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AOM: (group 4)

AOM: (group 4)
34問 • 2年前
  • JORNALA, David Christian - HRDM 1-2 B. Jornala
    • 通報

    問題一覧

  • 1

    The organization’s success is attributed to the quality of its workforce. A significant contribution to this is the employee selection program used by the organization. Effective, welldesigned programs generally yield better results than their counterpart

    MANAGING HUMAN RESOURCES

  • 2

    It is better to promote an employee who meets the requirements of the position than hiring from the outside

    Internal Sources

  • 3

    when this is used, employee recommend individuals for open position within the organization.

    Employee Referral

  • 4

    Morale is likely to increase and turnover decrease when employee can be promoted.

    Employee Promotion

  • 5

    The information regarding employees ‘job qualifications is stored in a computerized ________

    Databanks

  • 6

    The advantage of ___________ is that there will be big potential applicant pool with new ideas to join in the organization.

    External Sources

  • 7

    This is used to apply for a position without knowing whether an opening actually exists

    Unsolicited Application

  • 8

    as a recruit sources, _______ includes classified newspaper advertisements, magaznes and journals. Radio and television notices electronic bulletin boards found in the internet.

    Advertising

  • 9

    Provides important services to both the employer and the job seeker.

    education institution placement services.

  • 10

    These agencies help employers design testing programs, job analysis amd evaluation.

    public and private employment agencies

  • 11

    Using the web, the job seekers register with the employment services and electronically submits resume-type information

    web-based employment services

  • 12

    Organization turns over certain of its function to any outside agency that has the specialization of recruiting, selecting and hiring employees.

    outsourcing

  • 13

    Employers cannot discriminate against an individual with disability as long as a person is otherwise qualified for the job

    Hiring people with disabilities

  • 14

    means to oversee the tasks and activities and giving guidance and instructions to the employe

    Supervision

  • 15

    is essential to have a written training plan before you work with employees.

    Produce a plan

  • 16

    a set of duties and responsibilities the employee is expected to carry out in a particular operation, process or workflow

    Employees role

  • 17

    is a systematic and periodic process of measuring an individual’s work performance against the established requirements of the job

    performance appraisal

  • 18

    A common approach to assess performance is to use numerical or scalar rating systems whereby managers are asked to score an individual against a number of objectives attributes.

    Method

  • 19

    Is an advancement of an employees rank or position in an organization

    Promotion

  • 20

    is a step-by-step specification of an employment positions requirements, functions and procedures.

    Job Analysis

  • 21

    Refers to workers job activities or what workers actually do on the job.

    Job Content

  • 22

    Refers to the conditions under which the work is performed and the demands such impose on the worker.

    Job Context

  • 23

    Refers to the worker qualification needed to perform the job successfully.

    Worker Requirements

  • 24

    is the process of systematically determining a relative internal value of a job in an organization

    Job Evaluation

  • 25

    The simplest and easiest job evaluation method; jobs and the employees who perform those jobs are ranked from highest to lowest

    Job Ranking

  • 26

    Uses job classes or job groups to provide more customization I the evaluation. It also uses scales to measures performance rather than comparing and ranking employees.

    Job Classification

  • 27

    Evaluates jobs by comparing compensable factors – elements of job content like skill, effort or responsibility that can be used to assess a job’s value to the organization. Each factor is defined and assigned a range of points based on the factor’s relative importance to the organization

    Point System

  • 28

    A more scientific and complex than any other method. Each job is ranked according to a specific set of factors such as physical effort, mental effort, or responsibility, all of which have predetermined weights indicating their importance to success.

