STAFFING Flashcards
the management function that determines human resources needs, recruits, selects, trains, and develops human resources for jobs created by organization
STAFFING
STAFFING PROCEDURE
- Human resource planning
- recruitment
- selection
- induction and orientation
- training and development
- performance appraisal
- employment decision
- separations
which an assessment of the future human resource needs in relation the current capabilities of the organization
FORECASTING
means translating the forecasted human resource needs to personnel objectives and goals
PROGRAMMING
refers to the monitoring human resource action plans and evaluating their success
EVALUATION AND CONTROL
use historical data to develop the forecasts of the future
TIME SERIES METHOD
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
EXPLANATORY OR CASUAL MODEL
undertaken to match people with jobs so that the realization of the organization’s objective will be facilitated
STAFFING
QUANTITIVE METHODS
METHODS OF FORECASTING
- Time Series Method
- Explanatory or Casuals Models
3 MAJOR TYPES OF EXPLANATORY MODELS
- Regression Model
- Econometric Models
- Monitoring Method
a forecasting method that examines the association between two or more variables, uses data from previous periods to predict future events
REGRESSION MODEL
a system of regression equations estimated from past time-series data and used to show the effect of various independent variables in various dependent variables
ECONOMETRIC MODELS
those that provide early warning signal of significant changes in established patterns and relationship
MONITORING METHODS
attracting qualified persons to apply for vacant positions in the company
RECRUITMENT
SOURCE OF APPLICANTS
- Organization’s current employee
- Newspaper advertising
- Schools
- Referrals from employees
- recruitment firms
- Competitors
good source of applicants
SCHOOLS
useful source of qualified but under utilized personnel
COMPETITORS
ENTRY LEVEL PERSONNELS
-newspaper advertising
-schools
-referrals
MANAGERS
-current employees
-recruitment firms
-competitors
refers to the act from those that are available the individuals most likely to succeed on the job
SELECTION
its purpose is to evaluate each candidate and to pick the most suitable for the position available
SELECTION
a requisite for effective selection
PREPARATION OF LIST
may be simple or complex depending on the cost of a wrong decision
SELECTION PROCEDURES
provides information about a person’s characteristics such as age, marital status, address, educational background, experience and special interest
APPLICATION BLANKS
are those written by previous employers, co-workers, teachers, club officer, etc.
REFERENCES
information may be gathered by asking a series of relevant questions to the job candidate
INTERVIEWS
involves an evaluation of the future behavior or performance of an individual
TESTING
an object standard measure of a sample behavior
PSYCHOLOGICAL TEST
capacity or potential ability to learn
APTITUDE TEST
current knowledge of a subject
PERFORMANCE TEST
traits as a dominance, sociability and conformity
PERSONALITY TEST
interest in a various field works
INTEREST TEST
a type of test given to assess the physical health of an applicant
PHYSICAL EXAMINATION
given to assure that the health of the applicant is adequate to meet the job requirements
PHYSICAL EXAMINATION
TYPES OF TESTS
Psychological and Physical test
a new employee is provided with the necessary information about the company
INDUCTION
duties, responsibilities, and benefits are relayed to him
INDUCTION
new employee is introduced to the immediate working environment and co-workers
ORIENTATION
location, rules, equipment , procedures and training plans
ORIENTATION
pairing him with an experienced employee and having one-on-one discussion with the manager
SOCIALIZATION PROCESS
refers to the learning that is provided in order to improve performance on the present job
TRAINING
when the trainee is placed in an actual work situation under the direction of his immediate supervisor, who acts as trainer
ON-THE-JOB-TRAINING
this situation motivates strongly the trainee to learn
OJT
where the trainee is placed in a situation almost exactly the same as the work place where machine materials, and time constrains are present
VESTIBULE SCHOOL
where combination of OJT and experiences with classroom instruction in particular subjects are provided to trainees
APPRENTICESHIP PROGRAM
those taken which provide more on education rather than training
SPECIAL COURSES
TRAINGING PROGRAM FOR NON-MANAGERS
a. on-the-job-training
b. vestibule school
c. apprenticeship
d. special courses
TRAINING PROGRAM FOR MANAGERS
(DECISION-MAKING)
a. in basket
b. management games
c. case studies
trainee is provided with a set of notes, messages, telephone calls, letters, and reports, all pertaining to a certain company situation
IN BASKET
training method where trainees are faced with a simulated situation and are required to male an on-going series of decision about that situation
MANAGEMENT GAMES
is a method presents actual situation in organization are enable one to examine successful and unsuccessful operations
CASE STUDIES
emphasizes the manager’s world, improves communication skills, offers rewards of solving a mystery, posses the quality of illustration, and establishes concrete reference points for connecting theory with practice
CASE STUDIES
