MOD 8

Socialization

________ or orientation- is a program designed to help employees fit smoothly into an organization.

Background investigation

________- As letters may not reflect true picture and verbal may be informative.

Climates

________- are clusters of employee perception of an organizations events, practices and procedures.

Recruitment

________- is the process of enlisting personnel for employment.

Retention

________ and separation- reflect an employees value to the organization.

selection interview

In- depth ________- Finds out more about the application as an individual.

Selection

________- is a mutual process whereby the organization decides whether or not to make a job offer and the candidates whether or not to accept if.

Physical facilities

________- assess the technology and location.

Vestibule

________ training- employees train on the actual equipment in a realistic job setting but in a place different from the one in which they will be working to avoid the on- the- job pressures that might interfere with the learning process.

Physical examination

________- Disability that may prevent one from performing the job.

morale builder

It is a(n) ________ and management tool to increase organizational efficiency and productivity.

professional publications

Advertisements in the local newspapers, ________, bulletins, newsletters, radio or television offer the employer a broader field of selecting personnel.

Internship

________- the job training is combined with related classroom instruction.

interview

Initial screening ________- Provides a quick evaluation of applicants sustainability.

co worker

Coaching or Apprenticeship- the employee is trained under the guidance of a highly- skilled ________ or by his or her immediate supervisor.

Volume

________- match staffing levels to specimen ________ by shift, day of week and season.

Complexity

________- match staffing qualification levels to task ________.

individual trainees

Computer- assisted instruction- a training technique in which computers are used to lessen time necessary for training by supervisors and to provide additional help to ________.

TRANSFERS

________- It gives people broader job experiences as part of their development and to fill the vacancies as they occur.

Plan

________- one must ________ carefully the change and the strategy for introducing it.

Technology

________- consider automation, robotics and computer ________ in the laboratory.

Employee Recommendation

________- Recruiting personnel may recommend fellow Medical Technologists whom they have previously worked with in the past and who they know are competent and reliable.

PROMOTIONS

________- It stimulates endeavors by assuring rewards for efficient service and provides incentives for employees to aspire for.

Employee survey

________- describe what problems they are experiencing in their work and what actions they believe are necessary to solve them.

Involuntary resignation

________- Employees are generally employed at will for an indefinite period and are subject to termination at any time, with or without cause or notice.

Morale

________- implies "group spirit, "cohesiveness or group cooperation.

job application

Completed ________- Indicates applicants desired position.

human relations skills

Planned work activities- giving employees work assignments to develop their experience and ability and also improve their ________.

Voluntary resignation

________- All employees are expected to give appropriate notice so the organization can have time to find a suitable replacement.

Performance

________ appraisal- compares an individuals job ________ to standards or objectives developed for the individuals position.

Organizational analysis

________- Effectiveness of the organization and its success in meeting its goals are analyzed to determine where differences exist.

Physical examination

________- Protects firms against unjust workers compensation claims.

Background investigation

________- Checks truthfulness of applicants resume or application form.

TRANSFERS

________- It keeps promotion ladders open and to keep individuals interested in the work.

interview

Initial screening ________- Identification of gaps and incomplete job information.

PROMOTIONS

________- refers to the possibility of advancement.

Physical examination

________- Protects other employees against diseases.

TRANSFERS

________- It is purposed to go to other jobs.

Physical examination

________- Establishes health record on applicant.

Physical examination

________- Ensures effective performance by applicant.

STAFFING

It is the setting of long-term goals and objectives for the number and types of personnel needed to meet the labor requirements of the laboratory

STAFFING

It is the process of determining personnel and job needs, recruiting qualified staff, matching them with the appropriate job and training them to perform the work assigned

STAFFING

It is the management function that deals with human resource planning, recruitment, placement, training and development of the organization members

Complexity

match staffing qualification levels to task complexity

Position

according to responsibilities, salary and flexibility

Volume

match staffing levels to specimen volume by shift, day of week and season

Physical facilities

assess the technology and location

Technology

consider automation, robotics and computer technology in the laboratory

Location

in the local and regional level

Recruitment

is the process of enlisting personnel for employment

Job description

a written description of a non-management job, covering title, duties and responsibilities and including its location on the organization chart

