ME Module 5 (Finals)

Question 1

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

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

Answer 2

staffing

Question 3

The Staffing Procedure:

Answer 3

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

Question 4

The planned output of any organization will require a ____________________ at various levels.

Answer 4

systematic deployment of human resources

Question 5

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

Answer 5

forecasting

Question 6

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

Answer 6

programming

Question 7

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

Answer 7

evaluation and control

Question 8

Enumerate: Methods of Forecasting.

Answer 8

1. time series method
2. explanatory or causal models
3. monitoring methods

Question 9

This make use of historical data to develop forecast of the future.

Answer 9

time series method

Question 10

These are 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 10

explanatory or causal models

Question 11

Enumerate: Three Major Types of Explanatory Models.

Answer 11

a. regression models
b. econometric models
c. leading indicators

Question 12

Those that provide early warning signals of significant changes in established patters and relationships so that the engineer manager can assess the likely impact and plan responses if required.

Answer 12

monitoring methods

Question 13

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 13

recruitment

Question 14

Enumerate: Sources of Applicants.

Answer 14

1. the organizations’ current employees
2. newspaper advertising
3. schools
4. referrals from employee
5. recruitment firms
6. competitors

Question 15

These are useful sources of qualified but underutilized personnel.

Answer 15

competitors

Question 16

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

Answer 16

the organizations’ current employees

Question 17

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

Answer 17

recruitment firms

Question 18

There are at least three major daily newspapers distributed throughout the Philippines. Readership is higher during Sunday.

Answer 18

newspaper advertising

Question 19

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

Answer 19

referrals from employee

Question 20

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

Answer 20

schools

Question 21

For _______________, the engineer manager will likely rely on newspaper advertising, school, and referrals.

Answer 21

entry level personnel

Question 22

For entry level personnel, where do engineer managers likely rely on?

Answer 22

newspaper advertising, schools, referrals

Question 23

Reliable sources for recruiting managers?

Answer 23

current employees, recruitment firms, competitors

Question 24

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

Answer 24

selection

Question 25

This is a requisite for effective selection.

Answer 25

preparation of list indicating that the adequate pool of candidates is available

Question 26

Its purpose is to evaluate each candidate and to pick the most suited for the position available

Answer 26

selection

Question 27

Enumerate: Ways of Determining the Qualifications of a Job Candidate.

Answer 27

1. application blanks 2. references 3. interviews 4. testing

Question 28

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

Answer 28

application blanks

Question 29

This gives the evaluator have some basis on whether or not to proceed further in evaluating the applicant.

Answer 29

application blanks

Question 30

These are written by previous employers, co-workers, teachers, club officers, etc. their statements may provide some vital information on the character of the applicant.

Answer 30

references

Question 31

Information may be gathered through ____________ by asking a series of relevant questions to the job candidate.

Answer 31

interviews

Question 32

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

Answer 32

testing

Question 33

Enumerate: Two Types of Tests.

Answer 33

1. psychological test 2. physical examination

Question 34

An objective, standard, measure of a sample behavior.

Answer 34

psychological test

Question 35

A type of test given to assess the physical health of the applicant.

Answer 35

physical examination

Question 36

To assure that the health of the applicant is adequate to meet the job requirements.

Answer 36

physical examination

Question 37

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

Answer 37

aptitude test

Question 38

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

Answer 38

performance test

Question 39

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

Answer 39

personality test

Question 40

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

Answer 40

interest test

Question 41

The new employee is provided with the necessary information about the company.

Answer 41

induction

Question 42

The employee's duties, responsibilities, and benefits are relayed to him.

Answer 42

induction

Question 43

Personnel and health forms are filled up, and passes are issued.

Answer 43

induction

Question 44

The company history, its products and services, and the organization structure are explained to the new employee.

Answer 44

induction

Question 45

The new employee is introduced to the immediate working environment and co-workers.

Answer 45

orientation

Question 46

The following are discussed: location, rules, equipment, procedures, and training plans.

Answer 46

orientation

Question 47

What are the things discussed during orientation?

Answer 47

- location - rules - equipment - procedures - training plans

Question 48

Performance expectations are discussed here.

