Human Resource Management_Final Examination (50points)

GENERAL INSTRUCTION: Answer only.

I. Instruction: Match an item to a choice. In what steps in Human Resources Planning does each
item talk about. (6 items x 1 points)
1. The HR department must develop ideas, proposals, and decisions in line with the
workforce gaps.
a. Analyzing organizational objectives
b. Monitoring control, and feedback
c. Formulating the human resource action plan
2. The HR department must hold the records of the present employees of the organization
who can be trained, transferred, or promoted to meet the company’s needs.
a. Inventory of present human resources
b. Forecasting demand and supply HR
c. Estimating manpower gaps
3. HR people must identify the organization’s goals to explain the work expected of the
employees.
a. Analyzing organizational objectives
b. Formulating the human resource action plan
c. Inventory of present human resources
4. The HR department must identify a labor surplus or shortage based on manpower
demand and supply forecast.
a. Inventory of present human resources
b. Estimating manpower gaps
c. Forecasting demand and supply HR
5. The HR plan must be implemented and observed whether the plan is a success or
discrepancies need to be addressed.
a. Inventory of present human resources
b. Estimating manpower gaps
c. Monitoring control, and feedback
6. The number of external candidates needed to be recruited and hired must be projected.
a. Inventory of present human resources
b. Forecasting demand and supply HR
c. Estimating manpower gaps
II. Identification. Identify what is being asked/defined. Wrong spelling wrong and incomplete
answers will not be considered as correct. (10 items x 2 points)
1. The process of forecasting future human resources requirements to ensure that the
organization will have the required number of employees with necessary skills to meet its
strategic objectives.
 2. Is the managerial activity that involves establishing and maintaining positive employee-
employer relationships that contribute to employee satisfaction, productivity, motivation,
morale, and discipline and maintaining a positive working environment.
3. Is an employer’s actions against an employee for infraction of company policy or rules.
4. The most appropriate avenue to address misconduct directly related to the performance of
assigned duties.
5. A sequence of increasing severe penalties for the wrongdoing.
6. A method of resolving a dispute with the professional help of a neutral third party who
specializes in resolving labor-management, collective or individual conflicts and delivering
a final legal decision.
7. Any question by the employer or the worker regarding the interpretation or application of
the bargaining agreement or company personnel policies.
8. The element of due process that provides the procedure on how to go about hearing the
employee’s side and evaluating all facts and evidence against the allegation.
9. The element of due process that provides the ground for disciplinary action.
10. An approach of discipline that believes employees ca constructively corrected through
counselling without penalty.
III. Choose the letter of the correct answer. (14 items x 1point)
1. An approach of discipline in which a sequence of penalties is administered, each ones
slightly more severe than the previous one.
a. Positive/Corrective Discipline
b. Counselling approach
c. Progressive Discipline
d. Preventive Discipline
2. An approach of discipline in which emphasizes the punitive effects of undesirable
behavior.
a. Positive/Corrective Discipline
b. Negative Approach
c. Progressive Discipline
d. Preventive Discipline
3. A written notice of dismissal to the employee specifying the grounds given, at least 30 days
before the termination date.
a. Written reprimand
b. Due process
c. Suspension
d. Demotion
4. Type of employees who are present employees who can be trained, transferred, or
promoted to meet anticipated needs.
a. Internal
b. External
c. Casual
5. A method of forecasting internal labor supply that involve tracking the pattern of employee
movements through various jobs and developing a transitional probability matrix
a. Replacement charts
b. Succession planning
c. Markov analysis
6. These are manual or computerized records summarizing an employee’s education,
experience, interests, and skills used to identify infernal candidates eligible for transfer or
promotion.
a. Management inventories
b. Skills inventories
c. Replacement summaries
7. Is the deliberate process through which someone becomes aware of personal skills,
interests, knowledge, motivations, and other characteristics.
a. Career development
b. Career anchors
c. Career planning
8. Is the lifelong series of activities (such as workshops) that contribute to a person’s career
exploration, establishment, success, and fulfillment.
a. Career development
b. Career anchors
c. Career planning
9. A series of work-related positions, paid or unpaid, that allows a person to grow in job skills,
success, and fulfillment.
a. Career anchors
b. Career
c. Career planning
10. A judgmental forecasting method used to arrive at a group decision, typically involving
outside experts as well as organizational employees.
a. Nominal group technique
b. Delphi technique
11. The career stage that includes the individual’s initial job search, applying for a job, and
accepting his/her first long term position.
a. Exploration
b. Establishment
c. Mid-career
12. The career stage that is characterized by career stability and progression or a new
profession or field transition. Many employees in this stage reach their peak productivity
levels and maintain a skill set specific to their role.
a. Exploration
b. Establishment
c. Mid-career
13. Refers to the stage before gaining permanent employment. Those in this stage may be
finishing an undergraduate or graduate degree.
 a. Exploration
b. Establishment
c. Mid-career
14. A decision-making technique that involves a group of experts meeting face-to-face.
a. Nominal group technique
b. Delphi technique
IV. Essay. Explain your answers in 1 paragraph with 2-3 sentences each.
1. In no more than five (5) sentences, give a sample situation that will explain the alignment
of HR planning to strategic planning. (10 points)