UMAYAM, William Vincent L.

BSBA- Operations Management III

HUMAN RESOURCE MANAGEMENT (MODULE 5)

WHAT DO YOU ALREADY KNOW?

Provide what is being asked in each item.

1. What is Recruitment?

• Recruitment is the process where the business communicate with the labor market to attract the
quality and quantity of potentail human resoruces for their human resource plan.

2. Give the two (2) Sources of Applicants

• The Labor Market

• Internal Source of Labor

3. Give the three (3) Methods of Job Analysis

• Questionnaires and interviews

• Diaries, time sheet and other self recording techniques

• Observation of working practices

4. Give at least five (5) contents of Job Description

• Job content and scope

• Job summary

• Job title and department and Job code number

• Opportunities for training, transfer or promotion

• Any formal qualifications required

ASSESSMENT TASK
Multiple Choice: Encircle the letter of the correct answer.

1. Which of the following is NOT a use of job analysis?

a. To assess how well an employee has fulfilled the requirements of the job.

b. To decrease the number of blue collar workers.

c. To assess the knowledge and skills necessary in a job.

d. To identify hazards in the job.

2. A Job Description provides all of the following usages EXCEPT

a. determining appropriate salary level

b. determining required skill level

c. determining level of job satisfaction

d. determining effective utilization of human resource

3. Which of the following is NOT included in a coherent promotion policy?

a. Only some key employees will get opportunity to be promoted to the highest grades.

b. All promotions, as far as possible, and all things being equal, are to be made from within the
firm.

c. Vacancies should be advertised and open to all employees.

d. Training should be offered to encourage and develop employees of ability and ambition in
advance of promotion.

4. In working place job analysis is carried out by any one of the following EXCEPT

a. Observation of working practice.

b. Questionnaires and interviews.

c. Diaries, time sheets and other self-recording techniques.

d. Data collection form industry journals.

5. Which of the following is generally NOT a purpose of job description?

a. To decide which skills (for example, technical, human, conceptual, design) and qualifications
are required of the job holder

b. To assess whether the job will efficiently utilize the abilities and provide scope for the
aspirations of the prospective job holder.

c. To determine a rate of pay which is fair for the job, if this has not already been decided by
some other means.

d. To find out the employees who are overpaid and have less work.

6. Which of the following statement is NOT a limitation of job descriptions?

a. They are only suited for jobs where the work is largely repetitive and therefore performed by
low-grade employees.

b. Jobs are likely to be constantly changing as turbulent business environments impact upon
them, so a job description is constantly out of date or limiting.

c. Job descriptions stifle flexibility and encourage demarcation disputes, where people adhere
strictly to the contents of the job description, rather than responding flexibly to task or
organizational requirements.

d. For manual work, job descriptions provide a list of the sequence of operations that constitute
the job, noting main levels of difficulty.

7. In a job advertisement, ‘pleasant personality’ has been sought for the post of a public relations
officer .The stated person specification is classed as__________________________.

a. essential

b. desirable

c. contra-indicated

d. optional

8. Job performance evaluation can be based on ______________.

a. job assessment

b. job description

c. job narrative

d. job criteria