TOPIC 1: Personnel Management

Question 1

-Effective utilizing human resources
-It begins with recruitment and continues through staff development and retention.
-An administrative function within an organization that oversees the hiring, organization, and support of employee positions.

Answer 1

PERSONNEL MANAGEMENT

Question 2

ACCORDING TO _______ “Personnel management is the planning, organizing, compensation, integration, and maintenance of people for the purpose of contributing to organizational, individual, and societal goals.”

Answer 2

FLIPPO

Question 3

ACCORDING TO_____“Personnel management is the part that is primarily concerned with the human resources of an organization.”

Answer 3

BRECH

Question 4

SCOPES OF PERSONNEL MANAGEMENT: Refers to sourcing, screening, and selecting individuals for job vacancies.

Answer 4

RECRUITMENT

Question 5

SCOPES OF PERSONNEL MANAGEMENT: Distinguish candidates to identify those most likely to succeed in a role.

Answer 5

SELECTION

Question 6

SCOPES OF PERSONNEL MANAGEMENT: Allocating or reassigning individuals to appropriate roles.

Answer 6

PLACEMENT

Question 7

SCOPES OF PERSONNEL MANAGEMENT: Enhancing employee performance

Answer 7

STAFF DEVELOPMENT

Question 8

SCOPES OF PERSONNEL MANAGEMENT:
-Retraining staff when new technologies are introduced.
-Implementing retention plans to minimize employee turnover.
-Downsizing due to surplus staff (if necessary).

Answer 8

MAINTENANCE

Question 9

3 PARTS OF EFFECTIVE PERSONNEL MANAGEMENT

Answer 9

ORGANIZATION- JOBS- PEOPLE

Question 10

-A written explanation outlining the essential responsibilities and requirements for a vacant position.
-It is used to advertise open positions at a company.

Answer 10

JOB DESCRIPTION

Question 11

KEY SECTIONS OF JOB DESCRIPTIONS:
-Should be consistent across the laboratory.
-Considers local and national nomenclature (a system of giving names within a particular profession/field).

Answer 11

JOB TITLES

Question 12

KEY SECTIONS OF JOB DESCRIPTIONS:
Lists the education, experience, and personal qualities needed for the job.

Answer 12

QUALIFICATION

Question 13

KEY SECTIONS OF JOB DESCRIPTIONS:
Explains the tasks the employee will need to perform.

Answer 13

DUTIES

Question 14

KEY SECTIONS OF JOB DESCRIPTIONS:
Outlines the decision-making power and what the employee is responsible for.

Answer 14

RESPONSIBILITIES AND ACCOUNTABILITY

Question 15

KEY SECTIONS OF JOB DESCRIPTIONS:
Specifies who the employee reports to, ensuring clear communication and structure

Answer 15

JOB RELATIONSHIPS

Question 16

KEY SECTIONS OF JOB DESCRIPTIONS:
Fixed amount of money or compensation for the employee.

Answer 16

SALARY

Question 17

-Person specification.
-Employee specification.
-Derived from the job description.
-One of the most important readable pieces of information for job hunters.
-Focuses on the qualifications, skills, and attributes required.

Answer 17

JOB SPECIFICATION

Question 18

Job _______: What is the job?
Job _______: Who can do the job?

Answer 18

Job Description: What is the job?
Job Specification: Who can do the job?

Question 19

-Principles and guidelines in governing employee relations.
-Ensures smooth administration of personnel programs and cover areas.

Promotes cooperation and defines clear processes in the following areas:

Recruitment, selection, and planning.
Employee induction and training.
Performance evaluation and promotion.
Disciplining and discharge.
Salary administration.
Work assignments and hours.
Health and safety.

Answer 19

PERSONNEL POLICIES

Question 20

-describes the job itself
-includes general information about the job
-outlines role responsibilities and tasks
-used within a job posting to attract potential candidates

Answer 20

Job Description

Question 21

-details the traits needed to succeed in the role
-includes qualifications, skills, and attributes expected of the ideal candidate

Answer 21

Job specification

Question 22

In charge of the department that deals with the employment, training, support, and records of a company’s employees.
Must be skilled in addressing challenges.

Answer 22

PERSONNEL MANAGER

Question 23

-Recruiting and interviewing applicants.
-Administering employment tests.
-Training new employees in organizational policies.
-Motivating employees for improved performance.
-Keeping employment records.
-Handling transfers, promotions, demotions, or retirements.
-Managing grievances and disciplinary actions.
-Negotiating with unions.
-Providing personnel services, including medical and recreational support.

Answer 23

Functions of a Personnel Manager

Question 24

1. Job vacancies.
2. Applications.
3. Interviews and employment tests.
4. Checking references.
5. Background investigations.
6. Medical Examinations.
7. Inducting and placing.

Answer 24

Personnel Selection Process

Question 25

An important part of the selection process, helping to collect more information from the candidates.

Types:
Structured (with set questions).
Unstructured (more casual).

Answer 25

PERSONNEL INTERVIEWS

Question 26

Extra (Interview):
A structured process with a defined format and pre-planned questions.

Answer 26

Formal Interview

Question 27

Extra (Interview):
A more relaxed and conversational approach without a strict format.

Answer 27

Informal Interview

Question 28

Extra (Interview):
The candidate meets with multiple interviewers, one at a time, in a series of interviews.

Answer 28

Sequential interview

Question 29

Extra (Interview):
Multiple interviewers assess the candidate simultaneously during a single session.

Answer 29

Panel Interview

Question 30

Extra (Interview):
Multiple candidates are interviewed together, often to evaluate teamwork, communication, and problem-solving skills.

Answer 30

Group Interview

Question 31

Extra (Interview):
The candidate is presented with hypothetical scenarios and asked how they would respond to evaluate decision-making and problem-solving abilities.

Answer 31

Situational Interview

Question 32

Extra (Interview):
Remote interviews conducted via phone or video conferencing, often used as an initial screening step.

Answer 32

Phone or Video Call Interview