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WorksheetsBSAB 3A- ABM 316 MIDTERM EXAM
Total questions: 80
Worksheet time: 1hrs 20mins
Name
Class
Date
1.
Employees hired on an individual employment contract basis to perform work on a specific project or projects.
a)
COS
b)
Temporary Employee
c)
Casual Employee
d)
Probationary Employee
2.
A person hired to occupy a permanent or regular position in the company for a specified trial period to prove if he is acceptable for the job.
a)
COS
b)
Temporary Employee
c)
Casual Employee
d)
Probationary Employee
3.
A person who having passed through a probationary period of employment
a)
COS
b)
Temporary Employee
c)
Casual Employee
d)
Regular Employee
4.
When a candidate has passed all the selection requirements and is chosen, he is finally sent to the personnel department for the hiring process
a)
Marketing Department
b)
Security Department
c)
Medical department
d)
Personnel Department
5.
The following are the useful tips in selecting the right employee for a job, except?
a)
Face Value
b)
Formal Schooling
c)
Physical Appearance
d)
Experience
6.
Interviewer takes note the Critical attitude of the applicants. It may determine whether or not the applicant is a griper. Griper means?
a)
Complainer
b)
Faultfinder
c)
murmurer
d)
all of the choices
7.
Interview that is conducted by a panel or committee of three or five interviewers sitting as a panel.
a)
Group Interview
b)
Team Method
c)
Direct Interview
d)
Non-directive Interview
8.
Interviewers permit the applicant to narrate his experiences.
a)
Group Interview
b)
Team Method
c)
Direct Interview
d)
Non-directive Interview
9.
The interviewer uses a printed form to record the answers to specific questions about the background of the applicant
a)
Group Interview
b)
Team Method
c)
Direct Interview
d)
Non-directive Interview
10.
Tests that are given to applicants for jobs requiring manual skills, especially the use of fingers.
a)
Manipulation Tests
b)
Personality Test
c)
Vocational Interest test
d)
Proficiency Test
11.
Tests that are designed to discover the patterns of employee interest and thus suggest what types of work may be satisfying to the individual
a)
Manipulation Tests
b)
Personality Test
c)
Vocational Interest test
d)
Proficiency Test
12.
Typing, Machine operation and drafting are example of what test during application of employee?
a)
Manipulation Tests
b)
Trade Test
c)
Vocational Interest test
d)
Proficiency Test
13.
It tests the ability to imagine how an object would appear if rotated in various ways.
a)
Spatial Relation Test
b)
Mechanical test
c)
Manipulation Test
d)
None of the choices
14.
Most of the questions in this type of examination would require understanding of drawings and doing arithmetic computations.
a)
Shop Arithmentic test
b)
Clerical Aptitude Test
c)
Proficiency Test
d)
Trade Test
15.
Examination that measures a person’s ability to quickly learn those jobs which involve memory, reasoning, abstracting, analyzing and solving problems.
a)
Mental Alertness Tests
b)
Clerical Aptitude Test
c)
Proficiency Test
d)
Trade Test
16.
The process by which prospective applicants are induced to apply to the company
a)
Recruitment
b)
Selection
c)
Placement
d)
Hiring
17.
The first and foremost step in recruiting, selectiona nd hiring.
a)
Test
b)
Interview
c)
Job analysis
d)
Screening
18.
Labor Code of the Philippines is also known as?
a)
PD no. 442
b)
PD no. 143
c)
PD no. 216
d)
PD no. 267
19.
Manpower Planning is also known as?
a)
Human Resource Planning
b)
Human Planning
c)
Personnel Planning
d)
Labor Planning
20.
Who is the president who signed the Labor Code of the Philippines?
a)
Pres. Ferdinand R. Marcos, Jr.
b)
Pres. Corazon Aquino
c)
Pres. Gloria M. Arroyo
d)
None of the choices
21.
It is calledthe building block of all HR functions.
a)
Job Description
b)
Job Specifications
c)
Job Analysis
d)
Personnel Management
22.
It is the process of studying and collecting information relating to the operations and responsibilities of specific job.
a)
Job Description
b)
Job Specifications
c)
Job Analysis
d)
Personnel Management
23.
Method for establishing employee productivity standards in which a complex task is broken into small, simple steps
a)
Job Description
b)
Job Specifications
c)
Job Analysis
d)
Time and Motion Study
24.
