Staffing

Question 1

may be defined as a management function that determines human resources needs, recruits, selects, trains, and develops human resources for job created by an organization

Answer 1

Staffing

Question 2

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

Answer 2

Staffing

Question 3

The planned output of any organization will require a systematic deployment of human resources at various levels. To be able to do it, the manager will have to involve himself with human resource planning. This will be done in conjunction with the efforts of the human resource officer, that is, if the company has one.

Answer 3

Human Resources Planning

Question 4

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

Answer 4

Forecasting

Question 5

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

Answer 5

Programming

Question 6

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

Answer 6

Evaluation and Control

Question 7

use historical data to develop forecasts

Answer 7

Time series methods

Question 8

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 condition.

Answer 8

Explanatory or causal models

Question 9

The three major types of explanatory models are as follows:

Answer 9

i. regression models ii. Economic models iii. leading indicators

Question 10

refer to 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 10

. Economic models

Question 11

refer to time series that anticipate business cycle turns.

Answer 11

leading indicators

Question 12

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

Answer 12

Monitoring Methods

Question 13

When the different positions had been identified as necessary and the decision to fill them with persons had been made, the next logical step is

Answer 13

Recruitment

Question 14

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 14

Recruitment

Question 15

When management wants to fill certain Vacancies

Answer 15

Sources of applicants

Question 16

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

Answer 16

The Organization’s Current Employees.

Question 17

Newspapers are good sources of applicants. There are at least three major daily newspapers distributed throughout the Philippines. Readership appears to be highest during Sundays.

Answer 17

Newspaper advertising.

Question 18

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

Answer 18

SELECTION

Question 19

provides information about a person’s characteristics such as age, marital status, address, educational background, experience, and special interests. After reading the application blank, the evaluator will have some basis on whether or not to proceed further in evaluating the applicant.

Answer 19

Application blanks

Question 20

These are places where potential employees may be asked to apply. Representatives of companies may interview applicants inside campuses. Job fairs organized by the placement offices of universities in cooperation with some companies have become common.

Answer 20

School

Question 21

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

Answer 21

Referrals from employees

Question 22

These are companies organized specifically to assist client firms in recruiting qualified persons. Advertisements of recruitment firms are regular features of the advertising sections of major newspapers. Most of them specialize in recruiting applicants for executive positions.

Answer 22

Recruitment firms.

Question 23

These are useful sources of qualified but underutilized personnel. The recruiting firm has the advantages of hiring personnel who may have been previously trained by competitors.

Answer 23

Competitors

Question 24

the manager will likely rely on newspaper advertising, schools, and referrals. When recruiting managers, the reliable sources are current employees, recruitment firms, and competitors.

Answer 24

Entry-level personnel

Question 25

Those written by previous employers, co-workers, teachers, club officers, etc., about a person are called . Such statements may provide some vital information on the character of the applicant.

Answer 25

references

Question 26

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

Answer 26

Testing

Question 27

after an applicant is finally selected and subsequently hired, the next steps undertaken are

Answer 27

Induction and Orientation

Question 28

the new employee is provided with the necessary information about the company. His duties, responsibilities, and benefits are relayed to him. Personnel and health forms are filled out, and passes are issued. The company history, its products and services, and the organization structure are explained to the new employee.

Answer 28

induction

Question 29

the new employee is introduced to the immediate working environment and co-workers. Location, rules, equipment, procedures, training plans, and performance expectations are discussed. The new employee also undergoes the "socialization process" by pairing him with an experienced employee and having a one-on-one discussion with the manager.

Answer 29

orientation

Question 30

If the newly-hired (or newly-promoted) employee is assessed to be lacking the necessary skills required by the job, training becomes a

Answer 30

necessity

Question 31

refers to the learning that is provided in order to improve job performance.