    Factor Comparison

  • 29

    is a tool used by manager for variety purposes to further the existance of the company. __________ may be adjusted according to the business needs, goals and available resources

    Compensation

  • 30

    an economics and sociology an _________ is any faction, financial or non- financial, that enables or motivates a particular course of actions, counts as a reason for preferring one choice to the alternative

    Incentives

  • 31

    various non-wage compensative provided to employees in addition to their normal wages or salaries. Where an employee exchange(cash) wage for some other form of benefits. It is also known as salary sacrifice or salary exchange

    Fringe Benefits

  • 32

    aren’t necessarily a bad thing, there is a value to an honest mistake, if we try to accomplish an action, but for some reason our attempts fails of the track, we gain a valuable lesson and the process leaves a lasting impression that we can draw from in the to help us make more informed decision. Simply out mistake help us gain experience.

    Mistakes

  • 33

    on the other hand, doesn’t lend a tremendous amount of value amount of value to a persons life and the don’t necessarily help an individual gain and experience

    Behavioral Problems

  • 34

    Before you even correct a problem, everyone needs to realize what they are personally responsible for, that may sound very basic but not all employee truly understands what their receptibilities are until you sit them down and clearly outline them.

    THE RESPONSIBILITY AND ACCOUNTABILITY

    • Accounting: Cost Concepts and Cost Behavior Analysis

    Accounting: Cost Concepts and Cost Behavior Analysis

    JORNALA, David Christian - HRDM 1-2 B. Jornala · 19問 · 2年前

    Accounting: Cost Concepts and Cost Behavior Analysis

    Accounting: Cost Concepts and Cost Behavior Analysis

    19問 • 2年前
    JORNALA, David Christian - HRDM 1-2 B. Jornala

    Accounting: COST ACCOUNTING CYCLE

    Accounting: COST ACCOUNTING CYCLE

    JORNALA, David Christian - HRDM 1-2 B. Jornala · 21問 · 2年前

    Accounting: COST ACCOUNTING CYCLE

    Accounting: COST ACCOUNTING CYCLE

    21問 • 2年前
    JORNALA, David Christian - HRDM 1-2 B. Jornala

    Cost-Volume- Profit and Break-Even Analysis

    Cost-Volume- Profit and Break-Even Analysis

    JORNALA, David Christian - HRDM 1-2 B. Jornala · 7問 · 2年前

    Cost-Volume- Profit and Break-Even Analysis

    Cost-Volume- Profit and Break-Even Analysis

    7問 • 2年前
    JORNALA, David Christian - HRDM 1-2 B. Jornala

    AOM (group 1)

    AOM (group 1)

    JORNALA, David Christian - HRDM 1-2 B. Jornala · 29問 · 2年前

    AOM (group 1)

    AOM (group 1)

    29問 • 2年前
    JORNALA, David Christian - HRDM 1-2 B. Jornala

    AOM (Introduction)

    AOM (Introduction)

    JORNALA, David Christian - HRDM 1-2 B. Jornala · 8問 · 2年前

    AOM (Introduction)

    AOM (Introduction)

    8問 • 2年前
    JORNALA, David Christian - HRDM 1-2 B. Jornala

    Microeconomics: Demand and Supply

    Microeconomics: Demand and Supply

    JORNALA, David Christian - HRDM 1-2 B. Jornala · 15問 · 2年前

    Microeconomics: Demand and Supply

    Microeconomics: Demand and Supply

    15問 • 2年前
    JORNALA, David Christian - HRDM 1-2 B. Jornala

    LOGISTICS

    LOGISTICS

    JORNALA, David Christian - HRDM 1-2 B. Jornala · 47問 · 2年前

    LOGISTICS

    LOGISTICS

    47問 • 2年前
    JORNALA, David Christian - HRDM 1-2 B. Jornala

    AOM (Group 2)

    AOM (Group 2)

    JORNALA, David Christian - HRDM 1-2 B. Jornala · 29問 · 2年前

    AOM (Group 2)

    AOM (Group 2)

