1
Q
Personnel or human resource management is a relatively new field in the Philippines. It was only in the early ______that it gradually gained acceptance and recognition in private business and industry.
A
1950s
2
Q
For it to gain recognition, three conditions need to exist:
1. _______ must be convinced that personnel management is needed in its business operations.
2. ________administrators must be available.
3. _________ must demonstrate their capacity to contribute to the company’s objectives and goals.
A
Top management
Qualified personnel
Personnel administrators
3
Q
Top management is often _______ of what personnel work is and what it can do to promote effective management.
A
unaware
4
Q
As a result, personnel management is usually given only a __________in business affairs.
A
minor role
5
Q
With the supply-demand gap for personnel administrators, many “_______” without adequate preparation have entered the field.
A
personnel specialists
6
Q
This has led to issues with some personnel programs being mishandled due to ______ or a ______ of what personnel work truly entails.
A
amateurism
lack of understanding
7
Q
PMAP meaning
A
Personnel Management Association of the Philippines
8
Q
The ______ is a nationwide organization of all personnel managers and human resource practitioners in the country
A
PMAP
9
Q
It was established to uphold the profession to the fullest.
A
PMAP
10
Q
Among the activities of PMAP are: (4)
A
- Training and developing personnel administrators
- Participation in public hearings
- Dissemination of information
- Establishment of a public relations program
11
Q
___________ through seminars, lectures, workshops, meetings, national conferences, and holding tripartite conferences pertaining to personnel management and industrial relations.
A
Training and developing personnel administrators
12
Q
_________ to voice support of, or opposition to, proposed legislation affecting business and industry.
A
Participation in public hearings
13
Q
________to upgrade personnel management, offering technical advice through its special committees and library facilities
A
Dissemination of information
14
Q
_______ aimed at informing the public about the nature of personnel work.
A
Establishment of a public relations program
15
Q
As a result of these efforts, the status of personnel management has been greatly enhanced, and the quality and salary of personnel managers have significantly improved.
A
PMAP
16
Q
______are crucial to the long-term survival of the organization.
A
human resources
17
Q
The main goal of any organization is to provide________and _____effectively.
A
goods
services
18
Q
______ are vital to an effective personnel management program
A
People
19
Q
The development of an effective organization hinges on the _____, development, utilization, rewarding, and maintaining of capable people.
A
proper selection
20
Q
3 Challenges of Human Resource
A
- The Challenge of the Global Community
- The Stockholders Challenge
- The Challenge for Productivity
21
Q
Organizations are increasingly finding out that to survive, they must compete with organizations not only in the place of operation but also in the global business community.
A
The Challenge of the Global Community
22
Q
Companies need to compete and defend not only their local markets and customers; they must broaden their scope to encompass global markets.
A
The Challenge of the Global Community
23
Q
The key to success in today’s business environment is to meet the investor’s needs and those of the other stakeholders.
A
The Stockholders Challenge
24
Q
The companies are challenged to reach financial objectives through meeting customers’ and employees’ needs.
A
The Stockholders Challenge
25
These companies believe that their greatest assets are their workforce.
The Stockholders Challenge
26
Global technology is increasing the challenge for greater productivity.
The Challenge for Productivity
27
Human Resources became more “smarter workers” with the aid of computer-aided machines, the internet, and expert systems.
The Challenge for Productivity
28
The links of high productivity are: (3)
a. Human resources and capabilities.
b. New technology and opportunities.
c. Efficient work structure and company policies allow employees and technology to interact.
29
________ must face these challenges to motivate and develop a well-trained and committed workforce.
Human Resource Management
30
4 Contributing Growth Factors
1. Increasing Complexity of Business Operations
2. Government Regulations and Labor Laws
3. Growth of Labor Unions
4. Influx of New Concepts in Management
31
The post-war period saw the birth of big corporations where the volume and variety of operations and the size of the labor force demanded specialization in management.
Increasing Complexity of Business Operations
32
The personnel specialist was called upon to formulate and carry out the organization’s personnel policies and programs.
Increasing Complexity of Business Operations
33
In order to safeguard the worker’s interests, especially those related to wages, working conditions, job security, and health, the government deemed it wise to enact a number of labor laws and government regulations.
Government Regulations and Labor Laws
34
These are embodied in the Labor Code of the Philippines, and its implementing Rules and Regulations took effect on _________ (date)
November 1, 1974.
