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Special Topics in Human Resource Management

Explores emerging trends, issues, and challenges in HRM, covering topics such as diversity, talent management, and strategic HR practices for company success.

diversity

inclusion

talent management

employee engagement

performance appraisal

compensation

benefits

training

development

succession planning

leadership development

employee relations

work-life balance

ethical hr practices

hr analytics

This helps the sourcer, the sourcing software, and the candidate understand the job-role better.

  • DETAILED JOB DESCRIPTION

These are the certain duties which he needs to do for the betterment of society. Moreover, these are certain duties which make society work in a synchronized manner.

  • Morals
  • Ethics
  • Obligations
  • Principles
  • All of the above

The major disadvantage with attribute approach of performance measurement is that of subjectivity. In other words, it may be heavily reliant on the nature of the evaluator. Another limitation of this method is that it is accurate at identifying only the best and the worst performers.

  • True
  • False

The values of a person can be defined as the acts and actions which we make in our daily life. The true values of a person are devotion, respect, hard work and love.

  • True
  • False

These are the term used to define the process between employers and employees, management and unions in order to make decisions in organizations.

  • Labor relations
  • Labor dispute
  • Labor border
  • none of the above
  • Labor obligation

The ___________________ is intended in this context to mean a reflection of the essential value systems adopted by the organization concerne

  • concept of management
  • concept of unity
  • none of the above
  • concept of working culture

This methods refer to monetary payment to employee on the basis of their tenure of job and its negotiations with employers.

  • DIRECT METHOD

Whether trade unions should be recognized or derecognized, which union or unions the organization would prefer to deal with, and whether or not it is desirable to recognize only one union for collective bargaining and/or employee representational purposes.

  • The employment relationship
  • Partnership
  • Participation and involvement
  • Trade union recognition

Job evaluation is the evaluation or rating of jobs to determine their position in the job hierarchy.

  • French & Wendell (1977)
  • Bureau of Labor Statistics, U.S.A. (1973)
  • Mamoria & Ganker, 2011
  • None of the above

It is an objective measure that accurately predicts future labor demand.

  • Leading indicator
  • Supply forecast
  • Demand forecast
  • All of the above

It requires an integrated approach that addresses multidimensional aspects of employees, ranging from enhancing technical and interpersonal skills to creative thinking and leadership

  • None of the above
  • Manpower development
  • HR planning
  • Management prerogatives

It is mainly focus on employees to understand that they are part and partial of the enterprise and inculcate a feeling of belonging to the enterprise

  • Compensation
  • Maintenance
  • Integration
  • Development

Indirect compensation methods refer to monetary payment to employee on the basis of their tenure of job and its negotiations with employers.

  • True
  • False

The character is one of the most important ethics which in short describes a person. It tells about your behavior towards others and your reactions towards the different situations.

  • True
  • False

If all the members of the company are dedicated to work as well as figure out there values and responsibility towards the factors like products, relationships towards people and environment, then it is for sure that this type of process will be unbeatable in the market, hence resulting in attracting a bigger customer base due to the reliable and quality of the services or products.

  • True
  • False

This includes the provision on working conditions and rest periods that deals with hours of work, weekly rest periods, holidays, service incentive leaves, and service charges.

  • CONDITIONS OF EMPLOYMENT

Provisions about wages including prohibitions regarding wages and working conditions for special groups of employees such as employment of women, minors, house helpers, and home workers are also included.

  • Book III – Conditions of Employment
  • Book I of The Philippine Labor Code
  • Book IV - Health, Safety and Social Welfare benefits
  • Book II Labor Relations

It occurs when a business instructs an external supplier to take responsibility (and risk) for HR functions and perform these tasks for the business.

  • Outsourcing
  • HRO
  • Human Resource Outsourcing
  • All of the above

Total reward management deals with the formulation and implementation of strategies and policies that aim to reward people equitable and fairly, consistently in accordance with their performance and value to the organization.

  • True
  • False

The person who is honest and sincere always sustains for a longer duration in the company as compared to others.

  • True
  • False

It is a multidisciplinary field concerning the safety, health, and welfare of people at work.

  • All of the above
  • OSH
  • Industrial hygiene and safety
  • OHS

It entails determining and communicating to an employee how he/she is performing on the job and ideally, establishing a plan of improvement.

  • Review policy
  • Bonapart
  • none of the above
  • Performance review
  • Assessment efficiency

These are considered as most important and difficult collective bargaining issue due to the perception that people work because they need income.

  • Benefits and opportunity
  • Wage and salary
  • Advantage and personal growth
  • All of the above

The Philippine Trade union prescribes the rules for hiring and termination of private employees; the conditions of work including maximum work hours and overtime; employee benefits such as holiday pay, thirteenth month pay and retirement pay; and the guidelines in the organization and membership in labor unions as well as in collective bargaining.

  • True
  • False

It is a complex process of choosing the best among the best interested individuals to the job, therefore it requires thorough assessment and wise decision coming from the recruiter to choose who among the applicants are best qualified.

  • None of the above
  • Training and development
  • Compensation management
  • Recruitment and selection

It is the process of improving, molding, changing and developing the skills, knowledge, creative ability, aptitudes, attitude, values and commitment based on present and future requirements both at the individual’s and organization’s level.

  • Development
  • Compensation
  • Procurement
  • Maintenance

Refers to the decision-making process where the management and the union set the terms and conditions of employment and the rules and procedures in the employee-employer relationship.

