ORG. MAN.

• STAFFING - Obtain the best available people for the organization.
• staffing -  develop the skills and abilities of the people inside the organization.
• JOB ANALYSIS - The process of getting detailed information about jobs.
• Job Analysis

  • Job description
  • Job Specification
• SKILLS INVENTORY - Consolidates information about the organization's current human resources
• Most companies use Human Resource Information System (HRIS) to collect and store data. SAP software is one example.
• Basic Information Found in Skills Inventory

  • Skills
  • Special qualifications
  •  Salary and job history
  • Company data
  • Capacity of individual
  •  Special preferences of individual
• HUMAN RESOURCE PLANNING -  Getting the right number of qualified people into the right job at the right time
• It involves human resource forecasting by determining the future human resource needs of an organization in light of the organization's objectives.
• SELECTION - the organization attempts to identify applicants with the necessary knowledge, skills, abilities, and other characteristics that will help the organization achieve its goals.
• RECRUITMENT - the organization seeks applicants for potential employee.
• Aptitude tests - measure a person's capacity or potential ability to learn
• Psychomotor tests - measure a person's strength, dexterity, and coordination
• Job knowledge tests - measure the job- related knowledge possessed by a job applicant
• Polygraph tests - popularly known as lie detector tests, record physical changes in the body (blood pressure, pulse, respiration, and skin conductivity) as the test subject answers a series of questions
• SITUATIONAL INTERVIEW - put the prospective employee in action situations that might be encountered on the job
• UNSTRUCTURED INTERVIEW - conducted without a predetermined checklist of questions
• STRUCTURED INTERVIEW - uses a predetermined outline
• SEMI-STRUCTURED INTERVIEW - prepares major questions in advance but has flexibility to use techniques such as probing questions
• ONE-ON-ONE INTERVIEW - one interviewer is assigned to interview the applicant
• BOARD (OR PANEL) INTERVIEW - two or more interviewers conduct the interview
• GROUP INTERVIEW - questions several interviewees together in a group discussion
• STRESS INTERVIEW - designed to place the interviewee under pressure
• BACKGROUND AND REFERENCE CHECKS

  • personal
  • Academic
  • Past employment
• TRAINING AND DEVELOPMENT -It refers to educational activities within a company created to enhance the knowledge and skills of employees while providing information and instruction on how to better perform specific tasks.
• PROMOTION - higher pay, higher status,

  higher performance
• TRANSFER - USually referred to as, "lateral transfer"
• Compensation - A systematic approach to providing monetary value to employees in exchange for work performed.
• Base Pay -  Basic compensation that an employee receives, usually as a wage or a salary.
• Salary -  a fixed regular payment paid on a monthly or biweekly basis, made by an employer to an employee, especially a professional or white-collar worker
• Wages - a payment usually of money for labor or services usually according to contract and on an hourly, daily, or piecework basis
• Variable pay -  Compensation linked directly to individual, team or organizational performance
• Commission - the amount of money an employee earns when they sell something
• BENEFITS - An indirect reward given to an employee or group of employees for organizational membership
• Performance Management - Series of activities designed to ensure that the organization gets the performance it needs from its employees
• Performance Appraisal - The process of determining how well employees do their jobs to a standard and communicating that information to the employees