    29問 • 2年前
    JORNALA, David Christian - HRDM 1-2 B. Jornala

    CHAPTER 3LOGISTICS: STRATEGIC DECISION AND ISSUES

    CHAPTER 3LOGISTICS: STRATEGIC DECISION AND ISSUES

    JORNALA, David Christian - HRDM 1-2 B. Jornala · 26問 · 2年前

    CHAPTER 3LOGISTICS: STRATEGIC DECISION AND ISSUES

    CHAPTER 3LOGISTICS: STRATEGIC DECISION AND ISSUES

    26問 • 2年前
    JORNALA, David Christian - HRDM 1-2 B. Jornala

    CHAP 1: OPMAN TQM

    CHAP 1: OPMAN TQM

    JORNALA, David Christian - HRDM 1-2 B. Jornala · 35問 · 2年前

    CHAP 1: OPMAN TQM

    CHAP 1: OPMAN TQM

    35問 • 2年前
    JORNALA, David Christian - HRDM 1-2 B. Jornala

    Environmental Science: BIOGEO CYCLES

    Environmental Science: BIOGEO CYCLES

    JORNALA, David Christian - HRDM 1-2 B. Jornala · 53問 · 2年前

    Environmental Science: BIOGEO CYCLES

    Environmental Science: BIOGEO CYCLES

    53問 • 2年前
    JORNALA, David Christian - HRDM 1-2 B. Jornala

    MICROECONOMICS RANDOM SHITS

    MICROECONOMICS RANDOM SHITS

    JORNALA, David Christian - HRDM 1-2 B. Jornala · 9問 · 2年前

    MICROECONOMICS RANDOM SHITS

    MICROECONOMICS RANDOM SHITS

    9問 • 2年前
    JORNALA, David Christian - HRDM 1-2 B. Jornala

    AOM (Group 2)

    AOM (Group 2)

    JORNALA, David Christian - HRDM 1-2 B. Jornala · 29問 · 2年前

    AOM (Group 2)

    AOM (Group 2)