  • Contract
  • Memorandum
  • Agreement
  • Collective bargaining
  • All of the above

Corporate management is the term used to describe the balance among participants in the corporate structure who have an interest in the way in which the corporation is run. Corporate governance directly impacts the profits and reputation of the company, and having poor policies can expose the company to lawsuits, fines, reputational damage, and loss of capital investment.

  • True
  • False

Recruitment, placement and retirement, employee-employer relationship/labor relations, working environment, compensation, and health and safety imposed legal implication to the organization. thus, it needs to be careful in dealing with people as well as the firm.

  • True
  • False

Identifying the key business issues of an organization is an important part of implementing measure to resolve or at least minimized the problem.

  • True
  • False

It is an unplanned event that may affect one or some of the project or business objectives.

  • RISK

Similar to conciliation although the mediator is expected to put forward settlement proposals.

  • MEDIATION

These calls for a detailed analysis of how many people are currently in various job categories within the company. This analysis then modified to reflect changes in the near future caused by retirements, promotions, transfers, voluntary turnovers, and terminations.

  • All of the above
  • Determining internal labor supply
  • Determining the supply of labor externally
  • Determining labor supply

It is the integrated use by an organization of systems, policies and management practices to recruit develop and retain employees who will help the organization meet its goals.

  • Compensation Management
  • Information System
  • Human Resource Management

The planned elimination of large numbers of personnel designed to enhance organizational effectiveness.

  • Downsizing
  • Labor increase
  • Labor maximization
  • Labor attention

The key drivers of a political climate includes both internal and external. Internal drivers such as collective bargaining and the employee-employer relationship provisions indicate significant changes in the activity of human resource department.

  • True
  • False

The employer and the workforce are responsible for devising programs geared toward an employee's career development and job skills acquisition after employment through training, performance management and organization development.

  • True
  • False

__ view describes that an industrial organization contains many related but separate interests and objectives which must be maintained in some kind of equilibrium.

  • THE PLURALIST

Occupational health should aim at the following except for one:

  • the promotion and maintenance of the highest degree of physical, mental and social well-being of workers in all occupations
  • the prevention amongst workers of departures from health caused by their working conditions
  • the protection of workers in their employment from risks resulting from factors adverse to health
  • the placing and maintenance of the worker in an occupational environment adapted to his physiological and psychological capabilities
  • the enhancement of promotion system to deserving individual of the organization

This type of training can range from having your employees attend a college class with in-person lectures to bringing in an outside trainer to your office for a short seminar. It can also take the form of having a manager give a training presentation or even using a live online class.

  • Actual demonstration
  • Employee-to-employee training
  • Digital training
  • Instructor-led training

Companies may purchase results of surveys conducted by survey vendors or may conduct their own salary surveys.

  • True
  • False

The following positive effects of outsourcing jobs to the Philippines or elsewhere, except for one:

  • cutting off manpower to sustain the business
  • Expanding businesses due to increased customer satisfaction.
  • Expertly-run businesses across all levels with lesser financial and time investment.
  • none of the above
  • Stronger business owing to improve focus and efficiency

To maintain the department’s contribution at a level appropriate to the organization’s needs

  • Societal Objectives
  • Personal Objectives
  • Organizational Objectives
  • Functional Objectives

It is the practice or activity carried on by the organization withthe primary purpose of identifying and attracting potential employees. It thus creates a buffer between planning and actual selection of new employees.

  • Human Resource Recruiting
  • All of the above
  • Recruitment
  • Recruitment and selection

Pay levels must respond to supply and demand of workers in the labor market since employers compete for workers.

  • Acquired Qualified Employees
  • Motivating the Employees
  • Retain Current Employees
  • Efficient Allocation of Labor

Rewarding good performance is a very vital component as it will determine the work motivation of an employee. During this stage, an employee is publicly recognized for good performance and is rewarded.

  • True
  • False

These covers the impact of political institutions on human resource department. All actions and activities of HR are affected by these factors.

  • All of the above
  • Political environment
  • Technological environment
  • Legal environment
  • Legal and political environment

It plays an important role in assuring employee satisfaction, improving performance and productivity.

  • None of the above
  • HRM
  • CRM
  • SHRM

Any contributions duly recognized by an organization helps an employee in coping up with the failures successfully and satisfies the need for affection.

  • True
  • False

These are used to measure the value of job, the worth of individuals in those jobs, and the range and level of employees’ benefits to be provided.

  • Process
  • Schemes
  • Structure
  • Practices

Recruitment, placement and retirement, employee-employer relationship/labor relations, working environment, compensation, and health and safety imposed legal implication to the organization. Hence, organizations need not to be compliant with all the labor law provisions enacted and made by the government.

  • True
  • False

Labor law prescribes the rules for hiring and termination of private employees; the conditions of work including maximum work hours and overtime; employee benefits such as holiday pay, thirteenth month pay and retirement pay; and the guidelines in the organization and membership in labor unions as well as in collective bargaining.

  • True
  • False

Pluralism conventionally regards the workforce as being represented by ‘an opposition that does not seek to govern’.

  • True
  • False

Feedback and counseling is given a minimal importance in the performance management process. This is the stage in which the employee acquires awareness from the appraiser about the areas of improvements and also information on whether the employee is contributing the expected levels of performance or not.

  • True
  • False

It is the ongoing process by which an individual’s work performance is assessed and evaluated. It answers the questions, “How well has the employee performed during the period of time question?”

