Staffing and compensation wages

Question 1

It is the Human Resource function of identifying, attracting, hiring, and retaining people with the necessary qualifications to fill the responsibilities of current future jobs in the
organization.

Answer 1

Staffing

Question 2

It involves the determination of manpower requirements of the enterprise and providing it
with adequate competent people at all its levels.

Answer 2

Staffing

Question 3

WHAT ARE THE OBJECTIVES OF STAFFING?

Answer 3

1. To procure the right type of personnel for the right jobs.
2. To train and develop human resources
3. To mold effectively the human resources and motivate them for higher performance.
4. To establish a desirable working relationship between employers and employees and
   between groups of employees.

Question 4

THE PROCESS OF STAFFING
HIRING PROCESS

Answer 4

● Determining a need ( Job Analysis)
● Application search and selection (Recruitment, Screening and Selection, Interviews)
● Decision-making
● Adaptation to the workplace orientation

Question 5

It is a set of activities designed to attract qualified applicants for job position vacancies in
an organization.

Answer 5

1. Recruitment

Question 6

What are the two method of recruitment?

Answer 6

External recruitment
Internal recruitment

Question 7

method considers outside sources in locating potential individuals.

Answer 7

External recruitment

Question 8

is a process of filling job vacancies through promotions or transfers of employees who
are already part of the organization.

Answer 8

Internal recruitment

Question 9

Methods of External recruitment

Answer 9

1. ADVERTISEMENTS
2. UNSOLICITED APPLICATIONS
3. INTERNET RECRUITING
4. EMPLOYEE REFERRALS
5. EDUCATIONAL INSTITUTIONS
6. PUBLIC AND PRIVATE EMPLOYMENT AGENCIES

Question 10

This can be done through websites, newspapers, trade journals, radio, television,
billboards, posters, and emails among others.

Answer 10

Advertisment

Question 11

These are applications from individuals who took the initiative to apply even though the
company did not indicate that they need a new staff.

Answer 11

Unsolicited application

Question 12

These are independent job boards of the web commonly used by job seekers and
recruiters to gather and disseminate job opening information

Answer 12

Internet recruiting

Question 13

These are recommendations from the organization’s present employees who usually
refer to friends and relatives who they think are qualified for the job.

Answer 13

Employee referrals

Question 14

These are good sources of young applicants or new graduates who have formal training
but with very little work experience.

Answer 14

educational institutions

Question 15

Examples of public employment agencies in the Philippines are the Philippine Overseas
Employment Administration (POEA), the Department of Labor and Employment (DOLE)

Answer 15

Public and private agencies

Question 16

It is the process of choosing individuals who have the required qualifications to fill the present and expected job opening.

Answer 16

2. SELECTION

Question 17

THE SELECTION PROCESS

Answer 17

1. ESTABLISHING THE SELECTION CRITERIA
   ● This includes the citation of the nature and purpose of the job position which has to be
   filled. This may include the skills that the company is looking for in an employee - job
   specification.
2. REQUESTING APPLICANTS TO COMPLETE THE APPLICATION FORM
3. SCREENING BY LISTING APPLICANTS WHO SEEM TO MEET THE SET OF CRITERIA
4. SCREENING INTERVIEW TO IDENTIFY MORE PROMISING APPLICANTS
5. INTERVIEW BY THE SUPERVISOR/MANAGER OR PANEL INTERVIEWER
6. VERIFYING INFORMATION PROVIDED BY THE APPLICANT
7. PSYCHOLOGICAL AND PHYSICAL EXAMINATION
8. JOB ORDER

Question 18

● refers to learning given by organizations to its employees that concentrates on short-term job performance and acquisition or improvement of job-related skills.
● This is very important for every employee in an organization to be properly equipped with the skills and abilities for them to be capable of meeting the organization’s goals.

Answer 18

3. Training and development

Question 19

● are related to each other because the employees’ excellent or poor performance also determines the compensation given to them, after considering other internal and external factors like the actual worth of the job, compensation strategy of the organization, conditions of the labor market, cost of living, and area wage rates, among others.
● Compensation may come in different forms. It may be direct, indirect, or nonfinancial.

Answer 19

Compensation/wages and Performance evaluation

Question 20

Types of Compensation

Answer 20

Direct compensation
Indirect compensation
Nonfinancial compensation

Question 21

● includes workers’ salaries, incentive pays, bonuses, and commission

Answer 21

Direct compensation

Question 22

● includes benefits given by employers other than financial remunerations; for example,

Answer 22

Indirect compensation

Question 23

● includes recognition programs, being assigned to do rewarding jobs, or enjoying management support, ideal work environment, and convenient work hours

Answer 23

Nonfinancial Compensation

Question 24

● Compensation pay represents a reward that an employee receives for good performance that contributes to the company’s success. With this, the following must be considered

Answer 24

Compensation: A Motivational Factor for Employees

Question 25

related to fairness;

Answer 25

Pay equity

Question 26

is a motivation theory focusing on employees’ response to the pay that they receive and the feeling that they receive less or more than they deserve.

Answer 26

Equity theory

Question 27

Employees generally feel that their pay must be commensurate to the effort exerted in the performance of their job. In other words, ________is achieved when the pay given to them by their employers is equal to the value of the job performed; thus, this motivates them to perform well and to do their jobs to the best of their abilities.

