Financial Management Lesson 5

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33 Terms

1

STAFFING

TO MATCH PEOPLE WITH JOBS TO PROMOTE REALIZATION OF THE ORGANIZATION’S OBEJECTS.

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2

THE MANAGEMENT PROCESS THAT DEFINES HUMAN RESOURCE NEEDS, HIRES, SELECTS, TRAINS, AND DEVELOP HUMAN RESOURCES FOR JOBS TO PROMOTE THE REALIZATION OF THE ORGANIZATION’S OBJECTIVES.

STAFFING

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3

FALSE

STAFFING ONLY INVOVLES HIRING AND FIRING EMPLOYEES.

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4

HUMAN RESOURCE PLANNING

DETERMINES THE COMPETENCIES THAT A COMPANY REQUIRES TO ACCOMPLISH ITS GOALS AND ACQUIRE THE PERSONNEL IT REQUIRES.

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5

FORECASTING HUMAN RESOURCE NEEDS

WHAT IS THE FIRST STEP IN THE STAFFING PROCEDURE?

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6

THE FIRST STEP IN STAFFING PROCEDURE IS, WHICH ASSES THE FUTURE HR NEEDS.

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7

FALSE

FORECASTING IS NOT A PART OF STAFFING PROCEDURE.

TRUE OR FALSE

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8

RECRUITMENT

TO APPLY FOR OPEN POSITION FOR THE COMPANY.

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9

SELECTION

ACT OF SELECTING THE INDIVIDUALS MOST LIKELY TO SUCCEED ON THE FORM THE ONES AVAILABLE.

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10

COMPETITORS

THE SOURCE OF JOB APPLICANTS

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11

APTITUDE

TEST MEASURE THE ABILITY TO ACQUIRED NEW SKILLS OR KNOWLEDGE.

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12

TRUE

RECRUITMENT AIMS TO ATTRACT ELIGIBLE CANDIDATES FOR OPEN POSITIONS.

TRUE OR FALSE

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13
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14

TRUE

PLACING THE WRONG PERSON IN A HIGHLY SPECIALIZED POSITION CAN HARM THE ORGANIZATION.

TRUE OR FALSE

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15

INDUCTION

PROVIDES NEW EMPLOYEES WITH ESSENTIAL INFORMATION ABOUT THIES ROLES AND THE ORGANIZATION.

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16

TRAINING AND DEVELOPMENT

THE PROCESS OF PREPARING AN EMPLOYEE FOR FUTURE ROLES THROUGH EDUCATION AND EXPERIENCE IS CALLED.

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17

TRUE

INDUCTION INTRODUCES NEW EMPLOYEES TO THEIR ROLES, RESPONSIBILITIES, AND THE ORGANIZATION.


TRUE OR FALSE

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18

VESTIBULE SCHOOL TRAINING

WHICH TYPE OF TRAINING INVOVLES PLACING THE TRAINEE IN A SIMULATED WORKPLACCE ENVIRONMENT.

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19

ROLE- PLAYING

A TRAIING METHOD THAT DEVELOPS INTERPERSONAL COMMUNICATION SKILLS BY ASSIGNING ROLES IN SPECIFIC SCENARIOS.

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20

TRUE

ON0THE-JOB TRAINING PLACES EMPLOYEES IN ACTUAL WORK ENVIRONMENTS UNDER SUPERVISION.

TRUE OR FALSE

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21

POSITION ROTATION

WHICH TRAINING METHOD EXPOSES MANAGERS TO DIFFERENT DEPARTMENTS TO BROADEN THEIR ORGANIZATIONAL KNOWLEDGE?

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22

UNDERSTUDY

APPROACH IN MANAGEMENT TRAINING ALLOWS EMPLOYEES TO LEARN BY ASSISTING A SENIOR MANAGER.

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23

FALSE

POSITION ROTATION HELPS EMPLOYEES DEVELOP SPECIALIZED SKILL FOR A SINGLE ROLE.

TRUE OR FALSE

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24

PERFORMANCE APPRAISAL

THE MEASUREMENT OF EMPLOYEE’S PERFORMANCE. THE REASON FOR WHICH PERFORMANCE APPRAISAL IS CONDUCTED.

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25

A.

WHAT IS THE PURPOSE OF PERFORMANCE APPRAISAL?

A. TO EVALUATE AND INFLUENCE EMPLOYEE PERFORMANCE POSITIVELY

B. TO REDUCE EMPLOYEE WORKLOAD

C. TO MANAGE COMPANY FINANCES

D/ TO DEVELOP NEW PRODUCT LINES

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26

CHECKLIST

METHOD RATES EMPLOYEES BY HAVING EVALUATORS CHECK DISCRIPTIVE STATEMENTS.

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27

FALSE

THE CRITICAL-INCIDENT METHOD FOCUSES ON ROUTINE PERFORMANCE.

TRUE OR FALSE

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28

D.

WHAT IS A DEMOTION?

A. A TRANSFER O A DIFFERENT JOB AT THE SAME LEVEL
B. A VOLUNTARY CHANGE OF ROLES
C. A REWARD FOR EXCELLENT PERFORMANCE
D. A MOVEMENT TO A ROLE WITH FEWER RESPONSIBILITIES

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29

A.

WHAT DOES THE SEPARATION PROCESS INCLUDE?

A. VOLUNTARY OR INVOLUNTARY TERMINATION OF EMPLYMENT

B. PROMOTIONG EMPLOYEES TO HIGHES ROLES

C. CONDUCTING ANNUAL APPRASAL

D. OFFERING SALARY INCREMENTS

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30

TEMPORARY

A DEMOTION IS A TEMPORARY MEASURE TO RETAIN EMPLOYEES UNTIL HIGHER ROLES ARE AVAILABLE.

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31

SEPERATION

THE PROCESS OF TERMINATING AN EMPLOYEE, EITHER VOLUNTARILY OR INVOLUNTARILY.

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32

TRUE

DEMOTIONS CAN BE USED A TEMPORARY MEASURE TO RETAIN EMPLOYEES.

TRUE OR FALSE

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33

FALSE

SEPERATION REFERS ONLY TO VOLUNTARY EMPLOYEE RESIGNATIONS.

TRUE OR FALSE

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