  • Performance Review
  • Performance management
  • Efficiency of assessment
  • All of the above

The operative functions of personnel management are concerned with the activities specially dealing with procuring, developing, compensating, integrating and maintaining an efficient workforce.

  • True
  • False

Book III – Conditions of Employment discusses the provisions about wages including prohibitions regarding wages and working conditions for special groups of employees such as employment of women, minors, house helpers, and home workers are also included.

  • True
  • False

This include non-payment or underpayment of wages and wage-related benefits and violations of health and safety standards.

  • [No Answer]

When everything is so managed and systematic along with the understanding of the employees because of their strong ethics, the company will surely touch new heights of success and even the growth of your business will be assured.

  • True
  • False

The first operative function of personnel management is __.

  • PROCUREMENT

When everything is systematic and functional and in addition your workers are cooperative and understanding then you won’t be facing any problems or legal obligations from the employee’s end, because all the workers are treated equally and all are well known with their duties which the job requires from them.

  • True
  • False

External driver such as government regulations, nature of work contracts, and labor legislations greatly affects the management of workforce because the organization’s primary concerns are to become compliant to these provisions for employees welfare.

  • True
  • False

__ in the formal or informal economy embrace other important determinants, including:

  • EMPLOYMENT AND WORKING CONDITIONS
  • working hours,
  • salary,
  • workplace policies concerning maternity leave,
  • health promotion and
  • protection provisions, etc.

Collective bargaining takes two basic forms, first, conjunctive bargaining, and second, corporate bargaining

  • True
  • False

Paid to the employees during festive seasons to motivate them and provide them the social security.

  • Bonus
  • Compensation
  • Market Shares
  • Incentives

It deals with processes, policies and strategies which are required to guarantee that the contribution of employees to the business is recognized by all means

  • TOTAL REWARD MANAGEMENT

Management tends to view the enterprise as a unitary system with one source of authority – itself – and one focus of loyalty – the organization.

  • True
  • False

Workers with professional ethics in the workplace are definitely the master key to the lock of success. The team of understanding, trustworthy, reliable, motivate, concern and responsible people will defiantly adapt themselves into any kind of position and work they are filled with.

  • True
  • False

Occurs when a conciliator- mediator intervenes in the negotiation

  • CONCILIATION

Recruitment Process:

  • True
  • False

labor law is in charge of enforcing health and safety laws, which means you must follow their guidelines when creating your health and safety procedures. If the work environment isn't safe for employees, the company may receive a notice or fine or have the business temporarily or permanently close, depending on the magnitude of the violation.

  • True
  • False

Potential hazards are rampant in almost every workplace environment. Equipment, chemicals, certain behaviors and activities, and even furniture can potentially cause injury or harm to you or your workers.

  • True
  • False

Labor Code was enacted on Labor day of 1974 by ______________________________

  • Fidel V. Ramos
  • All of the Above
  • Bong Bong Marcos
  • Imelda R. Marcos
  • Ferdinand E. Marcos

The least important objective of any organization would be to find out the right person for the right job, so that the organizational goals are achieved

  • True
  • False

It is commonly outsourced for two reasons: it’s a time-consuming administrative task for employers, and there are many specialist companies with the technology and knowledge to run it efficiently and compliantly within prescribe standards.

  • Human oursourcing
  • none of the above
  • capital outsourcing
  • Payroll outsourcing

Legal and political environment is the external factors of organizational activities, hence, organizations specifically human resource department should abide on all provisions made by them.

  • True
  • False

This involves employee discipline, unfair labor practice, deadlocks, strikes, etc

  • LABOR RELATIONS DISPUTES

An important point to remember about the employment relationship is that generally it is the employer who has the power to dictate the contractual terms unless they have been fixed by collective bargaining.

  • True
  • False

Employers are legally obligated to pay their employers a minimum wage as per issued by National Wage and Productivity Commission (NWPC) and also account for overtime pay for hours worked in excess of 40 hrs.. Keeping accurate exemption employee records (to account for salary vs. hourly employees, for instance) is essential in complying with compensation laws.

  • FINANCE ISSUE

The Labor Code contains several provisions which are beneficial to labor, except one

  • authorized wage hike that comes from the representative of union even without firms consent
  • The right to trade union is expressly recognized, as is the right of a union to insist on a closed shop
  • prohibits termination from employment of Private employees except for just or authorized causes as prescribed in Article 282 to 284 of the Code
  • authorized strikes for as long as they comply with the strict requirements under the Code
  • All of the above

Book I of The Philippine Labor Code - Pre-Employment give comprehensive discussion on labor organization, collective bargaining, agreements, grievance machinery and voluntary arbitration.

  • True
  • False

It is necessary for effective corporate governance. From the top-level executives to lower-tier employees, each level and division of the corporation should report and be accountable to another as a system of checks and balances

  • ACCOUNTABILITY

Among manpower development's functions is to oversee the development of human expertise in the organization to improve productivity and efficiency.

  • Recruitment and Selection
  • None of the above
  • Training and Development of Manpower
  • Performance and Evaluation

For the injury and the resulting disability or death to be compensable, the injury must be the result of accident arising out of and in the course of the employment.

  • True
  • False

When your workers possess an unethical working environment and unethical behavior in the workplace, your company’s maintenance cost decreases to a remarkable extent because they are well aware of their duties and responsibilities towards the company.

  • True
  • False

The field of human resource management is minimally influence and shaped by the state, government policies, guidelines and laws governing employment.