Job specification

a written description of the education, experience and skills needed to perform a job or fill a position effectively

Advertising

This is the most common method of informing the public of vacant positions

Word of Mouth

This can be a very effective method of recruitment

Employee Recommendation

Recruiting personnel may recommend fellow Medical Technologists whom they have previously worked with in the past and who they know are competent and reliable

Selection

is a mutual process whereby the organization decides whether or not to make a job offer and the candidates whether or not to accept if

Completed job application

application and resume

Completed job application

Indicates applicants desired position

Initial screening interview

Identification of gaps and incomplete job information

Initial screening interview

Provides a quick evaluation of applicants sustainability

Testing

Assess critical job related skills and needs

Testing

Measures the applicants job skills and the ability to learn on the job

Background investigation

As letters may not reflect true picture and verbal may be informative

In-depth selection interview

Finds out more about the application as an individual

Forbidden areas

Race, Religion ,Nationality ,Marital Status, Sex

Background investigation

Checks truthfulness of applicants resume or application form

Physical examination

Disability that may prevent one from performing the job

Physical examination

Ensures effective performance by applicant

Physical examination

Protects other employees against diseases

Physical examination

Establishes health record on applicant

Physical examination

Protects firms against unjust workers compensation claims

Socialization or orientation

is a program designed to help employees fit smoothly into an organization

training and development program

is designed to improve skills in the present job and prepare employees for promotion respectively

Analysis of job requirements

Skills and knowledge specified in the appropriate job description are examined and those without necessary skills or knowledge become candidates for a training program

Organizational analysis

Effectiveness of the organization and its success in meeting its goals are analyzed to determine where differences exist

Employee survey

describe what problems they are experiencing in their work and what actions they believe are necessary to solve them

Job rotation

wherein the employee over a period of time works on a series of jobs, thereby learning a broad variety of skills

Internship

the job training is combined with related classroom instruction

Coaching or Apprenticeship

the employee is trained under the guidance of a highly-skilled co-worker or by his or her immediate supervisor

Planned work activities

giving employees work assignments to develop their experience and ability and also improve their human relations skills

Vestibule training

employees train on the actual equipment in a realistic job setting but in a place different from the one in which they will be working to avoid the on-the-job pressures that might interfere with the learning process

Performance appraisal

compares an individuals job performance to standards or objectives developed for the individuals position

INFORMAL performance appraisal

the process of continually feeding back to subordinates information regarding their work performance

FORMAL performance appraisal

a process for rating work performance, identifying those deserving raises or promotions and identifying those in need for further training

Implement change only for a good reason

be sure that the change you will try to implement is focused on the following reasons, Change in order to solve problems, Change to make work procedures more efficient so that time will not be wasted, Change to reduce unnecessary work load

Introduce change gradually

change should not be introduced all at once, it must be done in one section at a time

Plan

one must plan carefully the change and the strategy for introducing it

ASSIGN UNDESIRABLE JOBS ON A ROTATION BASIS

Undesirable jobs should be rotated among the staff

Job rotation

used to increase motivation for an employee whose job is considered unchangeable and thus is deemed monotonous, boring and without challenge

Job enlargement

used to motivate workers when it is recognized that the workers boredom and dissatisfaction result from overspecialization and consequent shortening of the job activity cycle

Job enrichment

it heightens employee initiative, stimulates new skill development and forces acceptance of greater responsibility

Climates

are clusters of employee perception of an organizations events, practices and procedures

Morale

implies "group spirit", cohesiveness or group cooperation

Retention and separation

reflect an employees value to the organization

PROMOTIONS

It stimulates endeavors by assuring rewards for efficient service and provides incentives for employees to aspire for

TRANSFERS

It is purposed to go to other jobs

Voluntary resignation

All employees are expected to give appropriate notice so the organization can have time to find a suitable replacement

Involuntary resignation

Employees are generally employed at will for an indefinite period and are subject to termination at any time, with or without cause or notice