The person who studies the duties, responsibilities, and other requirements of a job and writes down the corresponding job description and specification.
a)
Job Analist
b)
Job Analeast
c)
Job analysis
d)
Job Analyst
25.
This information deals with the physical environment, the hazards inherent in the job and the degree of comfort or discomfort of the worker in his place of work
a)
Job Description
b)
Job Specifications
c)
Job Analysis
d)
Working Conditions
26.
NEDA stands for?
a)
National Economic and Development Association
b)
Natural Economic and Development Agency
c)
National Environment and Development Authority
d)
National Economic and Development Authority
27.
Who is the NEDA Chief?
a)
KARL KENDRIK M. CHUA
b)
KARL KENDRICK P. CHUA
c)
CARL KENDRICK S. CHUA
d)
KARL KENDRICK T. CHUA
28.
It gives a detailed description of the different occupational groups in the working population.
a)
NEDA
b)
PSOC
c)
Dictionary of Occupational Titles
d)
US Dept. of Labor Manpower Administration
29.
Agency that developed the Dictionary of Occupational Titles
a)
NEDA
b)
PSOC
c)
HR Department
d)
US Dept. of Labor Manpower Administration
30.
It is the statement of the qualifications and traits required of the worker so that he may perform the job properly.<br />
a)
Job Description
b)
Job Specifications
c)
Job Analysis
d)
Personnel Management
31.
Defined as a group of tasks, duties and responsibilities regularly assigned to and performed by a person.
a)
Position
b)
Occupation
c)
Employees
d)
Managerial Employee
32.
Refers to the collection of jobs which is sufficiently similar with regard to their main task to be grouped together under a common title.
a)
Position
b)
Occupation
c)
Employees
d)
Managerial Employee
33.
Refers to examination or test to determine whether a person meets the standards of a particular trade.
a)
Trade Test
b)
Crafts
c)
Occupation
d)
Task
34.
Includes any person in the employ of an employer.
a)
Position
b)
Occupation
c)
Employees
d)
Managerial Employee
35.
Is one who is vested with powers or prerogatives to lay down and execute management policies and/or to hire, transfer, suspend, layoff, recall, discharge, assign or discipline employees, or to effectively recommend such managerial actions.
a)
Professional Employees
b)
Journeyman
c)
Employees
d)
Managerial Employee
36.
Individuals whose work is predominantly non-routine and intellectual in character.
a)
Professional Employees
b)
Journeyman
c)
Employees
d)
Managerial Employee
37.
Is a skilled worker actively engaged in a trade or occupation requiring apprenticeship.
a)
Journeyman
b)
Craft
c)
Artisan
d)
Employee
38.
Is a trade or occupation which requires skill, manual activity, an understanding of the principles of the trade, and a definite period of training in the trade.
a)
Journeyman
b)
Craft
c)
Artisan
d)
Employee
39.
Is a worker who is employed in industry or who is a skilled craftsman.
a)
Journeyman
b)
Craft
c)
Artisan
d)
Employee
40.
It describes the duties performed, the skills, training and experience required, the responsibilities involved in the job.
a)
Job Description
b)
Job Specifications
c)
Job Analysis
d)
Personnel Management
41.
It give life to policies because they protect the rights of al the personnel and provide uniformity in the application of policy.
a)
Rules
b)
Policy
c)
Regulation
d)
all of the choices
42.
These are specific guides intended to govern conduct or action and are aimed to guide operating supervisors and employees in the performance of their activities.
a)
Rules
b)
Policy
c)
Regulation
d)
all of the choices
43.
A mean of communication that contains information about the benefits and services that the firm grants to its employees, company’s history, its organizational structure, and its officers.
a)
Employee Handbook
b)
Policy Manual
c)
Memoranda and Circulars
d)
Bulletin Board
44.
A mean of communication that covers all personnel policies and procedures, if made available to managers and supervisors, will be a great help in their decision-making and employee relations.
a)
Employee Handbook
b)
Policy Manual
c)
Memoranda and Circulars
d)
Bulletin Board
45.
A mean of communication that be issued fast and they provide the greatest assurance of reaching every employee.
a)
Employee Handbook
b)
Policy Manual
c)
Memoranda and Circulars
d)
Bulletin Board
46.
