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ENGRNG MAN > STAFFING > Flashcards

STAFFING Flashcards

1
Q

the management function that determines human resources needs, recruits, selects, trains, and develops human resources for jobs created by organization

A

STAFFING

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2
Q

STAFFING PROCEDURE

A
  1. Human resource planning
  2. recruitment
  3. selection
  4. induction and orientation
  5. training and development
  6. performance appraisal
  7. employment decision
  8. separations
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3
Q

which an assessment of the future human resource needs in relation the current capabilities of the organization

A

FORECASTING

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4
Q

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

A

PROGRAMMING

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5
Q

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

A

EVALUATION AND CONTROL

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6
Q

use historical data to develop the forecasts 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 CASUAL MODEL

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8
Q

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

A

STAFFING

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9
Q

QUANTITIVE METHODS
METHODS OF FORECASTING

A
  1. Time Series Method
  2. Explanatory or Casuals Models
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10
Q

3 MAJOR TYPES OF EXPLANATORY MODELS

A
  1. Regression Model
  2. Econometric Models
  3. Monitoring Method
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11
Q

a forecasting method that examines the association between two or more variables, uses data from previous periods to predict future events

A

REGRESSION MODEL

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12
Q

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

A

ECONOMETRIC MODELS

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13
Q

those that provide early warning signal of significant changes in established patterns and relationship

A

MONITORING METHODS

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14
Q

attracting qualified persons to apply for vacant positions in the company

A

RECRUITMENT

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15
Q

SOURCE OF APPLICANTS

A
  1. Organization’s current employee
  2. Newspaper advertising
  3. Schools
  4. Referrals from employees
  5. recruitment firms
  6. Competitors
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16
Q

good source of applicants

A

SCHOOLS

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17
Q

useful source of qualified but under utilized personnel

A

COMPETITORS

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18
Q

ENTRY LEVEL PERSONNELS

A

-newspaper advertising
-schools
-referrals

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19
Q

MANAGERS

A

-current employees
-recruitment firms
-competitors

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20
Q

refers to the act from those that are available the individuals most likely to succeed on the job

A

SELECTION

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21
Q

its purpose is to evaluate each candidate and to pick the most suitable for the position available

22
Q

a requisite for effective selection

A

PREPARATION OF LIST

23
Q

may be simple or complex depending on the cost of a wrong decision

A

SELECTION PROCEDURES

24
Q

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

A

APPLICATION BLANKS

25
are those written by previous employers, co-workers, teachers, club officer, etc.
REFERENCES
26
information may be gathered by asking a series of relevant questions to the job candidate
INTERVIEWS
27
involves an evaluation of the future behavior or performance of an individual
TESTING
28
an object standard measure of a sample behavior
PSYCHOLOGICAL TEST
29
capacity or potential ability to learn
APTITUDE TEST
30
current knowledge of a subject
PERFORMANCE TEST
31
traits as a dominance, sociability and conformity
PERSONALITY TEST
32
interest in a various field works
INTEREST TEST
33
a type of test given to assess the physical health of an applicant
PHYSICAL EXAMINATION
34
given to assure that the health of the applicant is adequate to meet the job requirements
PHYSICAL EXAMINATION
35
TYPES OF TESTS
Psychological and Physical test
36
a new employee is provided with the necessary information about the company
INDUCTION
37
duties, responsibilities, and benefits are relayed to him
INDUCTION
38
new employee is introduced to the immediate working environment and co-workers
ORIENTATION
39
location, rules, equipment , procedures and training plans
ORIENTATION
40
pairing him with an experienced employee and having one-on-one discussion with the manager
SOCIALIZATION PROCESS
41
refers to the learning that is provided in order to improve performance on the present job
TRAINING
42
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
43
this situation motivates strongly the trainee to learn
OJT
44
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
45
where combination of OJT and experiences with classroom instruction in particular subjects are provided to trainees
APPRENTICESHIP PROGRAM
46
those taken which provide more on education rather than training
SPECIAL COURSES
47
TRAINGING PROGRAM FOR NON-MANAGERS
a. on-the-job-training b. vestibule school c. apprenticeship d. special courses
48
TRAINING PROGRAM FOR MANAGERS (DECISION-MAKING)
a. in basket b. management games c. case studies
49
trainee is provided with a set of notes, messages, telephone calls, letters, and reports, all pertaining to a certain company situation
IN BASKET
50
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
51
is a method presents actual situation in organization are enable one to examine successful and unsuccessful operations
CASE STUDIES
52
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

ENGRNG MAN (25 decks)

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