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staffing
The management function that determines human resource needs, recruits, selects, trains, and develops human resources for jobs created by an organization.
staffing
It refers to the continuous process of finding an employee who is suited for the vacant jobs.
human resource planning
recruitment
selection
induction and orientation
training and development
performance appraisal (PA)
employment decision
separation
Staffing Procedures (HINT: HRSI-TPES)
TRUE
[TRUE or FALSE] The planned output of any organization will require a systematic deployment of human resources at various levels.
TRUE
[TRUE or FALSE] Engineer manager will have to involve himself in human resource planning in conjunction with human resource officer.
forecasting
programming
evaluation and control
3 Activities of Human Resource Planning (HINT: FPE)
forecasting
It refers to the assessment of future human resource needs in relation to the current capabilities of organization.
programming
Translating the forecasted human resource needs to personnel objective and goal.
evaluation and control
Monitoring human resource action plans and evaluating their success.
time series method
explanatory or causal models
monitoring method
Quantitative Methods of Forecasting (HINT: TEM)
time series method
It uses historical data to develop forecast of the future.
monitoring method
Provides early warning signals of significant changes in established patterns and relationships so that the engineer manager can assess the likely impact and plan responses if required.
explanatory or causal models
It identifies the major variables that are related to or have caused particular past conditions and use current measures of these variables to predict future conditions.
regression models
econometric models
leading indicators
3 Major Types of Explanatory Models (HINT: REL)
regression models
It examines the association between two or more variables.
econometric models
A system of regression equations estimated from past time-series date and used to show the effect of various independent variable on various dependent variables.
leading indicators
It refers to time series that anticipate business cycle turns.
recruitment
When the different positions have been identified to be necessary and the decision to fill them up has been made, the next logical step is ____.
recruitment
It refers to attracting qualified persons to apply for vacant positions in the company so that those who are best suited to serve the company may be selected.
current employee
newspaper advertising
schools
referrals from employee
recruitment firms
competitors
Sources of Applicants (HINT: CNS-RRC)
TRUE
[TRUE or FALSE] Some of the organization’s current employees may be qualified to occupy positions higher than the ones they are occupying.
3
There are at least _ major daily newspapers distributed throughout the Ph. Readership is higher during Sundays.
schools
Good sources of applicants. Representatives of companies may interview applicants inside campuses.
referrals from employees
Current employees sometimes recommend relatives and friends who may be qualified.
recruitment firms
Some companies are specifically formed to assist client firms in recruitment.
competitors
These are useful sources of qualified but underutilized personnel.
selection
The art of choosing from those who are most likely to succeed in the job.
TRUE
[TRUE or FALSE] The purpose of selection is to evaluate and to pick the most suited for the available positions.
application blanks
references
interviews
testing
Ways of Determining the Qualifications of a Job Candidate (HINT: ARIT)
application blanks
This is where the personal history of the applicants is written.
references
Statement here may provide vital information of the applicant.
interviews
Information is gathered by asking a series of relevant questions.
testing
This involves an evaluation of the future behavior and performance of individual.
psychological test
physical examination
2 Types of Tests in Determining the Qualifications of a Job Candidate
psychological test
It is an objective, standard measure of a sample behavior.
aptitude test
performance test
personality test
interest test
Classifications of Psychological Tests (HINT: APPI)
aptitude test
One used to measure a person’s capacity or potential ability to learn.
performance test
One used to measure a person’s current knowledge of a subject.
personality test
One used to measure personality traits as dominance, sociability, and conformity.
interest test
One used to measure a person’s interest in various field of works.
physical examination
A test to assure that the health of the applicant is adequate to meet the job requirements.
induction
This is where an employee is provided with information about the company, the duties, responsibilities, and benefits relayed to him.
orientation
The new employee is introduced to the work environment and co-workers.
socialization process
The employee is paired with an experienced employee and have a one-on-one discussion with the manager.
training
This is required if the new employee or newly promoted employees are lacking the necessary skills in the job.
training
It refers to learning that is provided in order to improve performance in the present job.
training programs for nonmanagers
training and educational programs for executives
General Types of Training
Training Program for Nonmanagers
This type of training is directed to nonmanagers for specific increases in skill and knowledge to perform a particular job.
on-the-job training
vestibule school
apprenticeship program
special courses
4 Methods of Training Program for Nonmanagers (HINT: OVAS)
on-the-job training
The trainee is placed in an actual work situation under the direction of his immediate supervisor, who acts as a trainer. This situation motivates strongly the trainee to learn.