  • True
  • False

It is the process of acquiring and selecting talents that enables the organization achieve its goals.

  • None of the above
  • HR Acquisition
  • HR Planning
  • HR coordination

Performance planning is jointly done by the appraisee and also the reviewee in the beginning of a performance session. During this period, the employees decide upon the targets and the key performance areas which can be performed over a year within the performance budget., which is finalized after a mutual agreement between the reporting officer and the employee

  • True
  • False

This involves hiring companies to manage personnel functions, including the administration of specific operations like document processing, manufacturing, marketing, health benefits, retirement plans, and workers’ compensation insurance.

  • Human resource outsourcing
  • Contracting
  • Outsourcing
  • All of the above

This is consist of employers and employees who work together.

  • Management
  • organizations
  • Institutions
  • union

This structure of components is cyclical and goes on in a sustained loop while taking onto consideration the internal climate within the organization and the external environment in which it operates.

  • TALENT MANAGEMENT MODEL

Philippine jurisprudence has long applied a rule that any doubts in the interpretation of law, especially the Labor Code, will be resolved in favor of labor and against management.

  • True
  • False

The end result of collective bargaining. It refers to the negotiated contract between a legitimate labor organization and the employer concerning wages, hours of work, and all other terms and conditions of employment in a bargaining unit, including mandatory provisions for grievances and arbitration machinery.

  • All of the above
  • Corporate and association agreement
  • Employment contract
  • Collective bargaining agreement (CBA)
  • Memorandum circular

It refers to claims arising from the failure of employer to comply with the social and welfare obligations under the law

  • [No Answer]

Training as a method in manpower development is one of the HRD techniques that works hand-in-hand with performance appraisals and makes the development process more like a cycle.

  • True
  • False

These are developed around specific job categories or skill areas relevant to the organization’s current and future state. Once the job categories or skills are identified, the planner needs to seek information that will help predict whether the need for people with those skills or in that job category will increase or decrease in the future.

  • Leading indicator
  • None of the above
  • Supply forecast
  • Demand forecast

Sources of Applicants:

  • True
  • False

“An attempt to determine and compare the demands which the normal performance of particular jobs make on normal workers without taking into account of the individual abilities or performance of the workers concerned.”

  • JOB EVALUATION

The main goal of employee training is to increase competence in each employee's role, it also serves as a way to develop your organization as a whole in terms of making employees more engaged, productive and motivated.

  • True
  • False

The basic objectives of appropriate and sound compensation and reward system in any organization are the following:

  • True
  • False

It deals with the recruitment and placement of workers to promote and maintain a state full of employment through improved man power training, allocation, and utilization including regulating the employment of aliens, and the establishment of registration and/or work permit systems, and to ensure careful selection of Filipino workers for overseas employment in order to protect the good name of the Philippine abroad

  • Book II Labor Relations
  • Book I of The Philippine Labor Code - Pre-Employment
  • All of the above
  • Book III – Conditions of Employment

The attempts to determine the supply of and demand for various types of human resources to predict areas within the organization where there will be future labor shortage s or surpluses.

  • Planning
  • Forecasting
  • None of the above
  • Integration

Strikes are also authorized for as long as they comply with the strict requirements under the Code, and workers who organize or participate in illegal strikes may be subject to dismissal.

  • True
  • False

Job Is the next step after job analysis. It deals with the organizing and outlining of duties and responsibilities compress into one single unit for achievement of the desired goal.

  • Job Design
  • Job Acquisition
  • Job tracing
  • Job monitoring

All human resource activities should be align in the existing provisions and implementing rules and policies and the law.

  • True
  • False

Managements can manage perfectly well without trade unions.

  • True
  • False

__ in the compensation package is also an important aspect. The methods are integrated with some motivational aspects by which the mental/psychological needs and social needs can be satisfied.

  • [No Answer]

it is implemented to ensure that all business and organizations particularly engage in industries whose working environment are critical to health and safety of workers should follow their guidelines.

  • Civil law
  • OSH law
  • Criminal law
  • Labor law

To assist employees in achieving their personal goals, at-least in so far as these goals enhance the individual’s contribution to the organization.

  • Societal Objectives
  • Personal Objectives
  • Organizational Objectives'
  • Functional Objectives

This is an important part of the strategy to motivate, engage and manage employees better. This goes beyond financial rewards and bonus packages.

  • MOTIVATE

Once forecast for labor demand and supply are known, the planner can compare the figures to ascertain whether there will be a labor shortage or labor surplus for the respective job categories. When this is determined, the organization can determine what is going to do with the problem. Thru this also, organization can plan ahead of time to strategize and create solution whether to add or cut workforce.

  • Labor external issues
  • Determining labor surplus or shortage
  • Determining Labor attention

It includes the several grades and each grade containing a minimum salary, increments and grade range.

  • PAY STRUCTURE

This involves using a string of tests and checks to find the right match for the job – the ideal person-organization fit. Written tests, interviews, group discussions and psychometric testing along with an in-depth analysis of all available information on the candidate on public access platforms help in gauging an all-rounded picture of the person.

  • SELECTING
  • Question 48
  • Correct
  • Mark 1.00 out of 1.00
  • Not flaggedNot flaggedFlag question

It defines what is right or wrong in the workplace and doing what's right -- this is in regard to effects of products/services and in relationships with stakeholders.

