97 Questions
Systematic process of determining skills, duties, and knowledge required for performing jobs in organization.
JOB ANALYSIS
Process of attracting individuals on a timely basis, in sufficient numbers, and with appropriate qualifications, and encourage them to apply for jobs with an organization.
RECRUITMENT
Systematic process of matching the internal and external supply of people with job openings anticipated in the organization over a specified period of time.
HUMAN RESOURCE PLANNING
Process of choosing from a group of applicants the individual best suited for a particular position and the organization.
SELECTION
Designed to provide direction with knowledge and skills needed for their present jobs.
TRAINING
Ongoing process whereby individuals sets career goals and identifies means to achieve them.
CAREER PLANNING
Formal approach used by organization to ensure that people with proper qualifications and experiences are available when needed.
CAREER DEVELOPMENT
Planned process to change organization to improve effectiveness and achieve desired goals.
ORGANIZATION DEVELOPMENT
Formal system of review and evaluation of individual or team task performance.
PERFORMANCE APPRAISAL
Discipline of dealing with what is good and bad, or right and wrong, or with moral duty and obligation
ETHICS
Is the state or process of being victimized or becoming a victim.
VICTIMAZATIONS
Includes unwelcome sexual advances, requests for sexual favors
SEXUAL HARASSMENT
Is the concept of equal opportunity in an organization to achieve or maintain fair employment.
EQUAL EMPLOYMENT OPPORTUNITY
The unjust or prejudicial treatment of different categories of people, especially on the grounds of ethnicity, age, sex, or disability.
DISCRIMINATION
Prohibits the expulsion and non-readmission of women students and faculty due to pregnancy outside of marriage.
MAGNA CARTA OF WOMEN
A written statement of what the job holder does, how it is done, under what conditions and why
JOB DESCRIPTION
Identifies knowledge, skills, education, experience, certification, and abilities necessary to perform a job.
JOB SPECIFICATION
It determined the duties, responsibilities, working conditions of a job and the knowledge, skills, abilities required to perform the job successfully
JOB ANALYSIS
It is an equitable compensation program, employee compensation
JOB EVALUATION
It refers to holistic, integrated and goal-oriented process of planning, recruiting, selecting, developing, managing, and compensating employees.
TALENT MANAGEMENT
It is also known as classification method.
GRADING METHOD
It means a meeting for the exchange of views and option
CONFERENCE
The consistency of scores obtained by the same person when retested with the identical tests or with alternate forms of the same test.
RELIABILITY
This are tests or general reasoning ability (intelligence) and tests of specific mental abilities like memory and inductive reasoning.
TEST OF COGNITIVE ABILITIES
It measures basic aspects of an applicant's personality
MEASURING PERSONALITY AND INTEREST
It represents a tendency to exhibit poor emotional adjustment and experience negative effects, such as anxiety, insecurities, and hostility.
NEUROTICISM
It measures what someone has learned.
ACHIEVEMENT TEST
It tries to predict job performance by requiring job candidates to perform one or more samples of the job tasks.
WORK SAMPLING TECHNIQUE
These are personnel tests designed to assess an applicant's judgment regarding a situation encountered in the workplace.
SITUATIONAL JUDGMENT TESTS
It is a device that measures physiological changes like increased perspiration.
POLYGRAPH
An iterative process of observation and communication to support, retain and develop employees for organization success.
PERFORMANCE MANAGEMENT
It is systematic, period and so far, as humanly possible, an impartial rating of employee's excellence in matters pertaining to his present job and to his potentialities for a better job.
PERFORMANCE APPRAISAL
An employee is ranked against the other in the working group under this method.
RANKING METHOD
A method which forces the rater to distribute the ratings of the overall performance of an employee is known as forced distribution method.
FORCED DISTRIBUTION METHOD
It refers to the holistic, integrated and goal-oriented process of planning, recruiting, selecting, developing, managing, and compensating employees.
TALENT MANAGEMENT
They provide feedback to an employee which enables him to improve his performance in future.
360 DEGREE FEEDBACK
It is rated against the achievement of objectives stated by the management.
MBO
The process for enabling employees to better understand and develop their career skills and interest, and to use these skills and interests more effectively.
