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Systematic process of determining skills, duties, and knowledge required for performing jobs in organization.
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.
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.
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.
Process of choosing from a group of applicants the individual best suited for a particular position and the organization.
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Designed to provide direction with knowledge and skills needed for their present jobs.
Designed to provide direction with knowledge and skills needed for their present jobs.
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Ongoing process whereby individuals sets career goals and identifies means to achieve them.
Ongoing process whereby individuals sets career goals and identifies means to achieve them.
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Formal approach used by organization to ensure that people with proper qualifications and experiences are available when needed.
Formal approach used by organization to ensure that people with proper qualifications and experiences are available when needed.
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Planned process to change organization to improve effectiveness and achieve desired goals.
Planned process to change organization to improve effectiveness and achieve desired goals.
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Formal system of review and evaluation of individual or team task performance.
Formal system of review and evaluation of individual or team task performance.
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Discipline of dealing with what is good and bad, or right and wrong, or with moral duty and obligation
Discipline of dealing with what is good and bad, or right and wrong, or with moral duty and obligation
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Is the state or process of being victimized or becoming a victim.
Is the state or process of being victimized or becoming a victim.
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Includes unwelcome sexual advances, requests for sexual favors
Includes unwelcome sexual advances, requests for sexual favors
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Is the concept of equal opportunity in an organization to achieve or maintain fair employment.
Is the concept of equal opportunity in an organization to achieve or maintain fair employment.
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The unjust or prejudicial treatment of different categories of people, especially on the grounds of ethnicity, age, sex, or disability.
The unjust or prejudicial treatment of different categories of people, especially on the grounds of ethnicity, age, sex, or disability.
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Prohibits the expulsion and non-readmission of women students and faculty due to pregnancy outside of marriage.
Prohibits the expulsion and non-readmission of women students and faculty due to pregnancy outside of marriage.
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A written statement of what the job holder does, how it is done, under
what conditions and why
A written statement of what the job holder does, how it is done, under what conditions and why
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Identifies knowledge, skills, education, experience, certification, and
abilities necessary to perform a job.
Identifies knowledge, skills, education, experience, certification, and abilities necessary to perform a job.
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It determined the duties, responsibilities, working conditions of a job and the knowledge, skills, abilities required to perform the job successfully
It determined the duties, responsibilities, working conditions of a job and the knowledge, skills, abilities required to perform the job successfully
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It is an equitable compensation program, employee compensation
It is an equitable compensation program, employee compensation
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It refers to holistic, integrated and goal-oriented process of planning, recruiting, selecting, developing, managing, and compensating employees.
It refers to holistic, integrated and goal-oriented process of planning, recruiting, selecting, developing, managing, and compensating employees.
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It is also known as classification method.
It is also known as classification method.
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It means a meeting for the exchange of views and option
It means a meeting for the exchange of views and option
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The consistency of scores obtained by the same person when retested with the identical tests or with alternate forms of the same test.
The consistency of scores obtained by the same person when retested with the identical tests or with alternate forms of the same test.
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This are tests or general reasoning ability (intelligence) and tests of specific mental abilities like memory and inductive reasoning.
This are tests or general reasoning ability (intelligence) and tests of specific mental abilities like memory and inductive reasoning.
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It measures basic aspects of an applicant's personality
It measures basic aspects of an applicant's personality
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It represents a tendency to exhibit poor emotional adjustment and experience negative effects, such as anxiety, insecurities, and hostility.
It represents a tendency to exhibit poor emotional adjustment and experience negative effects, such as anxiety, insecurities, and hostility.
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It measures what someone has learned.
It measures what someone has learned.
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It tries to predict job performance by requiring job candidates to perform one or more samples of the job tasks.
It tries to predict job performance by requiring job candidates to perform one or more samples of the job tasks.
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These are personnel tests designed to assess an applicant's judgment regarding a situation encountered in the workplace.
These are personnel tests designed to assess an applicant's judgment regarding a situation encountered in the workplace.
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It is a device that measures physiological changes like increased perspiration.
It is a device that measures physiological changes like increased perspiration.
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An iterative process of observation and communication to support, retain and develop employees for organization success.
An iterative process of observation and communication to support, retain and develop employees for organization success.
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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.
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.
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An employee is ranked against the other in the working group under this method.
An employee is ranked against the other in the working group under this method.
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A method which forces the rater to distribute the ratings of the overall performance of an employee is known as forced distribution method.
A method which forces the rater to distribute the ratings of the overall performance of an employee is known as forced distribution method.
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It refers to the holistic, integrated and goal-oriented process of planning, recruiting, selecting, developing, managing, and compensating employees.
It refers to the holistic, integrated and goal-oriented process of planning, recruiting, selecting, developing, managing, and compensating employees.
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They provide feedback to an employee which enables him to improve his performance in future.
They provide feedback to an employee which enables him to improve his performance in future.
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It is rated against the achievement of objectives stated by the management.
It is rated against the achievement of objectives stated by the management.
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The process for enabling employees to better understand and develop their career skills and interest, and to use these skills and interests more effectively.
The process for enabling employees to better understand and develop their career skills and interest, and to use these skills and interests more effectively.
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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.
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.
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It is a planned learning event in which participants are expected to be actively involved.
It is a planned learning event in which participants are expected to be actively involved.
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It is given to an employee on the basis of performance appraisal.
It is given to an employee on the basis of performance appraisal.
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The evaluator compares two employees and puts a tick mark against an employee whom he considers a better employee.
The evaluator compares two employees and puts a tick mark against an employee whom he considers a better employee.
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The appraisal of the ability of an employee through getting answers for a number of questions
The appraisal of the ability of an employee through getting answers for a number of questions
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The performance appraisal of an employee is done on the basis of the incidents occurred really to the concerned employee.