35
The passage of the Industrial Peace Act of 1953, otherwise known as the Magna Carta of Labor, triggered the organization of labor unions and the strengthening of the workers’ bargaining power.
Growth of Labor Unions
36
The passage of the _________, otherwise known as the_________, triggered the organization of labor unions and the strengthening of the workers’ bargaining power.
Industrial Peace Act of 1953
Magna Carta of Labor
37
The employee welfare concept is not new, but its nature has changed from one of paternalism to that of employee rights through practices that have become institutionalized.
Influx of New Concepts in Management
38
Employee benefits have become varied and far-reaching, making their administration a complex function.
Influx of New Concepts in Management
39
_________ or _________ 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.
Personnel or Human Resource Management
40
A _______ is a systematic accumulation of facts, their analysis and interpretation, and their use to arrive at a satisfactory conclusion.
science
41
Personnel management is a_____because it involves the systematic gathering of data derived from surveys, statistics, interviews, and observations.
science
42
It is an _______ because it utilizes scientific principles in analyzing and interpreting data for application in the management of people at work.
applied science
43
______ is proficiency in the practical application of knowledge acquired through study, experience, or observation.
Art
44
Personnel management is an ______ because it involves the making of sound decisions.
art
45
After the required knowledge is gathered and analyzed, and the possible solutions to a problem are formulated, a good executive needs to select the best from among alternative solutions.
Personnel management is an art
46
He needs to implement his choice at the right time to achieve the desired result and foresee the probable success or failure of his course of action, and institute needed corrective measures promptly.
Personnel management is an art
47
. The major tools of the personnel manager, both as a ______ and an _____, are his imagination and intelligence.
scientist
artist
48
These become more keen as he learns from practice and experience, honing his intuition and insight in handling various problems, creating order, harmony, balance, and proper timing. He also knows how to _____complex problems.
simplify
49
The personnel or human resource manager, who is a member of the top executive group, is responsible for the formulation of_________ and _______ which will serve as the foundation for an efficient personnel administration in a company.
personnel policies
programs
50
Companies hire a Human Resource Manager because he can: (10 but memorize 4 only)
1. Help the company reach its goals by managing people well.
2. Assist in making and applying fair policies.
5. Help train employees to do their jobs better.
9. Promote positive morale and motivation.
51
Companies hire a Human Resource Manager because he can:
_____ management achieve company objectives and goals in the management of human resources.
Help
52
Companies hire a Human Resource Manager because he can:
Assist _______ in formulating sound policies, programs, and rules, and after approval, administer them fairly and efficiently.
top management
53
Companies hire a Human Resource Manager because he can:
Assist ________ and managers in providing employees with a satisfactory work environment and promoting harmonious relationships with the employees and unions.
line supervisors
54
Companies hire a Human Resource Manager because he can:
Make managers and supervisors aware of their __________ in the management of human resources by providing them with the technical help needed to handle employee problems.
full responsibilities
55
Companies hire a Human Resource Manager because he can:
Help_____ and ____ the human resources of the company to equip them with the skills and knowledge required to accomplish their jobs efficiently.
train
develop
56
Companies hire a Human Resource Manager because he can:
Help promote understanding and good relationships by opening the lines of ______ between management and employees, creating an atmosphere where workers can be happy and proud to belong to the organization.
communication
57
Companies hire a Human Resource Manager because he can:
______ management problems and capitalize on opportunities that can be realized through improved effectiveness in personnel management.
Resolve
58
Companies hire a Human Resource Manager because he can:
Assist management and supervisors in handling _______ problems, utilizing his knowledge and competence on labor relations and court decisions.
labor relations
59
Companies hire a Human Resource Manager because he can:
Assist the company in promoting ________ and motivation among its human resources.
good morale
60
Companies hire a Human Resource Manager because he can:
Assist in _____ management and organizational development.
crisis
61
4 Problems and Difficulties of the Personnel/Human Resource Manager
1. Common Misconception About His Role and Functions
2. Inadequate Recognition by Management of the Proper Role of the Personnel Manager
3. In the Area of Labor Relations
4. Jealousy from Other Executives Regarding the Personnel Manager’s Duty and Authority
62
There is a misconception that the personnel manager is nothing more than a simple clerk whose job is to keep employee records and give job applicants the necessary forms to fill out.
Common Misconception About His Role and Functions
63
Some top management executives are unwilling to give the personnel manager the corresponding authority and responsibility for the job.
