Lesson 5

75問 • 8ヶ月前

問題一覧

It refers to the continuous process of finding, selecting, evaluating and developing a working relationship with current or future employees

staffing

The main goal of staffing is to

fill the various roles within the company with suitable candidates

Staffing can be done within the company or by contractors at various levels of the staffing process

…

It is undertaken to match people with jobs so that the realization of the organization’s objectives will be facilitated

staffing

3 types of staffing:

— contract employment (short-term staffing) — contract to hire staffing — direct placement hiring

It refers to temporary or project-based work arrangements where a company hires individuals for a specific duration or project

contract employment (short-term staffing)

A flexible arrangement where an employee is initially hired on a temporary or contract basis, with the potential to be transitioned into a permanent, or full-time role if all goes well

contract to hire staff

This is where a company hires an employee directly without the involvement of a third-party recruitment agency or staffing firm

direct placement hiring

An assessment of future human resource needs in relation to the current capabilities of an organization

forecasting

Refers to translating the forecasted human resource needs to personnel objectives and goals

programming

Refers to monitoring human resource action plans and evaluating their success

evaluation and control

Methods of forecasting:

— time series methods — casual models — monitoring

Use historical data to develop forecasts of the future

time series method

Attempts to identify the major variables that are related to or have caused particular past conditions and then use current measures of these variables to predict future conditions

explanatory method (casual models)

Provide early warning signals of significant changes in established patterns and relationships so that the engineer manager can assess the likely impact and plan responses if required

monitoring method

It refers to attracting qualified persons to apply for vacant positions in the company so that those who are best suited to serve the company may be selected

recruitment

The act of choosing from those that are available the individuals most likely to succeed on the job

selection

The purpose of ______ is to evaluate each candidate and to pick the most suited for the position available

selection

These procedures may be simple or complex depending on the costs of a wrong decision

selection

Provides information about a person’s characteristics such as age, marital status, address, educational background, experience, and special interests

application blanks

Information gathered by asking series of relevant questions to the job candidate

interviews

Those written by previous employers, co-workers, teachers, club officers, etc. Their statements may provide some vital information on the character of the applicant

references

This involves an evaluation of the future behavior or performance of an individual

testing

Types of tests:

— psychology — aptitude — performance — personality — interest — physical examination

An objective, standard measure of a sample behavior

psychological test

Test given to assess the physical health of an applicant

physical examination

It is given to assure that the health of the applicant is adequate to meet the job requirements

physical examination

Used to measure a person’s capacity or potential ability to learn

aptitude test

Used to measure a person’s current knowledge of a subject

performance test

Used to measure personality traits as dominance, sociability, and conformity

personality test

Used to measure person’s interest in various fields of work

interest test

New employee is provided with the necessary information about the company

induction

New employee is introduced to the immediate working environment and co-workers

orientation

It is the continuous process of improving skills, gaining knowledge, clarifying concepts and changing attitude through structured and planned education by which the productivity and performance of the employees can be enhanced

training and development

The trainee is placed in an actual work situation under the direction of his immediate supervisor, who acts as trainer

on-the-job training (OJT)

The trainee is placed in a situation almost exactly the same as the workplace where machines, materials and time constraints are present

vestibule school

A combination of on-the-job training and experiences with classroom instruction in particular subjects are provided to trainees

apprenticeship program

Provide more emphasis on education rather than training

special courses

The trainee is provided with set of notes, messages, telephone calls, letters, and reports, all pertaining to a certain company situation, he is expected to handle the situation within a given period of 1 to 2 hours

in-basket [training]

The trainees are faced with a simulated situation and are required to make an ongoing series of decisions about that situation

management games [training]

Actual situations in organizations are presented and will enable one to examine successful and unsuccessful operations

case studies [training]

Training methods that enhance interpersonal competence:

— role playing — behavior modelling — sensitivity training — transactional analysis

The purpose is to improve skills in human relations supervision and leadership. Trainees are provided with a script or a description of a given problem and of the key persons they are to play

role playing

The trainee is expected to adapt the behavior of the model and use it effectively in some instances later on

behavior modelling

Awareness and sensitivity to behavioral patterns of oneself and others are develop

sensitivity training

They are encouraged to take a broad business outlook rather than concentrating on their specialized lines of work

multiple management

Junior executives are provided with means to prepare them for higher management positions

multiple management

A manager works as assistant to a higher-level manager and participates in planning and other managerial functions until he is ready to assume such position himself, sometimes, the assistant is allowed to take over

understudy

The manager is given assignments in variety of departments, the purpose is to expose him to different functions of the organization

position rotation

Requires a senior manager to assist a lower-level manager by teaching him the needed skills and generally providing directions, advice, and helpful criticism

coaching

Training methds that enhance job knowledge:

— OJT — coaching — understudy — position rotation — multiple management

It helps individuals not only understand themselves and others but also improve their interpersonal communication skills

transactional analysis

A process used by organizations to systematically evaluate an employee’s job performance, with the aim of measuring effectiveness, supporting development, and informing decisions related to promotions, training, and compensation

performance appraisal

Employees are evaluated based on a numerical scale across specific performance criteria

rating scale method

The evaluator provides a written narrative describing the employee’s strengths, weaknesses, and overall contribution

essay method

Performance is assessed based on the achievement of mutually agreed-upon goals between the employee and supervisor

management by objectives method

Uses simulations and exercises to evaluate employee competencies in real-life job scenarios

assessment center method

A list of job-related behaviors or tasks is used to record whether the employee demonstrates each one

checklist method

Compares the employee’s output or performance against predefined work standards

work standards method

Employees are ranked in order of overall performance, from best to least effective

ranking method

Focuses on recording and evaluating key instances of particularly effective or ineffective employee behavior

critical-incident method

Determines the career path of the employees depending on their evaluation

employment decision

Variation of employment decision:

— monetary rewards — promotion — transfer — demotion

Refers to the compensation for the excellence of the employees

monetary rewards

Refers to the process of advancing an employee to a higher position based on their readiness

promotion

Refers to the process of moving an employee from one job or department to another with no effect on their pay grade and level of responsibility

transfer

Refers to the assignment of an employee to a lower company position due to underperformance

demotion

Refers to the process of an employee leaving the organization with due process; it is either voluntary or involuntary

separation

Separation initiated by the employee through resignation or retirement

voluntary separation

Separation initiated by the organization through termination, layoffs, or redundancy

involuntary separation

Separation process:

— exit interview — knowledge transfer — clearance and documentation — legal compliance

It is done for cases of voluntary separation to identify the real reason and gather feedback for the company’s sake

exit interview

It is done for cases of voluntary separation where the employee have to render for at least 30 days from the day the resignation letter was handed over

knowledge transfer

The process of returning company assets and receiving final pay

clearance and documentation

It is the receivable severance pay or notice period given to the employees for cases of layoffs and redundancy

legal compliance

EM Waves and Spectrum

John Marabiles · 73問 · 1年前

EM Waves and Spectrum