1. What are the three elements of the nature of job design? please explain each one briefly A. There are three elements of the nature of job design: - Job Enlargement: broadening the scope of a job by expanding the number of different tasks to be performed. - Job Enrichment: Increasing the depth of a job by adding the responsibility for planning m organizing , controlling and evaluating the job - Job Rotation: The process of shifting a person from job to job 2. What is the competency? Why the competency approach is used? A. Competency is the individual capabilities that can be linked to enhanced performance by individuals or team, or technical competencies, or behavioral competencies. Because the competency approaches: - To communicate valued behaviors within the organization - To raise competency levels throughout the organization - To emphasize people’s capabilities for enhancing the competitive advantage of the organization 3. Describe the advantages and disadvantages of the Internet recruiting? A. Advantages: - Recruiting cost saving - Recruiting time saving - Expanded pool of applications - Morale building for current employees Disadvantages: - More unqualified applicants - Additional work for HR staff members - Many applicants are not seriously seeking employment - Access limited or unavailable to some applicants 4. What are the functions of HR Unit and the functions of Managers in the employee recruitment? A. The functions of HR unit in the employee recruitment: - Forecasts recruiting needs - Prepares copy for recruiting ads and campaigns - Plans and conducts recruiting efforts - Audits and evaluates all recruiting activities The functions of Manager unit in the employee recruitment: - Anticipate needs for employees to fill vacancies - Determine KSAa needed from applicants - Assist in recruiting efforts with information about job requirement - Review success/failure of recruiting activities 5. What are the difference between Performance Management and Performance appraisal? A. Performance Management: Processes used to identify, encourage, measure, evaluate, improve, and reward employee performance. Performance appraisal: The process of evaluating how well employees perform their jobs and then communicating that information to the employees. 6. What are the advantages of the performance appraisal? A. the advantages of the performance appraisal: Administrative uses: - compensation - promotion - disciplinary action - dismissal - downsizing Developmental uses: - identifying strengths - identifying areas for change - training and development - coaching - career planning 7. What elements are affected the performance appraisal? Answer: Chapter:11 & Slide: 9 A. The elements are affected the performance appraisal: Performance Criteria( Deficiency, Contamination, Overemphasis) 8. Why are there criticisms of the performance appraisal? A. Because Criticisms of Performance Appraisal: - Focus is too much on the individual and does little to develop employees. - Employees and supervisors believe the appraisal process is seriously flawed. - Appraisals are inconsistent, short-term oriented, subjective, and useful only at the extremes of performance. 9. What is the forced distribution? and what are the drawbacks? A. The forced distribution is Performance appraisal method in which ratings of employees are distributed along a bell-shaped curve. The drawbacks are: - Assumes a normal distribution of performance. - Resistance by managers to placing individuals in the lowest or highest groups. - Providing explanation for placement in a higher or lower grouping can be difficult. - Not readily applicable to small groups of employees. 10. Briefly talk about the Management by Objective (MBO)? - Job Review and Agreement - Development of Performance Standards - Objective Setting - Continuing Performance Discussions
Posted on: Fri, 26 Sep 2014 15:51:02 +0000
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