vestibule school
Trainee is placed in a situation almost exactly the same as the workplace where machines, materials, and time constraints are present. As the trainer works full time, the trainee is assured of sufficient attention from him.
apprenticeship program
Combination of on-the-job training and experiences with classroom instruction in particular subjects are provided to trainees.
special courses
Provides more emphasis on education rather than training. Example: CAD and building procedures.
decision-making skills
interpersonal skills
job knowledge
organizational knowledge
4 Areas for Training Needs of Managers (HINT: DIJO)
in-basket
management games
case studies
Decision-Making Skills Methods of Training (HINT: IMC)
in-basket
Trainee is provided with set of notes, messages, calls, letters and reports and expected to handle the situation within a given period of time.
management games
Trainees are faced with simulated situation and are required to make an ongoing series of decisions about the situation.
case studies
This method represents actual situations in organizations and enable one to examine successful and unsuccessful operation.
role playing
behavior modeling
sensitivity training
transactional analysis
Interpersonal Methods of Training (HINT: RBST)
role playing
Trainee is assigned to role play in a given incident, provided with script or description of problems and persons they are to play.
TRUE
[TRUE or FALSE] The purpose of role playing is to improve the skills of human relations, supervision, and leadership.
behavior modeling
Showing a model persons behaving effectively in a problem situation. The trainee is expected to adopt the behavior of a model and use some instances later on.
sensitivity training
Awareness and behavioral patterns of oneself and others are developed.
transactional analysis
Helps the individuals not only understand themselves and others but also improve interpersonal skills.
on-the-job experience
coaching
understudy
Job Knowledge Methods of Training (HINT: OCU)
on-the-job experience
It provides valuable opportunities for the trainee to learn various skills while actually engaged in the performance job.
coaching
This method requires senior manager to assist a lower-level manager by teaching him and provide directions, advice, and helpful criticism. Senior manager must be skilled himself to educate otherwise training will be ineffective.
understudy
Manager works as an assistant to higher-level manager and participates in managerial functions until he is ready for the position. Once in a while the assistant is allowed to takeover.
position rotation
multiple management
Organizational Knowledge Methods of Training (HINT: PM)
position rotation
Manager is given assignment in a variety of departments. The purpose of this is to expose him to different functions of the organization.
multiple management
Premised on the idea that junior executives must be provided with means to prepare them for higher management positions. To achieve, junior board of directors is created consist of junior executive as members to discuss problems that the senior board could discuss and they are encouraged to take a board business outlook rather than concentrating on their specialized work.
performance appraisal
It is the measurement of employee performance.
rating scale method
essay method
management by objectives method
assessment center method
checklist method
work standard method
ranking method
critical-incident method
Ways of Appraising Performance (HINT: REMA-CWRC)
rating scale method
Each trait or characteristic to be rated is represented by a line or scale on which the rater indicates the degree to which the individual possesses the trait or characteristic.
essay method
The evaluator composes statements that best describe the person evaluated.
management by objectives method
Specific goals are set collaboratively for the organization as a whole, for various subunits, and for individual member. Individuals are then evaluated on the basis of how well they have achieved the results specified by the goals.
assessment center method
Where one is evaluated by persons other than the immediate superior. This method is used for evaluating managers.
checklist method
The evaluator checks statement on a list that are deemed to characterize an employee’s behavior or performance.
work standards method
Standards are set for the realistic worker output and later on used in evaluating the performance of non-manaagerial employees.
ranking method
Each evaluator arranges employees in rank order from the best to the poorest.
critical-incident method
The evaluator recalls and writes down specific (but critical) incidents that indicate the employee’s performance. A critical incident occurs when employee’s bahavior results in an unusual success or failure on some parts of the job.
monetary rewards
promotion
transfer
demotion
4 Types of Employment Decisions (HINT: MPTD)
monetary rewards
These are given to employees whose performance is at par or above standard requirements.
promotion
It refers to any movement by a person into position of higher pay and greater responsibilities and which is given as a reward for competence and ambition.
transfer
Movement of a person to a different job at the same responsibility. This is made to provide growth opportunities for the persons involved or to get rid of a poor performing employee.
demotion
This is a movement from one position to another which has less pay. This is a form of punishment or as a temporary measure until he is offered a higher position.
separation
It is either a voluntary or involuntary termination of an employee.
voluntarily
When made _____, the organization’s management must find out the real reason. If the defect is in the organization, corrective action is necessary.
involuntary separation or termination
This is the last option that the management exercises when an employee’s performance is poor or when they committed an act violating the company rules and regulations.
