ME 213: Module 5

Question 1

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.

Answer 1

Staffing

Question 2

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

Answer 2

Staffing

Question 3

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

Answer 3

Forecasting

Question 4

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

Answer 4

Programming

Question 5

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

Answer 5

Evaluation and Control

Question 6

use historical data to develop forecast of the future

Answer 6

Time Series Method

Question 7

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 7

Explanatory or Causal Models

Question 8

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 8

Econometric Model

Question 9

It refers to time series that anticipate business turn cycle.

Answer 9

Leading Indicator

Question 10

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

Answer 10

Monitoring Methods

Question 11

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 _______

Answer 11

Recruitment

Question 12

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.

Answer 12

Recruitment

Question 13

Six (6) Source of Applicants

Answer 13

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

Question 14

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

Answer 14

Schools

Question 15

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

Answer 15

Referrals from employee

Question 16

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

Answer 16

Recruitment firms

Question 17

These are useful sources of qualified but underutilized personnel.

Answer 17

Competitors

Question 18

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

Answer 18

Organization’s current employees

Question 19

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

Answer 19

Selection

Question 20

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

Answer 20

Selection

Question 21

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

Answer 21

Application blank

Question 22

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 22

References

Question 23

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

Answer 23

Interview

Question 24

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

Answer 24

Testing

Question 25

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

Answer 25

Psychological test

Question 26

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

Answer 26

Physical examination

Question 27

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

Answer 27

Aptitude test

Question 28

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

Answer 28

Performance test

Question 29

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

Answer 29

Personality test

Question 30

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

Answer 30

Interest test

Question 31

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

Answer 31

Induction and Orientation

Question 32

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

Answer 32

induction

Question 33

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

Answer 33

orientation

Question 34

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

Answer 34

Training

Question 35

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.

Answer 35

On the job training

Question 36

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 36

Vestibule school

Question 37

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

Answer 37

Apprenticeship program

Question 38

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

Answer 38

Special courses

Question 39

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 39

In-basket

Question 40

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 40

Management Games

Question 41

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.”

Answer 41

Case Studies

Question 42

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.

Answer 42

Role-playing

Question 43

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 43

Behavior Modeling

Question 44

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

Answer 44

Sensitivity Training

Question 45

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

Answer 45

Transaction Analysis

Question 46

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

Answer 46

On-the-job Experience

Question 47

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 47

Coaching

Question 48

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 48

Understudy

Question 49

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

Answer 49

Multiple Management

Question 50

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 50

Position Rotation

Question 51

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

Answer 51

Rating scale method

Question 52

where the evaluator composes statements that best describes the person evaluated

Answer 52

Essay method

Question 53

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.

Answer 53

Management by objectives method

Question 54

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

Answer 54

Assessment center method

Question 55

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

Answer 55

Checklist Method

Question 56

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

Answer 56

Work standards method

Question 57

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

Answer 57

Ranking Method

Question 58

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

Answer 58

Critical-incident method

Question 59

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

Answer 59

Critical-incident method

Question 60

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

Answer 60

Monetary rewards

Question 61

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 61

Promotion

Question 62

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

Answer 62

Transfer

Question 63

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

Answer 63

Transfers

Question 64

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

Answer 64

Demotion

Question 65

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

Answer 65

Demotion

Question 66

is either a voluntary or involuntary termination of a company

Answer 66

Separation

Question 67

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 67

Voluntarily

Question 68

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.

Answer 68

Involuntarily

Question 69

is the measurement of employee performance

Answer 69

Performance appraisal