    29問 • 2年前
    JORNALA, David Christian - HRDM 1-2 B. Jornala

    MANACC: ABSORPTION AND VARIABLE COSTING

    MANACC: ABSORPTION AND VARIABLE COSTING

    JORNALA, David Christian - HRDM 1-2 B. Jornala · 7問 · 2年前

    MANACC: ABSORPTION AND VARIABLE COSTING

    MANACC: ABSORPTION AND VARIABLE COSTING

    7問 • 2年前
    JORNALA, David Christian - HRDM 1-2 B. Jornala

    MANACC: FINANCIAL STATEMENT ANALYSIS

    MANACC: FINANCIAL STATEMENT ANALYSIS

    JORNALA, David Christian - HRDM 1-2 B. Jornala · 20問 · 2年前

    MANACC: FINANCIAL STATEMENT ANALYSIS

    MANACC: FINANCIAL STATEMENT ANALYSIS

    20問 • 2年前
    JORNALA, David Christian - HRDM 1-2 B. Jornala

    MANACC: BUDGETING

    MANACC: BUDGETING

    JORNALA, David Christian - HRDM 1-2 B. Jornala · 21問 · 2年前

    MANACC: BUDGETING

    MANACC: BUDGETING

    21問 • 2年前
    JORNALA, David Christian - HRDM 1-2 B. Jornala

    MANACC: TRANSFER PRICING

    MANACC: TRANSFER PRICING

    JORNALA, David Christian - HRDM 1-2 B. Jornala · 7問 · 2年前

    MANACC: TRANSFER PRICING

    MANACC: TRANSFER PRICING

    7問 • 2年前
    JORNALA, David Christian - HRDM 1-2 B. Jornala

    EnviScie: Biomes

    EnviScie: Biomes

    JORNALA, David Christian - HRDM 1-2 B. Jornala · 18問 · 2年前

    EnviScie: Biomes

    EnviScie: Biomes

    18問 • 2年前
    JORNALA, David Christian - HRDM 1-2 B. Jornala

    Enviscie: Epidemiology

    Enviscie: Epidemiology

    JORNALA, David Christian - HRDM 1-2 B. Jornala · 10問 · 2年前

    Enviscie: Epidemiology

    Enviscie: Epidemiology

    10問 • 2年前
    JORNALA, David Christian - HRDM 1-2 B. Jornala

    Enviscie: RADIATION AND CHEMICAL MUTAGENS

    Enviscie: RADIATION AND CHEMICAL MUTAGENS

    JORNALA, David Christian - HRDM 1-2 B. Jornala · 7問 · 2年前

    Enviscie: RADIATION AND CHEMICAL MUTAGENS

    Enviscie: RADIATION AND CHEMICAL MUTAGENS

    7問 • 2年前
    JORNALA, David Christian - HRDM 1-2 B. Jornala

    Enviscie: Man and the environment

    Enviscie: Man and the environment

    JORNALA, David Christian - HRDM 1-2 B. Jornala · 5問 · 2年前

    Enviscie: Man and the environment

    Enviscie: Man and the environment

    5問 • 2年前
    JORNALA, David Christian - HRDM 1-2 B. Jornala

    Enviscie: Disaster risk and Resilience

    Enviscie: Disaster risk and Resilience

    JORNALA, David Christian - HRDM 1-2 B. Jornala · 46問 · 2年前

    Enviscie: Disaster risk and Resilience

    Enviscie: Disaster risk and Resilience

    46問 • 2年前
    JORNALA, David Christian - HRDM 1-2 B. Jornala

    LOGMAN: PACKAGING AND LABELING

    LOGMAN: PACKAGING AND LABELING

    JORNALA, David Christian - HRDM 1-2 B. Jornala · 18問 · 2年前

    LOGMAN: PACKAGING AND LABELING

    LOGMAN: PACKAGING AND LABELING

    18問 • 2年前
    JORNALA, David Christian - HRDM 1-2 B. Jornala

    LOGMAN: Material Handling

    LOGMAN: Material Handling

    JORNALA, David Christian - HRDM 1-2 B. Jornala · 15問 · 2年前

    LOGMAN: Material Handling

    LOGMAN: Material Handling

    15問 • 2年前
    JORNALA, David Christian - HRDM 1-2 B. Jornala

    Microeconomics: Cost and Profits

    Microeconomics: Cost and Profits

    JORNALA, David Christian - HRDM 1-2 B. Jornala · 20問 · 2年前

    Microeconomics: Cost and Profits

    Microeconomics: Cost and Profits

    20問 • 2年前
    JORNALA, David Christian - HRDM 1-2 B. Jornala

    Microeconomics: The consumer behavior

    Microeconomics: The consumer behavior

    JORNALA, David Christian - HRDM 1-2 B. Jornala · 23問 · 2年前

    Microeconomics: The consumer behavior

    Microeconomics: The consumer behavior

    23問 • 2年前
    JORNALA, David Christian - HRDM 1-2 B. Jornala

    Microeconomics: Marginal Revenue and profit maximization and loss minimization

    Microeconomics: Marginal Revenue and profit maximization and loss minimization

    JORNALA, David Christian - HRDM 1-2 B. Jornala · 7問 · 2年前

    Microeconomics: Marginal Revenue and profit maximization and loss minimization

    Microeconomics: Marginal Revenue and profit maximization and loss minimization

    7問 • 2年前
    JORNALA, David Christian - HRDM 1-2 B. Jornala

    問題一覧

  • 1

    The organization’s success is attributed to the quality of its workforce. A significant contribution to this is the employee selection program used by the organization. Effective, welldesigned programs generally yield better results than their counterpart

    MANAGING HUMAN RESOURCES

  • 2

    It is better to promote an employee who meets the requirements of the position than hiring from the outside

    Internal Sources

  • 3

    when this is used, employee recommend individuals for open position within the organization.

    Employee Referral

  • 4

    Morale is likely to increase and turnover decrease when employee can be promoted.

    Employee Promotion

  • 5

    The information regarding employees ‘job qualifications is stored in a computerized ________

    Databanks

  • 6

    The advantage of ___________ is that there will be big potential applicant pool with new ideas to join in the organization.

