PRIORITIZE LABOR CASES ON WEDNESDAY

Training and Development Smith industries have another company take care of
ADDIE (analysis, design, development, benefits managements
implementation, and evaluation) - Outsourcing
Leticia learned about employee benefits Recruiting is necessary to
- Employee orientation - Develop applicant pool
Not one of goals of employee orientation Disadvantage of using internal candidates
- Assisting in selecting best labor union - Lose employees who aren’t promoted
Employee orientation range form brief informal, to Maria boyd hired by Barnum Hotels manage staffing
length, formal courses - What percentage of employers in the service
- true industry use succession planning?
highly-skilled employees eliminates orientation NOT a tool used to recruit outside candidates
- false - Intranet job postings (existing employees)
Methods used for new & present employees for skills to Best medium for job advertisement
perform job - Skills needed for the job
- training Use private employment agency to
Training employees will need to fill future jobs - Fill a specific job opening quickly
- Strategic training needs analysis Newton manufacturing is using private employment, as
1st step in ADDIE training process HR screened properly
- Analyzing training need - Provide accurate job description
Training session include the following EXCEPT Kate works as nurse on temporary assignment
- Use new terminology, technical concepts - Working as contingent worker
Employers will likely use the ff. To identify training needs Advantage of employee referrals
for new employees EXCEPT - received realistic job previews
- Conducting a work sampling Publicizing an open job to current employees is job
Training sessions should be ½ or ¾ day rather than full posting
day - True
- true
4TH Step of ADDIE training process Performance Appraisal
- Holding on-the-job training sessions
Performing various jobs each month for 9 months evaluating an employee's current,past performance
- Job rotation - form of training relative to his/her performance standards?
Combination of classroom instruction and OJT - Performance appraisal
- Apprenticeship training Purpose of feedback to motivate
1st step in OJT process - Remove performance deficiencies
- Familiarizing equipment, tools, trade terms Reasons for appraisal EXCEPT
Logical sequence of steps best taught by step-by-step - Creating organizational strategy map
- Job instruction training Responsible for employee’s performance
- Direct supervisor
1st step of performance appraisal
Personnel Planning and Recruitment - Setting work standards
1st step in recruitment and selection Rate themselves
- Deciding what positions to fill - Higher rates than from sup
HR Manager must decide what positions to fill Subordinates rate their supervisors perf
- Personnel planning - Upward feedback
Fill executive positions Performance appraisal based on surveys from peers,
- Succession planning supervisors, subordinates, customers
Studying firms past employment need to predict future - 360 degree feedback
- Trend analysis Supervisors provide feedback to perform well
4 million dollars generates 800000 - True
- 5 HR Dept monitors performance appraisal but is not
Contains data regarding employees’ education, career involved in rating employees
dev, special skills when selecting inside promotion - True
- Skills inventories Felicia, makes sure to schedule feedback session
Current employees available for promotion - True
- Skills inventories Easiest and popular technique for appraisal
All methods EXCEPT used to develop high-potential - Graphic rating scale
candidates Rold, supervisor, 15% high performers, 20% above
- Developing skills inventories average performers, etc
(internal training, job rotation, global - Forced distribution
assignments) Ranking employers best trait to worst
- Alternation ranking
PRIORITIZE LABOR CASES ON WEDNESDAY
Management by objectives- set goal and discuss Associated ith leading function
- True - motivating subordinates
Personnel activities associated with HR management
Job Analysis and Talent Management Process EXCEPT
- Developing customer relationships
In effective talent management system, employee’s Line Managers HR responsibilities EXCEPT
performance appraisal initiate T and D opportunities - Marketing new products and services
- True Yuki works where she contacts local communities
Effective talent management focuses on developing - Recruiter
competencies that align with goal HR managers exert within, outside
- True - Line authority; staff authority
Types of info. Collected by HR through job analysis Wilmer works in HR Dept, in charge of developing
EXCEPT payments and benefits
- Job analysis - Compensation Manager
(description, specification, context) HR generalist, assigned to sales dept to provide assist
- Employee benefits options - Embedded HR teams
Jennifer, manager, assigned to conduct Job analysis, 1st HR members assist top management's long-term plan
step? - Corporate HR teams
- Deciding how the gathered info will be used Term refers to knowledge, skills, and abilities of workers
All requirements addressed in job specifications - Human capital
EXCEPT When they can, when the company needs them
- Working conditions - On-demand workers
Division of work lines of authority and communication Recent trend where occupations (high-tech) are low,
- Organizational chart while others very high
Example of business process reengineering - Unbalanced labor force
- Using computerized systems to combine Trends in technology affecting HR management
separate tasks - Use of gaming features to enhance T & P
While performing 5th step of job analysis, essential to Appraisal
confirm validity of collected data with the Evidence-based HRM relies on all EXCEPT
- Worker - Qualitative opinions
Systematically moving workers from one job to another In small org, line managers handle duties w/out HR staff
- Job rotation - TRUE
Conducting job analysis sole responsibility of HR 2 distinct functions carried by HRM
- False - Line function and Staff function
Jerome, manager, job analysis large number of
employees Employee Testing and Selection
- Holding a group interview w/ supervisor
One problem with direct observation is A reliable employment test will most likely yield
- Reactivity - Consistent scores
Informal interviews provide quantitative job analysis Which one of the following terms refers to the accuracy
info, which is why they are frequently used by managers with which test fulfills function for which it was designed
who need to determine the relative worth of a job - Validity
- False Selection tests should be used as supplements to other
Joaquin records every activity in which he participates at tools like interviews and background checks
work along with the time it takes him to complete activity. - True
- Diaries Jack lifts weights and jump rope, measured UPS
- Motor ability
Introduction to Human Resource Management Carlos recently participated in a selection test for
Northern Aeronautics. Measured Carlos’s finger dexterity
Basic functions of management process EXCEPT - Physical abilities
- Outsourcing Big five personality dimensions include all EXCEPT
Person responsible for managing efforts - Optimism
- Manager (Neuroticism, Extroversion, conscientiousness)
Requires manager to establish goals standards Which one of the following terms refers to training
- Planning candidates to perform several of the job’s tasks,
Consuela, delegates authority for a project to her assessing performance prior to hire
subordinate, what process? - Miniature job training
- Organizing Primary reason firms conduct background investigation
Managers use metrics to assess performance and - Uncover false information
develop strategies for corrective action
- Controlling
PRIORITIZE LABOR CASES ON WEDNESDAY
A(n) ___ is a multi-day simulation in which candidates - Additional 50% rest days = 150
perform realistic task in hypothetical situations Ex. 610x 130% = 793
- Management assessment center
Overtime Pay
Handbook on Workers’ statutory monetary benefits - Work beyond 8 hours a day
- Plus 25% of hourly rate
Minimum Wage Ex. 610/8 x 125% = 76.25 x hours extended for OT