  • Morals in organization
  • All of the above
  • Business ethics
  • Policy

Any labor organization duly registered with the department of labor and employment (DOLE)

  • Legitimate labor group
  • Illegitimate labor organization
  • Legitimate labor organization
  • Associations
  • Federation

Self-guided training is a type of training can range from having your employees attend a college class with in-person lectures to bringing in an outside trainer to your office for a short seminar.

  • True
  • False

The employment relationship is also an informal process which happens whenever an employer has dealings with an employee and vice versa.

  • True
  • False

Through planning and monitoring of employee work results, __________________________ are designed to ensure employees acquire pertinent skills and qualities required for working at higher levels.

  • reward programs
  • development programs
  • application programs
  • None of the above
  • Decision programs

In _________________________, employers have a common policy and duty to take reasonable care of the safety of their employees

  • Statute law
  • ILO
  • Common-law jurisdictions
  • DOLE
  • All of the above

The key driver of a political climate includes and limited ONLY to internal factors.

  • True
  • False

It give comprehensive discussion on labor organization, collective bargaining, agreements, grievance machinery and voluntary arbitration.

  • LABOR RELATIONS

Refers to questions or controversies regarding terms and conditions of employment, including the ways which such terms and conditions are negotiated, fixed, arranged, or modified over and above minimum standards.

  • Issues and grievances
  • Libel suits
  • Labor disputes
  • Damage to moral

Training is insignificant and less effective, as it will minimally educate your employees on proper workplace procedures, practices, and behavior to prevent possible injuries and illness or contamination from improper hygiene.

  • True
  • False

This means that individuals and companies have a duty to act in the best interests of their environment and society as a whole.

  • Social responsibility
  • Obligations in the community
  • All of the above
  • Morals and good deeds

Potential appraisal provides crucial inputs for succession planning and job rotation.

  • True
  • False

There is no need for proper procedure for handling the wage grievances in organization.

  • True
  • False

It is the concept that the parties involved in employee relations should aim to work together to the greater good of all.

  • SOCIAL PARTNERSHIP

______________________ are concerned with generally managing the employment relationship and developing a positive psychological contract.

  • Employee rights
  • Employee relations
  • Employee exchange
  • Employee communications

Potential appraisal forms a basis for both lateral and vertical movement of employees. By implementing competency mapping and various assessment techniques, potential appraisal is performed.

  • True
  • False

___________________________ is a complex process of choosing the best among the best interested individuals to the job, therefore it requires thorough assessment and wise decision coming from the recruiter to choose who among the applicants are best qualified.

  • Training and development
  • Recruitment and selection
  • None of the above
  • Forecasting
  • Planning

Grievance machinery is internal rules of procedure intended to resolve all issues arising from the implementation and interpretation of the collective bargaining agreement.

  • True
  • False

The aspects of the employment relationship covered by the psychological contact will include the following from the employee’s point of view, which of the following is not related?

  • scope to demonstrate competence
  • security of employment
  • career expectations and the opportunity to develop skills
  • compliance, commitment and loyalty
  • involvement and influence

__ agreements set out agreed terms and conditions of employment, covering pay, allowances and overtime regulations, working hours, holidays and flexibility arrangements, and the achievement of single status or harmonization.

  • SUBSTANTIVE

The efficiency allocation of labor in the labor market implies that employees will move to wherever they receive a net gain.

  • Motivating the Employees
  • Macro-economic Satiability
  • Efficiency
  • Efficient Allocation of Labor

This includes succession planning and career growth of the employees.

  • All of the above
  • Selection
  • HR acquisition
  • Recruitment
  • Acquisition and preparation

It deals with all aspects of health and safety in the workplace and has a strong focus on primary prevention of hazards.

  • OHS
  • OSH
  • All of the above

One of the primary issue in Human Resource. One of the important factor in employees working conditions.

  • LEGAL ISSUE

Social partnership has been defined by Ackers and Payne (1998) as ‘a stable, collaborative relationship between capital and labor, as represented by an independent trade union, providing for low social conflict and significant worker influence on business decision making through strong __’.

  • COLLECTIVE BARGAINING

The more a person is responsible in nature, the more efficiently and responsibly he will do the given task.

  • True
  • False

In an __, the employees do not receive actual cash or financial payment, rather, they receive the tangible value of the reward which are based on financial grounds, but they provide indirect benefits and opportunities to employees.

  • INDIRECT METHOD

Health hazards can range from contamination of food due to unsafe handling or preparation practices to an infectious disease outbreak caused by improper hygiene and personal care.

  • True
  • False

The aim of __is to provide a sufficient supply of qualified individuals to fill jobs in an organization.

  • STAFFING

work place hazards includes the following, except for one:

  • none of the above
  • physical factors
  • biological agents
  • adverse ergonomic conditions
  • chemicals

involves strategically planning career paths that make sense for every employee.

  • TALENT MANAGEMENT

It is defined as an formal organizational effort and activity that focus on continuous manpower development for increase productivity, and employee’s self and professional improvement for the purposes of the attainment of organizational goals.

  • All of the above
  • Selection
  • Training
  • Testing

Some businesses have a legal requirement to run background checks on people before hiring to ensure that they don’t have a criminal record or simply to confirm the information from their application is legitimate. What is this issues of HR.

  • BACKGROUND CHECK

The appraisals are normally performed monthly in an organization in the form of daily reviews and weekly reviews which is held in the end of every fiscal month.

  • True
  • False

This method offers convenience and can save your company money, but it may not work well when your employees need to learn a complex skill and have someone readily available to handle questions. The flexibility can also create compliance issues with the training if you don't carefully monitor whether employees actually complete it.