    External Sources

  • 7

    This is used to apply for a position without knowing whether an opening actually exists

    Unsolicited Application

  • 8

    as a recruit sources, _______ includes classified newspaper advertisements, magaznes and journals. Radio and television notices electronic bulletin boards found in the internet.

    Advertising

  • 9

    Provides important services to both the employer and the job seeker.

    education institution placement services.

  • 10

    These agencies help employers design testing programs, job analysis amd evaluation.

    public and private employment agencies

  • 11

    Using the web, the job seekers register with the employment services and electronically submits resume-type information

    web-based employment services

  • 12

    Organization turns over certain of its function to any outside agency that has the specialization of recruiting, selecting and hiring employees.

    outsourcing

  • 13

    Employers cannot discriminate against an individual with disability as long as a person is otherwise qualified for the job

    Hiring people with disabilities

  • 14

    means to oversee the tasks and activities and giving guidance and instructions to the employe

    Supervision

  • 15

    is essential to have a written training plan before you work with employees.

    Produce a plan

  • 16

    a set of duties and responsibilities the employee is expected to carry out in a particular operation, process or workflow

    Employees role

  • 17

    is a systematic and periodic process of measuring an individual’s work performance against the established requirements of the job

    performance appraisal

  • 18

    A common approach to assess performance is to use numerical or scalar rating systems whereby managers are asked to score an individual against a number of objectives attributes.

    Method

  • 19

    Is an advancement of an employees rank or position in an organization

    Promotion

  • 20

    is a step-by-step specification of an employment positions requirements, functions and procedures.

    Job Analysis

  • 21

    Refers to workers job activities or what workers actually do on the job.

    Job Content

  • 22

    Refers to the conditions under which the work is performed and the demands such impose on the worker.

    Job Context

  • 23

    Refers to the worker qualification needed to perform the job successfully.

    Worker Requirements

  • 24

    is the process of systematically determining a relative internal value of a job in an organization

    Job Evaluation

  • 25

    The simplest and easiest job evaluation method; jobs and the employees who perform those jobs are ranked from highest to lowest

    Job Ranking

  • 26

    Uses job classes or job groups to provide more customization I the evaluation. It also uses scales to measures performance rather than comparing and ranking employees.

    Job Classification

  • 27

    Evaluates jobs by comparing compensable factors – elements of job content like skill, effort or responsibility that can be used to assess a job’s value to the organization. Each factor is defined and assigned a range of points based on the factor’s relative importance to the organization

    Point System

  • 28

    A more scientific and complex than any other method. Each job is ranked according to a specific set of factors such as physical effort, mental effort, or responsibility, all of which have predetermined weights indicating their importance to success.

    Factor Comparison

  • 29

    is a tool used by manager for variety purposes to further the existance of the company. __________ may be adjusted according to the business needs, goals and available resources

    Compensation

  • 30

    an economics and sociology an _________ is any faction, financial or non- financial, that enables or motivates a particular course of actions, counts as a reason for preferring one choice to the alternative

    Incentives

  • 31

    various non-wage compensative provided to employees in addition to their normal wages or salaries. Where an employee exchange(cash) wage for some other form of benefits. It is also known as salary sacrifice or salary exchange

    Fringe Benefits

  • 32

    aren’t necessarily a bad thing, there is a value to an honest mistake, if we try to accomplish an action, but for some reason our attempts fails of the track, we gain a valuable lesson and the process leaves a lasting impression that we can draw from in the to help us make more informed decision. Simply out mistake help us gain experience.

    Mistakes

  • 33

    on the other hand, doesn’t lend a tremendous amount of value amount of value to a persons life and the don’t necessarily help an individual gain and experience

    Behavioral Problems

  • 34

    Before you even correct a problem, everyone needs to realize what they are personally responsible for, that may sound very basic but not all employee truly understands what their receptibilities are until you sit them down and clearly outline them.

    THE RESPONSIBILITY AND ACCOUNTABILITY