Night Shift Differential

- 10% / hour , 10pm-6am

Service Incentive Leave

- Paid leave of 5 days rendered 1yr, sick/
vacation, others
- Can be converted to monetary
Maternity Leave
- Paid leave, pregnancy, miscarriage, termination
of pregnancy, 105 days, additional 15 days full
pay RA 11861, live childbirth additional 30
days without pay
- Must have 3 months SSS
Paternity Leave
- Married male to support wife during recovery
Compensable hours worked - Regardless of employment status
- All time required to be on duty - 7 days full pay, not convertible to cash
- All time during employee is permitted to work - Cohabiting dapat, 4 deliveries child
Principles in determining hours worked Parental Leave for Solo Parents
- Working hours required - physical presence is required or beneficial to the
- Not leave premises for rest child, 7 days
- Work performed was necessary, benefited - Birth, death of spouse, detention,
- Interruptions is beyond control= working time mental/physical incapacity, legal separation
Treatment on waiting time Leave for victims of violence against women and
- Waiting time is working time their children (VAWC) RA 9262
- Remain on call, cannot use own time personal - 10 days full pay, present employer certification
Attendance at lectures, meetings, training programs from Barangau, prosecutor abt matter
- Outside regular working hours Special Leave for Women
- Voluntary Under the Magna Carta of Women, a female
Meal and Rest Periods employee having rendered continuous aggregate
- 1 hour time off for meals, 5-20 mins breaks employment service of at least six (6) months for the last
twelve (12) months, shall be entitled to a special leave
Holiday Pay (unworked regular holiday) benefit of two (2) months with full pay
- All employees except government employees
- Retail establishments less than 10 workers 13th Month Pay
- Managerial employees - 1/12th of total basic salary earned by employee
Regular holidays - Provided worked at least 1 month
- New year Total basic salary during the year / 12 months = 13th
- Holy week - Not later than 24th December
Holiday Pay Rates Separation Pay
- 100% not working during holiday - Terminated due to authorized causes, 298-299
- 200% if working on a holiday - ½ month pay per year of service
If consecutive holidays 1-2 days and an employee - Retrenchment, (reduction of personnel to
absences day before- may not be paid both holidays prevent losses), closure, disease, lack of service
assignment
Premium Pay - performed on rest days/special days Notice of Termination - 1 month before
SPECIAL NON-WORKING : Retirement Pay- 60 not beyond 64, served 5 years
- EDSA Philhealth - National Health Insurance Program, 4.5% ,
- Ninoy Aquino day 5% 2024
- Feast of immaculate conception of mary SSS - death, disability, sickness, maternity, old age and
“No work, no pay” for premium pay unemployment, 4,000-30,000
Premium Pays Pag-Ibig - Home Development Mutual Fund (HDMF),
- Additional 30% for special days = 130 secured savings and affordable home financing, 2%