CAREER MANAGEMENT
The deliberate process through which someone becomes aware of personal skills, interests, knowledge, motivations, and other characteristics; and establishes action plans to attain specific goals.
CAREER PLANNING
It is a planned learning event in which participants are expected to be actively involved.
CAREER PLANNING WORKSHOP
It is given to an employee on the basis of performance appraisal.
PROMOTION
The evaluator compares two employees and puts a tick mark against an employee whom he considers a better employee.
PAIRED COMPARISON METHOD
The appraisal of the ability of an employee through getting answers for a number of questions
CHECKLIST
The performance appraisal of an employee is done on the basis of the incidents occurred really to the concerned employee.
CRITICAL INCIDENT METHOD
In this method the Performance appraisal of the employees is judged in terms of cost and contribution of the employees.
HUMAN RESOURCE ACCOUNTING METHOD
BONUSES
DIRECT
MEDICAL INSURANCE
INDIRECT
SALARY
DIRECT
WORK ENVIRONMENT
NONFINANCIAL
WAGES
DIRECT
RETIREMENT
INDIRECT
13TH MONTH PAY
DIRECT
Every HR action you take as a manager, from interviewing applicants to training, appraising, and rewarding them, has equal employment implications.
True
It is unlawful to discriminate inpay on the basis of sex when jobs involve equal work; require equivalent skills, effort, and responsibility; and are performed under similar working conditions.
True
It is unlawful to discriminate against employees or applicants who are between 40 and 65 years of age.
True
In the Philippines, there is a specific maximum age limit for employment.
True
No PWD shall be denied access to opportunities for suitable employment.
True
Employees who work in a safe environment and enjoys good health are more likely to be productive and bring about long-term benefits to the organization.
True
In some countries, a business is required by law to recognize a union and bargain with it in good faith if a company's staff want the union to represent them.
True
Magna Carta of Women seeks to eliminate discrimination against women by recognizing, protecting, fulfilling, and promoting the rights of Filipino Women, especially those in the marginalized sectors.
True
Catcalling is an example of sexual harassment and discrimination.
False
USES OF JOB ANALYSIS INFORMATION
- RECRUITMENT AND SELECTION
- COMPENSATION
- PERFORMANCE APPRAISAL
- TRAINING AND DEVELOPMENT
- ENSURE COMPLETE ASSIGNMENT OF DUTIES
METHODS OF COLLECTING JOB ANALYSIS INFORMATION
- INTERVIEW
- QUESTIONNAIRES
- OBSERVATION
- TECHNICAL CONFERENCE
- DIARY
TYPES OF TESTS
- TEST OF COGNITIVE ABILITIES
- TEST OF MOTOR AND PHYSICAL ABILITIES
- MEASURING PERSONALITY AND INTEREST 4 ACHIEVEMENT TEST
"BIG FIVE" PERSONALITY DIMENSIONS
- NEUROTICISM
- EXTRAVERSION
- OPENNESS
- AGREEABLENESS
- CONSCIENTIOUSNESS
FACTORS THAT INFLUENCE PERFORMANCE
- ABILITY
- ENVIRONMENT
- MOTIVATION
MODERN METHODS OF PERFORMANCE APPRAISAL
- MANAGEMENT BY OBJECTIVES
- BEHAVIOURALLY ANCHORED RATING SCALE
- ASSESSMENT CENTER
- 360 -DEGREE FEEDBACK
- COST ACCOUNTING METHOD
STEPS TO BOOST EMPLOYEE RETENTION
- RAISE PAY
- HIRE SMART
- DISCUSS CAREERS
- PROVIDE DIRECTION
- OFFER FLEXIBILITY
- USE HIGH PERFORMANCE HR PRACTICES
- COUNTER OFFER
EMPLOYEE LIFE-CYCLE CAREER MANAGEMENT
- MANAGING PROMOTION
- MANAGING TRANSFER
- MANAGING RETIREMENT
- MANAGING DISMISSAL
State reasons behind age discrimination among job applicants in the Philippines
Stereotyping, it is when you considering someone between 40 and 65 years of age have the same work experience as olds. The other reasons are cost concerns which focuses on not spending money.
As an HR manager, how will you handle or address cases of Sexual Harassment in your organization?
