問題一覧
1
At this level the HR practitioner has acquired the above skills. However, at this point, the concentration of the HR is the effective management of the different areas of personnel functions
MANAGERIAL LEVEL
2
- The promotion to a higher level depends on the ability and capability of the Personnel Assistant to acquire the skills necessary in the HR functions.
SUPERVISORY LEVEL
3
A new college graduate may start as personnel assistant in a medium-size organization.
Entrance Level
4
Career Path to Human Resource Management
ENTRANCE LEVEL SUPERVISORY LEVEL MANAGERIAL LEVEL
5
His functions require him to deal with the general public, which includes the employees, the unions, and the community.
Public Relations Man
6
He must be well informed of the activities and developments in the environment where the enterprise operates. He is called by the management in helping the company project favorable and positive image to the community.
Promoter of Community Relations
7
His knowledge and training in human relations and the behavioral sciences plus his familiarity with company operations, puts him in the best position to counsel employees.
Employee Counselor
8
He provides services to all employees and helps them obtain facilities with government agencies like SSS, Medicare, etc., which can make their employment more satisfying.
PROVIDER OF SERVICES
9
He conducts or administers company's training program. He is very much involved in the management of employee development programs of his company.
EDUCATOR
10
He is the representative of the management in negotiating labor contracts or to attend negotiations with unions in an advisory capacity. As a negotiator and administrator of the labor contract, he must understand the nature, significance and methods of collective bargaining.
NEGOTIATOR
11
He brings into action all activities, regulates and combines diverse efforts into a harmonious whole, and gets together and harmonizes the work of various personnel in his department and the related function in other departments.
COORDINATOR
12
He serves as counselor, guide and confidante to management supervisors and employees. To be competent, he must keep himself informed about employee attitudes and behavior and be abreast of treads in the industrial relations field which may affect his company
ADVISER
13
He plans, organizes, directs, controls and coordinates the activities of his departments. He delegates some of his functions to his subordinates but check on them through follow-ups. He manages the work of the employees in his department and trains them in developing their skills for efficiency.
SUPERVISOR
14
He or his staff conducts or directs certain personnel activities as provided or in the policies and programs entrusted to the department. He sees to it that labor laws and government regulations are properly complied with. He should also know how a policy is made and administered.
ADMINISTRATIVE OFFICIAL
15
What are theRoles of the Personnel/Human Resource Manager
SUPERVISOR ADMINISTRATIVE OFFICIAL COORDINATOR ADVISER NEGOTIATOR EDUCATOR PROVIDER OF SERVICES EMPLOYEE COUNSELOR PERSONEL OF COMMUNITY RELATIONS PUBLIC RELATION MAN
16
who is a member of the top executive group, is responsible for the formulation of personnel policies and programs which will serve as the foundation for an efficient personnel administration in a company for it to realize its goals and objectives arid allow the employees to develop their individual career goals.
PERSONNEL OR HUMAN RESOURCE MANAGER
17
may be defined as the function of management, concerned with promoting and enhancing the development of work effectiveness and advancement of the human resources in the organization. These are accomplished through proper planning, organizing, directing, coordination and controlling of activities related to procurement, development, motivation and compensation of employees to achieve the goals of the enterprise.
PERSONNEL OR HUMAN RESOURCE MANAGEMENT
18
The links of high productivity are:
HUMAN RESOURCES AND CAPABILITY NEW TECHNOLOGY AND OPPORTUNITY EFFICIENCY WORK STRUCTURE AND COMPANY POLICIES ALLOW THE EMPLOYEES AND TECHNOLOGY TO INTERACT
19
a nationwide organization of all the personnel managers and human resource practitioners in the country which was established to uphold the profession to the fullest.
PMAP
governance
governance
Jan Rick Trinidad · 40問 · 2年前governance
governance
40問 • 2年前purposive week 1
purposive week 1
Jan Rick Trinidad · 26問 · 1年前purposive week 1
purposive week 1
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purposive week 2
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purposive week 2
20問 • 1年前Ganda ko!!!
Ganda ko!!!
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Ganda ko!!!