Inadequate Recognition by Management of the Proper Role of the Personnel Manager
64
Due to inadequate recognition, some personnel managers develop feelings of ______
inferiority
65
Some employers expect the personnel manager to keep labor unions out or, if there is one, to break or bust it.
In the Area of Labor Relations
66
A personnel manager who is a ______becomes unstable and insecure in his position because of a lack of the necessary strength of personality and knowledge of his job.
conformist
67
These problems can be avoided if top management clearly defines the extent and limits of authority and responsibility of the personnel manager and encourages cooperation from line executives and supervisors.
Jealousy from Other Executives Regarding the Personnel Manager’s Duty and Authority
68
Historically, personnel managers and their departments suffered from a very low perceived position due to the following factors: (3)
1. Disrespect for the position and those who perform it.
2. The low position in the organization.
3. Lack of expertise in performing their functions.
69
The weak position of personnel departments was often due to ______.
budget cuts
70
With the advancement in ________, the position of Human Resource departments has gained higher recognition and importance
technology
71
The Role of HR in the New Millennium Organization: (11)
1. Recruitment and Employment
2. Interviewing, Testing, Recruiting, and Temporary Employment
3. Labor Coordination
4. Training and Development
5. Wage and Salary Management
6. Benefits Administration
7. Employee Service and Recreation
8. Community Relations
9. Record Management
10. Health and Safety
11. Strategic Management
72
Roles of the Personnel/Human Resource Manager (the personnel manager is expected to play various roles 10)
1. Supervisor
2. Administrative Official
3. Adviser
4. Coordinator
5. Negotiator
6. Educator
7. Provider of Services
8. Employee Counselor
9. Promoter of Community Relations
10. Public Relations Man
73
He plans, organizes, directs, controls, and coordinates the activities of his department.
Supervisor
74
He delegates some functions to his subordinates but ensures follow-ups.
Supervisor
75
He manages the work of employees in his department and trains them to develop their skills for efficiency
Supervisor
76
He or his staff conducts or directs certain personnel activities and ensures that labor laws and government regulations are properly complied with.
Administrative Official
77
He should also know how a policy is made and administered.
Administrative Official
78
He serves as a counselor, guide, and confidante to management, supervisors, and employees.
Adviser
79
To be competent, he must keep himself informed about employee attitudes and behavior and be abreast of trends in the industrial relations field which may affect the company.
Adviser
80
He brings into action all activities, regulates and combines diverse efforts into a harmonious whole, and harmonizes the work of various personnel in his department and related functions in other departments.
Coordinator
81
He represents management in negotiating labor contracts or attends negotiations with unions in an advisory capacity
Negotiator
82
As a __________ and administrator of the labor contract, he must understand the nature, significance, and methods of collective bargaining.
Negotiator
83
He conducts or administers the company’s training programs.
Educator
84
He is heavily involved in managing employee development programs within the company.
Educator
85
He provides services to all employees and helps them obtain facilities from government agencies, like SSS, Medicare, etc., making their employment more satisfying.
Provider of Services
86
His knowledge and training in human relations and behavioral sciences, along with his familiarity with company operations, put him in the best position to counsel employees.
Employee Counselor
87
He must be well-informed of the activities and developments in the environment where the enterprise operates.
Promoter of Community Relations
88
He assists management in helping the company project a favorable and positive image to the community.
Promoter of Community Relations
89
His functions require him to deal with the general public, including employees, unions, and the community
Public Relations Man
90
The personnel manager should possess the following qualities (7)
* Can communicate effectively, both orally and in writing. (memo)
* Possesses above-average intelligence. (memo)
* Enjoys working with people. (memo)
* Grasps the implications of a given situation and understands individual attitudes and the problems of both employees and employers.
* Is aggressive, mature, and capable of giving sound advice that will be in the best interest of both the employer and the employee.
* Possesses integrity, industry, and courage to earn the respect of both employees and employers.
* Possesses a pleasing personality, personal warmth, and should be approachable.
91
Rewards and Benefits for the Personnel Manager (4)
* Transportation
* Company Cellular Phone
* Representation Allowance / Meal Allowance
* Education Scholarships / Attending Conventions and Seminars
92
Career Path to Human Resource Management: (3)
1. Entry Level
2. Supervisory Level
3. Managerial Level
93
A new college graduate may start as a personnel assistant in a medium-sized organization. The following skills are necessary:
* Assisting in personality inventory and skills test.