I will not allow to have some physical or malicious touching and other sexual harassment to my employees. I will give warning to the person who are doing it and when it happens again I will suspend that person or I will provide a seminars and make a group that will give awareness to avoid that kind of harassment
What are the sections needed to include in writing a Job Description? Explain why is it important.
- Job Identification
- Job Summary
- Relationship
- Duties and Responsibilities
- Authority
- Performance Appraisal
- Working Condition and Physical Environment It is important in writing a job description for the candidate to know if they are suitable to the job that they are applying and for them to know if the company that they are applying is safe and has benefit for them.
Achievement Test is the most effective test to determine the employee's performance. Do you Agree? Why or why not?
In my opinion, Achievement Test is the most effective test to determine the employees performance because it measures what someone has learned.
is an expensive cost for organizations.
TURNOVER
occurs for many reasons. Top reasons include job dissatisfaction, poor pay or health-care benefits, few promotional opportunities, and inadequate work-life balance.
VOLUNTARY TURNOVER
A Comprehensive Approach to Retaining Employees
1.Using effective selection techniques 2. Offering professional growth opportunities 3. Providing career direction 4. Offering meaningful work and encouraging ownership of goals 5. Recognition and rewards 6. Culture and environment 7. Promote work–life balance 8. Acknowledge achievements
It is inevitable.
INVOLUNTARY TURNOVER
Poor performance and involuntary turnover can be managed by reviewing and improving:
- Recruitment
- Selection
- Training
- Appraisal
- Compensation/incentive plans
is any action which places physical or psychological distance between the employee and the organization
JOB WITHDRAWAL
Tangible costs of turnover:
• Recruiting • Screening • Interviewing • Testing applicant • Wages
Intangible costs of turnover:
• Lost of productivity for new agent • Rework for the new agent’s errors • Supervisory cost for coaching a new agent
TWO TYPES OF JOB WITHDRAWAL
- ABSENCES
- VOLUNTARY TURNOVER
promotion processes must comply with all the same antidiscrimination laws as do procedures for recruiting and selecting employees or any other HR actions.
Establish Clear Guidelines for Managing Promotions
This is a move from one job to another, usually with no change in salary or grade.
TRANSFER
Reasons why employees seek transfers:
• Personal enrichment • More interesting jobs • Greater convenience
is a significant issue for employers. This is no longer just about helping current employees slip into retirement.
RETIREMENT PLANNING
involuntary termination of an employee’s employment with the firm
DISMISSAL
Four bases of Dismissal:
- Unsatisfactory performance
- Misconduct
- Lack of qualifications for the job
- Changed requirements of the job
Steps to Make Fair Dismissal
- Allow the employee to explain the reason why they did it.
- Give the full explanations of why and how termination decisions were made.
- Have a formal multistep procedure and an appeal process.
- The person who actually does the dismissing is important.
- Dismissed employees who feel they’ve been treated unfairly financially are more likely to sue.
Procedural steps to avoid wrongful discharge:
- Have applicants sign the employment application.
- Review your employee manual.
- Have written rules listing infractions that may require discipline and discharge.
- If a rule is broken, get worker’s side of story in front of witnesses and preferably get it signed.
- Be sure employees get a written appraisal at least annually.
- Keep careful confidential records of all actions such as employee appraisals and warnings.
- Ask questions in figure 1.
aims to give employers insights into their companies’ strengths and weaknesses so as to improve retention.
EXIT INTERVIEW
Guidelines for the termination interview:
- Plan the interview.
- Get to the point.
- Describe the situation.
- Listen.
- Review the severance package.
- Identify the next step.
In which the employer sends worker home for a time for lack of work. This is usually not a permanent dismissal
LAYOFFS
Layoff Effects
• Deleterious psychological • Physical health outcomes
Layoff Effects
• Deleterious psychological • Physical health outcomes
means reducing, usually dramatically, the number of people employed.
DOWNSIZING
Several matters to consider in downsizing:
- Making sure the right people are let go.
- Compliance with all applicable laws.
- Executing dismissals in a manner that is just and fair.
- Security.
- Reducing the remaining employees’ uncertainty and addressing their concerns.
Test your knowledge of human resource management with this quiz covering topics like job analysis, recruitment, selection, and career development.
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