Answer 31

training

Question 32

This types of training is directed to non-managers to increase knowledge and skills to perform a particular job. The four methods under this type are:

Answer 32

Training Programs for Non-Managers

Question 33

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 33

On-the-job Training

Question 34

The trainee is placed in a situation almost exactly as the work environment. It duplicates the job, as well as the required machinery and materials. Employees are gained on the proper methods and safety procedures before they are allowed to work in a department.

Answer 34

Vestibule School

Question 35

A combination of on-the-job training and experience with classroom instruction in particular subjects are provided to trainees.

Answer 35

Apprenticeship program

Question 36

Those that provide more emphasis on education rather than training. Examples are those which concern specific uses of computers like computer-aided design, bidding procedures, and producing a commercial advertisement.

Answer 36

Special courses

Question 37

In this method, the trainees are assigned roles to play in a given case incident. 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 37

Role-playing

Question 38

If 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 38

Behavior Modeling.

Question 39

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

Answer 39

Sensitivity training.

Question 40

The training needs of managers may be classified into four areas: decision-making skills, interpersonal skills, job knowledge, and organizational knowledge.

Answer 40

Training Program for Managers.

Question 41

The trainee is provided with a set of notes, messages, telephone calls, letters and reports, all pertaining to a given company situation. The trainee is expected to handle the situation within a given period of 1 or 2 hours.

Answer 41

In-Basket.

Question 42

A training method where trainees are placed in a simulated situation and are required to make an ongoing series of decisions about that situation.

Answer 42

Management Games.

Question 43

This presents actual situations in organizations and enables one to examine successful and unsuccessful operations. Case studies emphasize the manager's environment, improve communication skills, offer rewards in solving problems, possess the quality of illustration, and establish concrete reference points for connecting theory with practice.

Answer 43

Case studies.

Question 44

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

Answer 44

on-the-job experience.

Question 45

This method requires a senior manager to assist a lower-level manager by teaching him the needed skills and generally providing direction, advice, and helpful criticism. The senior manager must be skilled himself and have the ability to educate, the method will be ineffective.

Answer 45

Coaching.

Question 46

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 46

Understudy.

Question 47

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 47

Position rotation.

Question 48

This method is premised on the idea that junior executives must be provided with means to prepare them for higher / management position. To achieve this, a junior board of directors is created consisting of junior executives as members. The board is given the authority to discuss problems that the senior board could discuss. The members are encouraged to take a board business outlook rather than concentrating on their specialized lines of work.

Answer 48

Multiple Management.

Question 49

It is the measurement of employee performance.

Answer 49

Performance Appraisal.

Question 50

are as follows: a. to influence, in a position manner, employee performance and development; b. to determine merit pay increase; c. to plan for future performance goals; d. to determine training and development needs; and e. to assess the promotion potential of employees.

Answer 50

The purposes of performance appraisals

Question 51

a. Rating Scale Method. b. Essay Method. c. Management by objectives method. d. Assessment Center Method. e. Checklist method.

Answer 51

Ways of Appraising Performance.

Question 52

Each trait or characteristic to be rated is represented by a line on which the rater indicates the degree to which the individual possesses the trait or characteristic.

Answer 52

Rating Scale Method.

Question 53

The evaluator in this method composes statements that best describe the person evaluated.

Answer 53

Essay Method.

Question 54

Specific goals are set collaboratively for the organization as a whole, for various subunits, and for each individual member. Individuals are then evaluated on the basis of how well they have achieved the results specified by the goals.

Answer 54

Management by objectives method.

Question 55

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

Answer 55

Assessment Center Method.

Question 56

The evaluator checks statement on a list that are deemed to characterize an employee's behavior or performance.

Answer 56

Checklist method.

Question 57

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

Answer 57

work standards method.

Question 58

Each evaluator arranges employees' names in rank order from the best to the poorest.

Answer 58

ranking method.

Question 59

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

Answer 59

Critical-incident method.

Question 60

refers to the specific instance of inferior or superior performance of the employee.

Answer 60

critical incident

Question 61

After evaluating the performance of employees (managerial or otherwise), the management will now be ready to make employment decisions.