  • Self-guided training

It is synonymous to recruitment and selection. It is the process of acquiring and selecting talents that enables the organization achieve its goals.

  • HR ACQUISITION

It also called ______________________ where companies can be conscious of the kind of impact they are having on all aspects of society, including economic, social, and environmental.

  • Ethics
  • Social obligation
  • Organizational residence
  • Corporate citizenship

The degree to which management has the prerogative to determine working arrangements without reference to employees or, if they are recognized, trade unions.

  • Managing workplace conflict
  • Collective bargaining
  • The employment relationship
  • Working arrangements

In conciliation, parties fully participate in deciding issues and creating, evaluating, and solving the conflict to come up with a win-win solution.

  • True
  • False

It stands as the law governing employment practices and labor relations in the Philippines.

  • Civil Law
  • Penal Code of the Philippines
  • Labor Code of the Philippines

Labor law was enacted on Labor day of 1974 by President Ferdinand Marcos, in the exercise of his then extant executive powers.

  • True
  • False

This relates to an individual’s values, principles, and standards of conduct.

  • Personal ethics
  • all of the above
  • Organizational ethics
  • Group ethics
  • Principle and objective

This usually consists of pay policy and practices, salary, wage and payroll administration, incentives, executive pay and team reward.

  • REWARD STRUCTURE

Occupational health and safety is a job that is so important that there are occupational safety standards and regulations set by __.

  • DOLE

____________________may in addition impose other general duties, introduce specific duties, and create government bodies with powers to regulate workplace safety issues say the Department of Labor and Employment (DOLE) has a specific ruling and guidelines in implementing safety and health standards in an organization.

  • Statute law
  • Common-law jurisdiction
  • ILO
  • DOLE

Labor code prescribe the following rules, except one:

  • registration of organizations to government agencies to conduct business and hire workforce
  • hiring and termination of private employees
  • the guidelines in the organization and membership in labor unions as well as in collective bargaining
  • the conditions of work including maximum work hours and overtime
  • employee benefits such as holiday pay, thirteenth month pay and retirement pay

Employment and working conditions in the formal or informal economy embrace other important determinants, including:

  • workplace policies
  • working hours
  • salary
  • all of the above
  • health promotion

In line with labor process theory, that relationships between employers representing capital and employees representing labor are usually ones of ‘structured antagonism’.

  • Guest et al (1996)
  • Marsden (2007)
  • Rubery et al (2002)
  • Edwards (1990)

The so-called ‘__’ emerged in the 1990s. These stipulate that negotiating and disputes procedures should be based on the mutually accepted ‘rights’ of the parties expressed in the recognition agreement.

  • NEW-STYLE AGREEMENTS

Employees may have talent but they will not be motivated to use their talent unless they know that they will be rewarded duly for their contribution towards organizational objectives or be punished for not contributing as per the demands of the job.

  • Efficient Allocation of Labor
  • Acquired Qualified Employees
  • Equity
  • Motivating the Employees

The Labor Code contains several provisions which are beneficial to labor. It prohibits termination from employment of Private employees except for just or authorized causes as prescribed in Article 282 to 284 of the Code

  • True
  • False

It defined as a business’s obligation to maximize its positive impact and minimize its negative impact on society.

  • Social responsibility
  • All of the above
  • Domestic policy
  • Community obligation

It is the practice or activity carried on by the organization with the primary purpose of identifying and attracting potential employees. It thus creates a buffer between planning and actual selection of new employees.

  • All of the above
  • Human Resource Recruitment
  • Human Resource Planning
  • Human Resource training

It is often confused with the effort that refers to energy expended.

  • Sustainability
  • Power
  • Performance
  • Health
  • none of the above

It is a process that seeks to optimize an organization's usage of its human resources.

  • All of the above
  • Human Resource optimazation
  • Labor downsize
  • Manpower development

It aims at protecting and preserving the physical and psychological health of employees through various welfare measures.

  • Integration
  • Maintenance
  • Compensation
  • Development

One of the major objective of performance management is to help the employees in identifying the knowledge and skills required for performing the job efficiently as this would drive their focus towards performing the right task in the right way.

  • True
  • False

Based on the plan, the natural next step is to decide whether the talent requirements should be filled in from within the organization or from external sources.

  • ATTRACTING

As Marsden (2007) points out, ‘At the heart of the employment relationship lies a “zone of acceptance” which means:

  • employees and employers agree to let management direct their labour
  • none of the choices is correct
  • employees do not agree to let management direct their labour
  • employees agree to let management direct their labour

This may be a written contract but the absence of such a contract does not mean that there is no contractual relationship.

  • partnership contract
  • legal contract
  • none of the choices is correct
  • business contract

Under labor code, It covers medical, dental, and occupational health and safety, employees’ compensation, and State Insurance Fund including the provision for medical care as amended and adult education.

  • HEALTH AND SAFETY

This is also an activity of determining how well an organization utilizes its manpower according to the tasks, efficiency and effectivity of policy, and number of people working.

  • Training and development
  • Human resource processing
  • None of the above
  • Human Resource Planning

It is a self-regulating business model that helps a company be socially accountable—to itself (management), its stakeholders, and the public.

  • Community enhancement
  • None of the above
  • Corporate social responsibility
  • Corporate obligations

This means to be always honest and sincere under any circumstances. When any individual shows this in a professional environment and his work, it means that the person can be trusted as well as he is an honest man to rely on.