* Assisting in employee orientation and training programs.
* Record keeping.
Entrance Level — Personnel Assistant
94
The promotion to a higher level depends on the ability of the personnel assistant to acquire the necessary skills. These include:
* Skills in Writing Job Descriptions, Job Analysis, and Job Evaluations.
* Knowledge of employee benefit programs, including vacation and sick leaves, pensions, and mutual benefits.
* Skills in interviewing applicants and counseling employees.
* Skills in testing and interpreting test results and making recommendations on the fitness of applicants.
* Job evaluation and wage administration skills, relating pay to the differences in job requirements.
* Skills in determining training needs, developing training modules, and conducting training sessions.
* Skills in basic research related to manpower planning.
Supervisory Level
95
At this level, the HR practitioner has acquired the skills above. The focus is on the effective management of different areas of personnel functions. Added personnel activities include:
* Leadership and Conceptual Ideas (Visioning):
* Analytical Decision Making
* Compliance Administration and Control
* Interpersonal Teamwork
Managerial Level
96
TRUE OR FALSE!
READY!!
97
Personnel or Human Resource Management is a relatively new field in the Philippines.
TRUE
98
The top management is aware that there is always a need for personnel management in the company.
FALSE (Top management is often unaware of the importance of personnel management, which can lead to it being given only a minor role in business affairs)
99
Industrious and hardworking personnel are already suitable qualifications in becoming a personnel or human resource manager.
FALSE (Industriousness and hard work alone are not enough to qualify someone as an HR manager. They need specific skills and qualifications)
100
The Personnel Management Association of the Philippines or PMAP is a national organization of all human resource practitioners which was established to uphold the profession to the fullest
TRUE
101
The variety of operations at work and the increase in the size of personnel management in the Philippines.
TRUE
102
The Industrial Peace Act of 1983 is also known as the Magna Carta of Labor.
FALSE (The Industrial Peace Act was passed in 1953, not 1983.)
103
The company program concerning employee benefits remain the same throughout the years and that makes their administration easy to handle.
FALSE (Employee benefits evolve over time, making their administration complex.)
104
Personnel Management is an art because personnel managers make decisions at the right time with the objective of achieving desired results.
TRUE
105
A personnel manager should also establish a good relationship between the management and employees by keeping the lines of communication open.
TRUE
106
Busting, breaking, and driving the labor unions out are just one of the roles of the personnel or human resource manager.
FALSE (The personnel manager is not responsible for breaking unions. Their role is to maintain good relations between management and employees.)
107
He delegates some of his functions to his subordinates but checks by follow-ups.
a. Supervisor
b. Adviser
c. Negotiator
d. Educator
A
108
He brings into action all activities and harmonizes the work of various personnel in his department and related functions in other departments.
a. Supervisor
b. Adviser
c. Coordinator
d. Educator
C
109
He conducts or administers the company’s training program and is involved in the development of each employee.
a. Administrative Official
b. Provider of Service
c. Educator
d. Adviser
C
110
He serves as a guide and confidante to management, supervisors, and employees, and must be well-informed about employee attitudes and behavior which may affect the company.
a. Supervisor
b. Adviser
c. Public Relations Man
d. Provider of Service
B
111
He represents management in negotiating labor contracts or attends negotiations with unions in an advisory capacity.
a. Adviser
b. Administrative Official
c. Negotiator
d. Supervisor
C
112
He deals with the general public, which includes the employees, the unions, and the community.
a. Counselor
b. Provider of Service
c. Promoter of Community
d. Public Relations Man
D
113
He provides services to all employees and helps them obtain facilities with government agencies like SSS, Philhealth, etc., which makes employment more satisfying.
a. Provider of Service
b. Public Relations Man
c. Counselor
d. Adviser
A
114
He helps the company project a favorable and positive image to the community and must be well-informed of the activities and developments in the environment.
a. Provider of Service
b. Adviser
c. Promoter of Community
d. Negotiator
C
115
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.
a. Supervisor
b. Coordinator
c. Administrative Officer
d. Educator
C
116
He counsels employees from his knowledge and training in human relations and the behavioral sciences because of his familiarity with company operations.
a. Counselor
b. Negotiator
c. Coordinator
d. Supervisor
A
117
Z - HRM
flashcards
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