Answer 27

Pay equity

Question 28

● Another theory of motivation which predicts that employees are motivated to work well because of the attractiveness of the rewards or benefits that they may receive from a job assignment.

Answer 28

Expectancy theory

Question 29

The employee’s perception of the compensation or pay attached to a job position is an important factor in ascertaining the motivational value of compensation.

Answer 29

Expectancy theory

Question 30

Bases for Compensation

Answer 30

Piecework basis Hourly basis Daily basis Weekly basis Monthly basis

Question 31

● Improving individual job performance through performance evaluation is just one of the reasons why employees are subjected to assessments on a continuous basis. There are other purposes behind employee assessment that are beneficial to the company and employee.

Answer 31

Purposes of Performance Evaluation: Administrative and Developmental

Question 32

● These are fulfilled through appraisal/ evaluation programs that provide information that may be used as a basis for compensation decisions, promotions, transfers, and terminations.

Answer 32

Administrative Purposes

Question 33

● These are fulfilled through appraisal/ evaluation programs that provide information about employee’s performance and their strengths and weaknesses that may be used as a basis for identifying their training and developmental needs.

Answer 33

Developmental Purposes

Question 34

● It is said that performance appraisal is an investment for the company which can be justified by the following advantages

Answer 34

Advantages of Performance Appraisal (Enriquez, 2016)

Question 35

Performance Appraisal helps the supervisors to chalk out the promotion programs for efficient employees. In this regard, inefficient workers can be dismissed or demoted in case.

Answer 35

Promotion

Question 36

Performance Appraisal helps in chalking out compensation packages for employees. Merit rating is possible through performance appraisal. Performance appraisal tries to give worth to performance. The criteria should be merit rather than seniority.

Answer 36

Compensation

Question 37

The systematic procedure of performance appraisal helps the supervisors to frame training policies and programs. It contributes to analyzing the strengths and weaknesses of employees so that new jobs can be designed for efficient employees. It also helps in framing future development programs.

Answer 37

Employees development

Question 38

Performance Appraisal serves as a motivation tool. Through evaluating the performance of employees, a person’s efficiency can be determined if the targets are achieved. This very well motivates a person for a better job and helps him to improve his performance in the future.

Answer 38

Motivation

Question 39

Organizations offer competitive rewards systems to attract knowledgeable and skilled people and to keep them motivated and satisfied once they are employed in their firm. Further, rewards promote personal growth and development and present fast employee turnover. Management offers different types of rewards:

Answer 39

Reward System

Question 40

Reward systems:

Answer 40

Monetary rewards Nonmonetary Rewards

Question 41

rewards that pertain to money, finance, or currency.

Answer 41

Monetary rewards

Question 42

financial remuneration given in exchange for work performance that will help the organization attain its goals;

Answer 42

Pay/salary

Question 43

indirect forms of compensation given to employees/ workers to improve the quality of their work and personal lives;

Answer 43

benefits

Question 44

rewards that are based upon pay-for-performance philosophy; it establishes a baseline performance level that employees or groups of employees must reach to be given such reward or payment;

Answer 44

Incentives

Question 45

a compensation package for executives of organizations which consists of five components: basic salary, bonuses, stock plans, benefits, and perquisites

Answer 45

Executive pay

Question 46

rewards that do not pertain to money, finance, or currency; refer to intrinsic rewards that are self-granted and which have a positive psychological effect on the employee who receives them.

Answer 46

Nonmonetary rewards

Question 47

a nonmonetary reward that may be given to individual employees or groups/teams for meritorious service or outstanding performance

Answer 47

Award

Question 48

a form of nonmonetary, intrinsic reward given by superiors to their subordinates when they express oral or verbal appreciation for excellent job performance

Answer 48

Praise

Question 49

apply to all phases of work activities in organizations, and managers, to be effective, must be able to encourage good employee relations among all human resources under his or her care.

Answer 49

Employee relationships

Question 50

Having a strong employer and employee relations reaps a lot of benefits for your business.

Answer 50

(Enriquez, 2016) The Benefits of Strong Employment Relations

Question 51

Strong employment relations create a pleasant atmosphere within the work environment; it increases employee motivation and can also be increased through improved employee morale.

Answer 51

1. Productivity

Question 52

Creating a productive and pleasant work environment has a drastic effect on an employee’s commitment to the firm, it encourages a loyal workforce. Having such a labor force improves employee retention, in doing so the cost of recruitment, hiring, and training are cut drastically.

Answer 52

2.Employee Loyalty

Question 53

When a work environment is efficient and friendly, the extent of conflict within the workplace is reduced.

Answer 53

Conflick reduction

Question 54

is a formal union of employees/workers that deals with employers, representing workers in their pursuit of justice and fairness and in their fight for their collective or common interests.

Answer 54

labor union

Question 55

EMPLOYEE MOVEMENTS

Answer 55

a. Financial needs b. Unfair management practices c. Social and leadership concerns

Question 56

complaints regarding wages or salaries and benefits given to them by the management are the usual reasons why employees join labor unions

Answer 56

Financial needs

Question 57

perceptions of employees regarding unfair or biased managerial actions are also the reason why they join mass movements; examples of lack of fairness in management are favoritism related to promotion and giving of training opportunities and exemption from disciplinary action

Answer 57

Unfair management practice

Question 58

some join unions for the satisfaction of their needs for affiliation with a group and for the prestige

Answer 58

Social and leadership concern