The performance appraisal of an employee is done on the basis of the incidents occurred really to the concerned employee.
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In this method the Performance appraisal of the employees is judged in terms of cost and contribution of the employees.
In this method the Performance appraisal of the employees is judged in terms of cost and contribution of the employees.
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BONUSES
BONUSES
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MEDICAL INSURANCE
MEDICAL INSURANCE
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SALARY
SALARY
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WORK ENVIRONMENT
WORK ENVIRONMENT
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WAGES
WAGES
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RETIREMENT
RETIREMENT
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13TH MONTH PAY
13TH MONTH PAY
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Every HR action you take as a manager, from interviewing applicants to training, appraising, and rewarding them, has equal employment implications.
Every HR action you take as a manager, from interviewing applicants to training, appraising, and rewarding them, has equal employment implications.
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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.
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.
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It is unlawful to discriminate against employees or applicants who are between 40 and 65 years of age.
It is unlawful to discriminate against employees or applicants who are between 40 and 65 years of age.
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In the Philippines, there is a specific maximum age limit for employment.
In the Philippines, there is a specific maximum age limit for employment.
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No PWD shall be denied access to opportunities for suitable employment.
No PWD shall be denied access to opportunities for suitable employment.
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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.
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.
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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.
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.
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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.
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.
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Catcalling is an example of sexual harassment and discrimination.
Catcalling is an example of sexual harassment and discrimination.
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USES OF JOB ANALYSIS INFORMATION
USES OF JOB ANALYSIS INFORMATION
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METHODS OF COLLECTING JOB ANALYSIS INFORMATION
METHODS OF COLLECTING JOB ANALYSIS INFORMATION
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TYPES OF TESTS
TYPES OF TESTS
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"BIG FIVE" PERSONALITY DIMENSIONS
"BIG FIVE" PERSONALITY DIMENSIONS
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FACTORS THAT INFLUENCE PERFORMANCE
FACTORS THAT INFLUENCE PERFORMANCE
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MODERN METHODS OF PERFORMANCE APPRAISAL
MODERN METHODS OF PERFORMANCE APPRAISAL
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STEPS TO BOOST EMPLOYEE RETENTION
STEPS TO BOOST EMPLOYEE RETENTION
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EMPLOYEE LIFE-CYCLE CAREER MANAGEMENT
EMPLOYEE LIFE-CYCLE CAREER MANAGEMENT
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State reasons behind age discrimination among job applicants in the Philippines
State reasons behind age discrimination among job applicants in the Philippines
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As an HR manager, how will you handle or address cases of Sexual Harassment in your organization?
As an HR manager, how will you handle or address cases of Sexual Harassment in your organization?
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What are the sections needed to include in writing a Job Description? Explain why is it important.
What are the sections needed to include in writing a Job Description? Explain why is it important.
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Achievement Test is the most effective test to determine the employee's performance. Do you Agree? Why or why not?
Achievement Test is the most effective test to determine the employee's performance. Do you Agree? Why or why not?
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is an expensive cost for organizations.
is an expensive cost for organizations.
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occurs for many reasons. Top reasons
include job dissatisfaction, poor pay or health-care benefits, few
promotional opportunities, and inadequate work-life balance.
occurs for many reasons. Top reasons include job dissatisfaction, poor pay or health-care benefits, few promotional opportunities, and inadequate work-life balance.
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A Comprehensive
Approach to Retaining
Employees
A Comprehensive Approach to Retaining Employees
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It is inevitable.
It is inevitable.
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Poor performance and involuntary turnover can be managed by reviewing and
improving:
Poor performance and involuntary turnover can be managed by reviewing and improving:
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is any action which places physical or psychological distance between the
employee and the organization
is any action which places physical or psychological distance between the employee and the organization
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Tangible costs of turnover:
Tangible costs of turnover:
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Intangible costs of turnover:
Intangible costs of turnover:
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TWO TYPES OF JOB WITHDRAWAL
TWO TYPES OF JOB WITHDRAWAL
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promotion processes must comply with all the same antidiscrimination
laws as do procedures for recruiting and selecting employees or any other HR
actions.
promotion processes must comply with all the same antidiscrimination laws as do procedures for recruiting and selecting employees or any other HR actions.
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This is a move from one job to another, usually with no change in
salary or grade.
This is a move from one job to another, usually with no change in salary or grade.
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Reasons why employees seek transfers:
Reasons why employees seek transfers:
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is a significant issue for employers. This is no longer just
about helping current employees slip into retirement.
is a significant issue for employers. This is no longer just about helping current employees slip into retirement.
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involuntary termination of an employee’s employment with the firm
involuntary termination of an employee’s employment with the firm
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Four bases of Dismissal:
Four bases of Dismissal:
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Steps to Make Fair Dismissal
Steps to Make Fair Dismissal
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Procedural steps to avoid wrongful discharge:
Procedural steps to avoid wrongful discharge:
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aims to give employers insights into their
companies’ strengths and weaknesses so as to improve
retention.
aims to give employers insights into their companies’ strengths and weaknesses so as to improve retention.
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Guidelines for the termination interview:
Guidelines for the termination interview:
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In which the employer sends worker home for a time for lack
of work. This is usually not a permanent dismissal
In which the employer sends worker home for a time for lack of work. This is usually not a permanent dismissal
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Layoff Effects
Layoff Effects
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Layoff Effects
Layoff Effects
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means reducing, usually dramatically,
the number of people employed.
means reducing, usually dramatically, the number of people employed.
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Several matters to consider in downsizing:
Several matters to consider in downsizing:
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