical data to develop forecast of the future

A

Time Series Method

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7
Q

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

A

Explanatory or Causal Models

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8
Q

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.

A

Econometric Model

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9
Q

It refers to time series that anticipate business turn cycle.

A

Leading Indicator

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10
Q

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

A

Monitoring Methods

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11
Q

When the different positions have been identified to be necessary and the decision to fill them up has been made, the next logical step is _______

A

Recruitment

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12
Q

It 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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13
Q

Six (6) Source of Applicants

A
  1. The organizations’ current employees
  2. Newspaper advertising
  3. Schools
  4. Referrals from employee
  5. Recruitment firms
  6. Competitors
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14
Q

These are good sources of applicants. Representatives of companies may interview applicants inside campuses.

A

Schools

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15
Q

Current employees sometimes recommend relatives and friends who may be qualified.

A

Referrals from employee

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16
Q

Some companies are specifically formed to assist client firms in recruiting qualified persons.

A

Recruitment firms

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17
Q

These are useful sources of qualified but underutilized personnel.

A

Competitors

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18
Q

Some of the organization current employees may be qualified to occupy positions higher than the ones they occupying. They should be considered.

A

Organization’s current employees

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19
Q

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

A

Selection

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20
Q

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

A

Selection

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21
Q

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

A

Application blank

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22
Q

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

A

References

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23
Q

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

A

Interview

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24
Q

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

A

Testing

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25
Q

This is “an objective, standard, measure of a sample behavior.”

A

Psychological test

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26
Q

A type of test given to assess the physical health of the applicant. It is given “to assure that the health of the applicant is adequate to meet the job requirements

A

Physical examination

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27
Q

used to measure a person’s capacity or potential ability to learn

A

Aptitude test

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28
Q

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

A

Performance test

29
Q

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

A

Personality test

30
Q

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

A

Interest test

31
Q

After an applicant is finally selected from among the various ones and then subsequently is hired, the next steps undertaken are ______________.

A

Induction and Orientation

32
Q

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

A

induction

33
Q

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

A

orientation

34
Q

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

A

Training

35
Q

where the trainee 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.

A

On the job training

36
Q

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.

A

Vestibule school

37
Q

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

A

Apprenticeship program

38
Q

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

A

Special courses

39
Q

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

A

In-basket

40
Q

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

A

Management Games

41
Q

this method present actual situations in organizations and enable on 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.”

A

Case Studies

42
Q

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

A

Role-playing

43
Q

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.

A

Behavior Modeling

44
Q

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

A

Sensitivity Training

45
Q

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

A

Transaction Analysis

46
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

47
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

48
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

49
Q

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

A

Multiple Management

50
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

51
Q

where each trait or characteristic is represented by a line of scale on the rater indicates the degree to which the individual possesses the trait or characteristic

A

Rating scale method

52
Q

where the evaluator composes statements that best describes the person evaluated

A

Essay method

53
Q

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

A

Management by objectives method

54
Q

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

A

Assessment center method

55
Q

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

A

Checklist Method

56
Q

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

A

Work standards method

57
Q

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

A

Ranking Method

58
Q

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

A

Critical-incident method

59
Q

It occurs when employee’s behavior results in an unusual on some parts of job.

A

Critical-incident method

60
Q

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

A

Monetary rewards

61
Q

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

62
Q

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

A

Transfer

63
Q

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

A

Transfers

64
Q

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

A

Demotion

65
Q

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

A

Demotion

66
Q

is either a voluntary or involuntary termination of a company

A

Separation

67
Q

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.

A

Voluntarily

68
Q

separation (or termination) 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.

A

Involuntarily

69
Q

is the measurement of employee performance

A

Performance appraisal

Yey 2nd Year Lezzgo (15 decks)

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