51問 • 1年前ais
ais
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ais
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ais tps
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ais tps
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INTACC
Jan Rick Trinidad · 25問 · 1年前INTACC
INTACC
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gauahahabba
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24問 • 1年前n
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34問 • 1年前Asean
Asean
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Asean
19問 • 1年前HRM 2
HRM 2
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HRM 2
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HRM 3
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HRM 3
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HRM 4
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HRM 4
9問 • 1年前chapter 5Bpc
chapter 5Bpc
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chapter 5Bpc
20問 • 1年前chapter 6 sba
chapter 6 sba
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chapter 6 sba
25問 • 1年前8
8
Jan Rick Trinidad · 11問 · 1年前8
8
11問 • 1年前hgjchhbhbb
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5問 • 1年前問題一覧
1
At this level the HR practitioner has acquired the above skills. However, at this point, the concentration of the HR is the effective management of the different areas of personnel functions
MANAGERIAL LEVEL
2
- The promotion to a higher level depends on the ability and capability of the Personnel Assistant to acquire the skills necessary in the HR functions.
SUPERVISORY LEVEL
3
A new college graduate may start as personnel assistant in a medium-size organization.
Entrance Level
4
Career Path to Human Resource Management
ENTRANCE LEVEL SUPERVISORY LEVEL MANAGERIAL LEVEL
5
His functions require him to deal with the general public, which includes the employees, the unions, and the community.
Public Relations Man
6
He must be well informed of the activities and developments in the environment where the enterprise operates. He is called by the management in helping the company project favorable and positive image to the community.
Promoter of Community Relations
7
His knowledge and training in human relations and the behavioral sciences plus his familiarity with company operations, puts him in the best position to counsel employees.
Employee Counselor
8
He provides services to all employees and helps them obtain facilities with government agencies like SSS, Medicare, etc., which can make their employment more satisfying.
PROVIDER OF SERVICES
9
He conducts or administers company's training program. He is very much involved in the management of employee development programs of his company.
EDUCATOR
10
He is the representative of the management in negotiating labor contracts or to attend negotiations with unions in an advisory capacity. As a negotiator and administrator of the labor contract, he must understand the nature, significance and methods of collective bargaining.
NEGOTIATOR
11
He brings into action all activities, regulates and combines diverse efforts into a harmonious whole, and gets together and harmonizes the work of various personnel in his department and the related function in other departments.
COORDINATOR
12
He serves as counselor, guide and confidante to management supervisors and employees. To be competent, he must keep himself informed about employee attitudes and behavior and be abreast of treads in the industrial relations field which may affect his company
ADVISER
13
He plans, organizes, directs, controls and coordinates the activities of his departments. He delegates some of his functions to his subordinates but check on them through follow-ups. He manages the work of the employees in his department and trains them in developing their skills for efficiency.
SUPERVISOR
14
He or his staff conducts or directs certain personnel activities as provided or in the policies and programs entrusted to the department. He sees to it that labor laws and government regulations are properly complied with. He should also know how a policy is made and administered.
ADMINISTRATIVE OFFICIAL
15
What are theRoles of the Personnel/Human Resource Manager
SUPERVISOR ADMINISTRATIVE OFFICIAL COORDINATOR ADVISER NEGOTIATOR EDUCATOR PROVIDER OF SERVICES EMPLOYEE COUNSELOR PERSONEL OF COMMUNITY RELATIONS PUBLIC RELATION MAN
16
who is a member of the top executive group, is responsible for the formulation of personnel policies and programs which will serve as the foundation for an efficient personnel administration in a company for it to realize its goals and objectives arid allow the employees to develop their individual career goals.
PERSONNEL OR HUMAN RESOURCE MANAGER
17
may be defined as the function of management, concerned with promoting and enhancing the development of work effectiveness and advancement of the human resources in the organization. These are accomplished through proper planning, organizing, directing, coordination and controlling of activities related to procurement, development, motivation and compensation of employees to achieve the goals of the enterprise.
PERSONNEL OR HUMAN RESOURCE MANAGEMENT
18
The links of high productivity are:
HUMAN RESOURCES AND CAPABILITY NEW TECHNOLOGY AND OPPORTUNITY EFFICIENCY WORK STRUCTURE AND COMPANY POLICIES ALLOW THE EMPLOYEES AND TECHNOLOGY TO INTERACT
19
a nationwide organization of all the personnel managers and human resource practitioners in the country which was established to uphold the profession to the fullest.
PMAP