Job Descriptions
MID-TERM EXAM
1. How important is job analysis to the development of job descriptions and job specifications? Discuss.
Job analysis is important to the development of job descriptions and specifications because it needs to be formed before the job description and specifications.
2. What recommendations are given for improving committee effectiveness? They are having competent members, having committee properly charged, selecting or electing a competent chairperson, and recognizing/rewarding committee accomplishments.
3. Name the steps in the personnel management process. How does each step relate to the other steps?
They are staffing, human resource planning, and auditing human resources. Each step is responsible for the success or failure of the next step.
4. Distinguish between job description and job specification. Job description is a written statement of all the duties and responsibilities to be performed on a particular job and job specification is a written statement of the personal qualities an individual should possess to perform a particular job.
5. List the steps in human resource planning (HRP).
They are determine strategic operations, establish the time standard for reaching objectives, review internal and external environmental factors that affect staffing needs, project human talents/skills needed for achieving strategic objectives, audit human resources in the organization, determine human resource needs in the short-run and long-run to meet projected needs, and plan a program of recruitment and selection to fulfill human resource needs.
6. Discuss the meaning of motivation and the 3 conditions which must exist for employees to become highly motivated.
Motivation is the psychological process that gives behavior purposes and directions. The conditions are the employee must have the ability to do the work and the work environment must be satisfactory.
7. Define morale and discuss the relationship
1. How important is job analysis to the development of job descriptions and job specifications? Discuss.
Job analysis is important to the development of job descriptions and specifications because it needs to be formed before the job description and specifications.
2. What recommendations are given for improving committee effectiveness? They are having competent members, having committee properly charged, selecting or electing a competent chairperson, and recognizing/rewarding committee accomplishments.
3. Name the steps in the personnel management process. How does each step relate to the other steps?
They are staffing, human resource planning, and auditing human resources. Each step is responsible for the success or failure of the next step.
4. Distinguish between job description and job specification. Job description is a written statement of all the duties and responsibilities to be performed on a particular job and job specification is a written statement of the personal qualities an individual should possess to perform a particular job.
5. List the steps in human resource planning (HRP).
They are determine strategic operations, establish the time standard for reaching objectives, review internal and external environmental factors that affect staffing needs, project human talents/skills needed for achieving strategic objectives, audit human resources in the organization, determine human resource needs in the short-run and long-run to meet projected needs, and plan a program of recruitment and selection to fulfill human resource needs.
6. Discuss the meaning of motivation and the 3 conditions which must exist for employees to become highly motivated.
Motivation is the psychological process that gives behavior purposes and directions. The conditions are the employee must have the ability to do the work and the work environment must be satisfactory.
7. Define morale and discuss the relationship