Answer 48

orientation

Question 49

The new employee also undergoes the “socialization process” by pairing him with an experienced employee and having a one on one discussion with manager.

Answer 49

orientation

Question 50

Learning that is provided in order to improve performance on the present job.

Answer 50

training

Question 51

Training programs consist of two general types, namely:

Answer 51

1. training programs for nonmanagers 2. training and educational programs executives

Question 52

Enumerate: Four Classifications of Training Programs for Managers.

Answer 52

1. decision-making skills 2. interpersonal skills and competence 3. job knowledge 4. organizational knowledge

Question 53

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

Answer 53

on the job training

Question 54

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 54

vestibule school

Question 55

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

Answer 55

apprenticeship program

Question 56

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 56

special courses

Question 57

Enumerate: Methods in decision-making skills.

Answer 57

1. in-basket 2. management games 3. case studies

Question 58

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 58

in-basket

Question 59

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 59

management games

Question 60

This method present actual situations in organizations and enable on to examine successful and unsuccessful operations.

Answer 60

case studies

Question 61

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 61

case studies

Question 62

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

Answer 62

role-playing

Question 63

The purpose of this method is to improve the skill of the trainees in human relations, supervision, and leadership

Answer 63

role-playing

Question 64

This method attempts to influence the trainee by “showing model persons behaving effectively in a problem situation.”

Answer 64

behavior modeling

Question 65

Awareness and sensitivity to behavioral patterns of oneself and others are developed.

Answer 65

sensitivity training

Question 66

To help individuals not only understand themselves and others but also improve their interpersonal communication skills.

Answer 66

transaction analysis

Question 67

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

Answer 67

on-the-job experience

Question 68

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.

Answer 68

coaching

Question 69

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.

Answer 69

understudy

Question 70

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 70

position rotation

Question 71

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

Answer 71

multiple management

Question 72

Enumerate: Methods under Decision-making Skills.

Answer 72

1. in-basket 2. management games 3. case studies

Question 73

Enumerate: Methods under Interpersonal Skills and Competence.

Answer 73

1. role-playing 2. behavior modeling 3. sensitivity training 4. transaction analysis

Question 74

Enumerate: Methods under Job Knowing.

Answer 74

1. on-the-job experience 2. coaching 3. understudy

Question 75

Enumerate: Methods under Organizational Knowledge.

Answer 75

1. Position Rotation 2. Multiple Management

Question 76

The measurement of employee performance.

Answer 76

performance appraisal

Question 77

The purposes for which appraisal is made:

Answer 77

1. To influence, in a positive manner, employee performance and development. 2. To determine merit pay increase 3. To plan for future performance goals. 4. To determine training and development needs, and 5. To assess the promotional potential of employee.

Question 78

Enumerate: Ways of Appraising Performance.

Answer 78

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

Question 79

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 79

rating scale method

Question 80

Where the evaluator composes statements that best describes the person evaluated.

Answer 80

essay method

Question 81

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 81

management by objectives method

Question 82

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

Answer 82

assessment center method

Question 83

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

Answer 83

checklist method

Question 84

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

Answer 84

work standards method

Question 85

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

Answer 85

ranking method

Question 86

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

Answer 86

critical-incident method

Question 87

This occurs when employee’s behavior results in an unusual success or failure on some parts of job.

Answer 87

critical incident

Question 88

Enumerate: Employment Decisions.

Answer 88

1. monetary rewards 2. promotion 3. transfer 4. demotion

Question 89

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

Answer 89

monetary rewards

Question 90

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 90

promotion

Question 91

A movement of a person to a different job at the same or similar level of responsibility in the organization. These are made to provide growth opportunities for the persons involved or to get rid of a poor performing employee.

Answer 91

Transfer

Question 92

A movement from one position to another which has less pay or responsibility attached to it. This is used as a form of punishment or as a temporary measure to keep an employee until he is offered a higher position.

Answer 92

demotion

Question 93

This is either a voluntary or involuntary termination of a company.

Answer 93

separation

Question 94

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 94

Voluntary separation

Question 95

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 95

Involuntary separation