Answer 61

Employment Decisions

Question 62

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

Answer 62

Monetary Rewards

Question 63

- refers to the 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 63

Promotion

Question 64

is the movement from one position to another which has less pay or responsibility in the organization. Transfers are made to provide growth opportunities for the persons involved or to get rid of poorly performing employees

Answer 64

Transfer -

Question 65

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

Answer 65

Demotion

Question 66

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

Answer 66

Demotion

Question 67

It is either a voluntary or involuntary termination of an employee's services. In the case of made voluntary termination, the organization's management must find out the real reason.

Answer 67

Separation

Question 68

is the last option that the management exercise when an employee's performance is poor. This is usually made after training efforts fail to produce positive results.

Answer 68

Involuntary Separation or Termination

Question 69

One of the important aspects of staffing is employee compensation. Certain factors determine the salary or wages paid to employees.

Answer 69

Compensating Employees

Question 70

The achievement of the organization's objectives will depend on the individual and collective performance of its employees. Hence, it is only right to compensate them according to their ability to contribute to attainment of goals.

Answer 70

Performance.

Question 71

The compensation of the individual employee may also be determined according to the relative worth of each job. To determine a _____, job evaluation is undertaken. This activity allows the organization to rank jobs and determine their hierarchy of importance across all jobs in the organization. Up-to-date job descriptions and job specifications are useful tools of job evaluation.

Answer 71

The Relative Worth of Each Job.

Question 72

- Represents the written summary of a job as an identifiable organizational unit.

Answer 72

Job Description

Question 73

- is a statement of qualifications such as education prior experience, and skill required for a person to perform a given job.

Answer 73

Job Specialization

Question 74

which requires the evaluators to quantify the value of the elements of a job. Points are assigned to the degrees of various compensable factors required to do the job. This is done using job descriptions and interviews as bases.

Answer 74

The point method,

Question 75

, which uses a factor-by-factor comparison and as a result, a factor comparison scale is used. To evaluate the jobs, five job factors are used as bases for comparison: responsibility, skills, physical effort, mental effort, and working conditions.

Answer 75

The comparison method

Question 76

, wherein jobs are grouped, together in sets of grades or classification, such as clerical or managerial. Jobs within each individual sets are ranked in a job-to-standard comparison.

Answer 76

The classification or grading method

Question 77

, wherein the evaluator assigns ranks to jobs from the simplest to the most challenging. This method is most convenient for small organizations since they have fewer jobs than the larger ones.

Answer 77

The ranking method

Question 78

Some jobs may be similar with other jobs in terms of difficulty, responsibility, and other factors. Some of them, however, will be paid higher rates because of bigger demand for them.

Answer 78

Labor Market Conditions and Prevailing Wage Rates.

Question 79

Differences in pay among similar jobs in and out of the company depend on the type of pay system adapted. Wages may vary because of seniority, company productivity, and profit-sharing considerations.

Answer 79

Types of Pay System Used.

Question 80

1. Organizational work environment, including air, water, and noise pollution; 2. Other health hazards like poor diet, alcohol, and drugs; 3. The safety of the equipment; and 4. The safety of the equipment used. To address such concerns, the following are usually undertaken: 1. Installation of accident prevention programs, and 2. Elimination of health hazards in the work areas.

Answer 80

Employee Health and Safety

Question 81

– Peace and harmony in the workplace is a requisite for efficiency in production. This happens when employees consider their relationship with the organization as worthwhile. As such, employee or labor relations constitute an important aspect of management's concerns.

Answer 81

Employee Relations

Question 82

are characterized by concerns on managing and administrating the union contract (in unionized organization), grievance, compensation, work, rules, and other issues.

Answer 82

Employee Relations

Question 83

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

Answer 83

Interview.

Question 84

This method intends to help individuals not only understand themselves and others but also improve their interpersonal communication skills. This is actually the study of social transactions between people so as to develop improved communication and human relationships.

Answer 84

iv. Transactional analysis.