  • Credibility
  • Integrity
  • all of the above
  • Honesty

______________________ relates to an individual’s or a work group’s decisions that society evaluates as right or wrong, whereas ______________________ is a broader concept that concerns the impact of the entire business’s activities on society.

  • All of the above
  • Ideology and good deeds
  • Business ethics and social responsibility
  • Morals and Standards

Grievance machinery is part of the continuous process of the collective bargaining intended to promote friendly dialogue between labor and management as a means of maintaining industrial peace.

  • True
  • False

Reward management aims to create and efficiently operate a reward structure for an organization. Reward structure usually consists of pay policy and practices, salary, wage and payroll administration, incentives, executive pay and team reward.

  • True
  • False

HR is bigger than just hiring and payroll – the main responsibilities of HR include protecting the employees and the employer. Protection occurs in a number of ways, including those that intersect with traditional HR responsibilities like managing benefits and practicing ethical and legal hiring and management practices.

  • True
  • False

Most important human resource management laws and regulations, except one

  • None of the above
  • Confidentiality
  • Harassment
  • Discrimination and favoritism
  • Background checks

It can be achieved through high employments level and low inflation

  • Efficiency
  • Efficient Allocation of Labor
  • Equity
  • Macro-economic Stability

It deals with the recruitment and placement of workers to promote and maintain a state full of employment through improved man power training, allocation, and utilization including regulating the employment of aliens, and the establishment of registration and/or work permit systems, and to ensure careful selection of Filipino workers for overseas employment in order to protect the good name of the Philippine abroad.

  • PRE-EMPLOYMENT

Means any union or association of employees which exist in whole or in part for the purpose of collective bargaining or of dealing with employers concerning terms and conditions of employment.

  • Labor organization
  • Federation
  • Labor group
  • Association

The Pluralist view extols the virtue of teamwork, where everyone strives jointly to a common objective, everyone pulls their weight to the best of their ability, and everyone accepts their place and function gladly, following the leadership of the appointed manager or supervisor.

  • True
  • False

It is a power relationship which takes the form of a measure of power sharing between management and trade unions (although recently the balance of power has shifted markedly in the direction of management, at least in the private sector).

  • COLLECTIVE BARGAINING

Refers to that part of labor law which prescribes the minimum terms and conditions of employment which employer is required to grant to its employees.

  • Labor dispute
  • Labor policy
  • Labor standards

Accountability is necessary for effective corporate governance. From the top-level executives to lower-tier employees, each level and division of the corporation should report and be accountable to another as a system of checks and balances.

  • True
  • False

These are determined by the duties and responsibilities contained in the job description

  • Relevant performance dimensions
  • none of the above
  • Free from unnecessary factors during job performance
  • Reliability

Training and development of manpower motivates the workers and enhances their career growth. Systematic training programs also place the organization in a unique position to confront the growing and changing needs of manpower, technology and diversification of business activities

  • True
  • False

is an organizations duty to develop, train and compensate the manpower component the firm thru hiring, recruiting and retention. It’s part of organizations policy to enhance its manpower capability.

  • TALENT MANAGEMENT

It covers the major labor laws, the role/functions of the National Labor Relations Commission (NLRC), National Conciliation and Mediation Board (NCMB), and Bureau of Labor Relations (BLR). It give comprehensive discussion on labor organization, collective bargaining, agreements, grievance machinery and voluntary arbitration.

  • Book IV - Health, Safety and Social Welfare benefits
  • Book II Labor Relations
  • None of the above
  • Book III – Conditions of Employment

It defined as the principles and standards that determine acceptable conduct in business organizations.

  • Morals and principles
  • Business ethics
  • Policy
  • None of the above

The attempts to determine the supply and demand for various types of human resources to predict areas within the organization where there will be future labor shortages or surpluses.

  • Design
  • Job Analysis
  • Forecasting
  • All of the above

‘__is the crucial variable which determines the outcome of collective bargaining.’

  • POWER

Respecting individual differences will benefit the workplace by creating a competitive edge and increasing __________________________

  • work productivity
  • increasing sales
  • company clients
  • company sales

‘stakeholders are identified by their interest in the corporation, whether or not the corporation has any interests in them.

  • True
  • False

Pay should reinforce desired behavior and act as incentive for those behaviors to occur in future.

  • Reward Desired Behavior
  • Comply with Legal Regulations
  • Control Cost
  • Facilitate Understanding

Aggressive pressure or intimidation. Belong to issues in human resource.

  • DISCRIMINATION

Manpower development is typically a part of the organization's marketing strategy and aims to maximize human capital potential so as to attain strategic business objectives.

  • True
  • False

When the working staff and the workers value the work given to them and then they will do all the given work in time and achieve their set targets, this will greatly affect the sales and the productivity of the company.

  • True
  • False

External driver such as management regulations, nature of work contracts, and labor legislations greatly affects the management of workforce because the organization’s primary concerns are to become compliant to these provisions for employees welfare.

  • True
  • False

Any labor organization duly recognized or certified as the sole and exclusive bargaining agent of all employees in the bargaining unit.

  • Labor leader
  • Exclusive bargaining representative
  • Mediator
  • Department head

Human Resource acquisition is synonymous to __________________________

  • Recruitment and Selection
  • Compensation
  • Talent Management
  • Performance Management

The extent to which terms and conditions of employment should be governed by collective agreements or based on individual contracts of employment (in other words, collectivism versus individualism).

