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STAFFING
TO MATCH PEOPLE WITH JOBS TO PROMOTE REALIZATION OF THE ORGANIZATION’S OBEJECTS.
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
FALSE
STAFFING ONLY INVOVLES HIRING AND FIRING EMPLOYEES.
HUMAN RESOURCE PLANNING
DETERMINES THE COMPETENCIES THAT A COMPANY REQUIRES TO ACCOMPLISH ITS GOALS AND ACQUIRE THE PERSONNEL IT REQUIRES.
FORECASTING HUMAN RESOURCE NEEDS
WHAT IS THE FIRST STEP IN THE STAFFING PROCEDURE?
THE FIRST STEP IN STAFFING PROCEDURE IS, WHICH ASSES THE FUTURE HR NEEDS.
FALSE
FORECASTING IS NOT A PART OF STAFFING PROCEDURE.
TRUE OR FALSE
RECRUITMENT
TO APPLY FOR OPEN POSITION FOR THE COMPANY.
SELECTION
ACT OF SELECTING THE INDIVIDUALS MOST LIKELY TO SUCCEED ON THE FORM THE ONES AVAILABLE.
COMPETITORS
THE SOURCE OF JOB APPLICANTS
APTITUDE
TEST MEASURE THE ABILITY TO ACQUIRED NEW SKILLS OR KNOWLEDGE.
TRUE
RECRUITMENT AIMS TO ATTRACT ELIGIBLE CANDIDATES FOR OPEN POSITIONS.
TRUE OR FALSE
TRUE
PLACING THE WRONG PERSON IN A HIGHLY SPECIALIZED POSITION CAN HARM THE ORGANIZATION.
TRUE OR FALSE
INDUCTION
PROVIDES NEW EMPLOYEES WITH ESSENTIAL INFORMATION ABOUT THIES ROLES AND THE ORGANIZATION.
TRAINING AND DEVELOPMENT
THE PROCESS OF PREPARING AN EMPLOYEE FOR FUTURE ROLES THROUGH EDUCATION AND EXPERIENCE IS CALLED.
TRUE
INDUCTION INTRODUCES NEW EMPLOYEES TO THEIR ROLES, RESPONSIBILITIES, AND THE ORGANIZATION.
TRUE OR FALSE
VESTIBULE SCHOOL TRAINING
WHICH TYPE OF TRAINING INVOVLES PLACING THE TRAINEE IN A SIMULATED WORKPLACCE ENVIRONMENT.
ROLE- PLAYING
A TRAIING METHOD THAT DEVELOPS INTERPERSONAL COMMUNICATION SKILLS BY ASSIGNING ROLES IN SPECIFIC SCENARIOS.
TRUE
ON0THE-JOB TRAINING PLACES EMPLOYEES IN ACTUAL WORK ENVIRONMENTS UNDER SUPERVISION.
TRUE OR FALSE
POSITION ROTATION
WHICH TRAINING METHOD EXPOSES MANAGERS TO DIFFERENT DEPARTMENTS TO BROADEN THEIR ORGANIZATIONAL KNOWLEDGE?
UNDERSTUDY
APPROACH IN MANAGEMENT TRAINING ALLOWS EMPLOYEES TO LEARN BY ASSISTING A SENIOR MANAGER.
FALSE
POSITION ROTATION HELPS EMPLOYEES DEVELOP SPECIALIZED SKILL FOR A SINGLE ROLE.
TRUE OR FALSE
PERFORMANCE APPRAISAL
THE MEASUREMENT OF EMPLOYEE’S PERFORMANCE. THE REASON FOR WHICH PERFORMANCE APPRAISAL IS CONDUCTED.
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
CHECKLIST
METHOD RATES EMPLOYEES BY HAVING EVALUATORS CHECK DISCRIPTIVE STATEMENTS.
FALSE
THE CRITICAL-INCIDENT METHOD FOCUSES ON ROUTINE PERFORMANCE.
TRUE OR FALSE
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
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
TEMPORARY
A DEMOTION IS A TEMPORARY MEASURE TO RETAIN EMPLOYEES UNTIL HIGHER ROLES ARE AVAILABLE.
SEPERATION
THE PROCESS OF TERMINATING AN EMPLOYEE, EITHER VOLUNTARILY OR INVOLUNTARILY.
TRUE
DEMOTIONS CAN BE USED A TEMPORARY MEASURE TO RETAIN EMPLOYEES.
TRUE OR FALSE
FALSE
SEPERATION REFERS ONLY TO VOLUNTARY EMPLOYEE RESIGNATIONS.
TRUE OR FALSE