  • The employment relationship
  • Collective bargaining
  • Trade union recognition
  • Managing workplace conflict

Is a process of continuous collection of information about responsibilities, duties, skills, results and work environment relevant to the design of tasks/jobs to be performed.

  • Design
  • Foecasting
  • All of the above
  • Job Analysis

Employee-to-employee training is when you need to allow employees to physically observe an activity and get hands-on training so that they can perform the task themselves, you might consider having experienced employees lead the training.

  • True
  • False

It stands as the law governing employment practices and labor relations in the Philippines. It was enacted on Labor Day of 1974 by President Ferdinand Marcos, in the exercise of his then extant legislative powers.

  • LABOR CODE OF THE PHILIPPINES

Health and safety procedures in the workplace reduce the employee illnesses and injuries greatly. These procedures can help you and your employees understand the potential hazards in your work environment.

  • True
  • False

The Labor Code of the Philippines stands as the law governing employment practices and labor relations in the Philippines. It was enacted on Independence day of 1974 by President Ferdinand Marcos, in the exercise of his then extant legislative powers.

  • True
  • False

The main goal of performance management is to _______________________

  • Boost the performance of the employees by encouraging employee empowerment, motivation and implementation of an effective reward mechanism.
  • All of the above
  • help the employees in identifying the knowledge and skills required for performing the job efficiently as this would drive their focus towards performing the right task in the right way
  • ensure that the organization as a system and its subsystems work together in an integrated fashion for accomplishing optimum results or outcomes.
  • enable the employees towards achievement of superior standards of work performance.

Performance management is an ongoing communication process, undertaken in partnership between an employee and his/her immediate superior. It involves establishing clear expectations and understanding about the following the essential job functions the employee is expected to do

  • True
  • False

Adequate attention should be taken to distinguish people from the jobs.

  • True
  • False

Challenges facing the outsourcing industry are the same faced by any other medium-to-large business operation in the Philippines, except for one:

  • Politics and inefficient leadership
  • Job mismatch
  • Quality of infrastructure
  • Rule of law
  • none of the above

Economic or bargaining dispute where the issues involved are not mandated by law and could be negotiated.

  • INTEREST DISPUTES

The goal of ___________________________________ of organizations is to foster and maintain a safe and healthy work environment. OHS may also protect co-workers, family members, employers, customers, and many others who might be affected by the workplace environment.

  • training and development programs
  • occupational health and safety programs
  • none of the above
  • Compensation development

__ can range from contamination of food due to unsafe handling or preparation practices to an infectious disease outbreak caused by improper hygiene and personal care.

  • HEALTH HAZARDS

Collective Bargaining aims to ensure that the agreement is enforced through the grievance machinery with voluntary arbitration as the last step in the process.

  • True
  • False

Employees may quit when compensation levels are not competitive resulting in higher turnover.

  • Acquired Qualified Employees
  • Retain Current Employees
  • Motivating the Employees
  • Macro-economic Stability

It is the first step in the process of talent management. It involves the following identifying where the gaps lie - the human capital requirement, formulating job descriptions for the necessary key roles to help guide sourcing and selection and developing a workforce plan for recruitment initiatives.

  • PLANNING

An alliance of a group of unions in one industry in any area, region, or country.

  • National union
  • Federation
  • Labor group
  • local associaton

A type of arbitration wherein the parties are compelled or ordered to submit themselves to arbitration in case there is deadlock during collective bargaining.

  • COMPULSORY ARBITRATION

The changes brought about by the shift in political climate includes..

  • Shift from performance related-pay to result-oriented pay as a reaction to both the changed economic circumstances and new work methods such as telecommuting and outsourcing.
  • Importance of individualism over collectivism resulting in individual contracts and negotiations opposed to collective bargaining and roles for trade unions
  • Greater human resource mobility among firms, relative to the context of organizational commitment, and enhancing the role of HR functions such as recruitment as core strategic functions
  • Shift from performance management to talent management to tap the employee’s core skills for the betterment of the organization
  • All of the above

___________________________ the philosophy of the organization on what sort of relationships between management and employees are wanted, and how the pay–work bargain should be managed.

  • Employee relations policies
  • Employee relations bargaining
  • Employee relations contract
  • Employee relations views

Mediation is similar to conciliation although the mediator is expected to put forward settlement proposals.

  • True
  • False

In negotiation, Parties control the process, Parties engaged in verbal interaction completely in their own terms and decisions is made by the two conflicting parties.

  • True
  • False

The attempts to determine the supply of and demand for various types of human resources to predict areas within the organization where there will be future labor shortage s or surpluses

  • Strategic Planning
  • Goal setting
  • Forecasting

Reward management consists of analyzing and controlling employee remuneration, compensation and all of the other benefits for the employees.

  • True
  • False

Under human resource management laws and regulations, it says that, HR professionals will often come into contact with sensitive information, such as social security numbers, home addresses, marital status, and even sometimes medical information. HR has a responsibility, then, to ensure confidentiality and discretion when managing all paperwork and records.

  • CONFIDENTIALITY

It is a continuous process that identifies present and future human resource needs. This ensures the availability of manpower fit for the job to avoid shortage or surplus.

  • Human Resource Planning
  • Forecasting
  • Job Analysis
  • All of the above

Mediation represents the final stage in the dispute resolution process. The grievance does not always result in an acceptable solution because when a deadlock occurs, labor contracts call for arbitration

  • True
  • False
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