A mean of communication where typed out company policies, rules and regulations, and activities may be posted.
a)
Employee Handbook
b)
Policy Manual
c)
Memoranda and Circulars
d)
Bulletin Board
47.
A mean of communication that often held to inform employees about company policies- their objectives and implementation.
a)
Meeting and Conference
b)
Policy Manual
c)
Memoranda and Circulars
d)
Bulletin Board
48.
This type of policy comes from the board of directors or the president and is intended to set up guidelines in the operation of the firm.
a)
Appealed Policy
b)
Impose Policy
c)
Statement of Procedures
d)
Originated Policy
49.
This type of policy is born when problems arise at the lower levels of the organization and the man in charge does not know how to meet the problem.
a)
Appealed Policy
b)
Impose Policy
c)
Statement of Procedures
d)
Originated Policy
50.
This type of policy comes from the government in the form of law, administrative orders, and rules and procedures or contract specifications.
a)
Appealed Policy
b)
Impose Policy
c)
Statement of Procedures
d)
Originated Policy
51.
It pertains to procedures to be taken in certain situations and are narrower in scope than statement of principles.
a)
Appealed Policy
b)
Impose Policy
c)
Statement of Procedures
d)
Originated Policy
52.
A general plan of action that serves as a guide in the operation of a company.
a)
Policy
b)
Rule
c)
Regulation
d)
all of the choices
53.
It provides a step-by-step procedure in carrying out the objectives.
a)
Policy
b)
Personnel Management
c)
Regulation
d)
Personnel Program
54.
Personnel Program objectives must be ____.
a)
Preventive rather than remedial
b)
Action speaks louder
c)
Time is Gold
d)
Learning by Doing
55.
Personnel Program defines the following, which is not included?
a)
Objectives
b)
Policies and Procedues
c)
means of carrying out the varies personnel functions
d)
None of the choices
56.
Is planned personnel management – a collection of policies and plans covering different aspects of employers-employee relationships.
a)
Objectives
b)
Policies and Procedues
c)
Personnel Management
d)
Personnel Program
57.
It is designed to achieve the objectives of the company. These objectives aim to produce commodities and services which bring in reasonable profit.
a)
Objectives
b)
Policies and Procedues
c)
Personnel Management
d)
Personnel Program
58.
The following are the things that management should recognize the desire of every worker in a Personnel Program, which is not included?
a)
Job Security
b)
Good Supervisors
c)
Fair wages and salaries
d)
Attendance
59.
Area of a program that it includes human resources planning, job description and job specification, employee recruitment, selection, hiring, placement, transfer, layoffs, and separation.<br />
a)
Acquiring competent personnel
b)
Holding and retaining competent employees
c)
Developing and motivating employees
d)
Labor and human relations
60.
Area of a program that it gives depth and meaning to good management philosophy, and involves the granting of fair wages, reasonable working hours, and other employee benefits and services.
a)
Acquiring competent personnel
b)
Holding and retaining competent employees
c)
Developing and motivating employees
d)
Labor and human relations
61.
Area of a program that it includes training and education of the employees and promotion of employees.
a)
Acquiring competent personnel
b)
Holding and retaining competent employees
c)
Developing and motivating employees
d)
Labor and human relations
62.
Area of a program that it involves the development of harmonious relations between management on one hand and the individual employees and the union on the other.
a)
Acquiring competent personnel
b)
Holding and retaining competent employees
c)
Developing and motivating employees
d)
Labor and human relations
63.
It involves the logical arrangement of functions and their relationships.
a)
Organization
b)
Organizational Structure
c)
Good Organization
d)
None of the choices
64.
The following are the pointers in formulating a personnel program, except?
a)
Management support
b)
motivation
c)
Cooperation of line supervisors and employees
d)
Financial
65.
It was defined as a carefully planned and handled effort of management, through competent instructors, to impart “know-how” and develop or improve certain phases of an individual’s skills, attitudes, discipline, behavior, or knowledge.
a)
Training
b)
Extension
c)
Personnel Program
d)
Seminar
66.
Objective of Training that helps to make the employee improve or increase his skills and knowledge which the training endeavors to develop.
a)
Effectiveness on the present job
b)
Productivity
c)
Morale Booster
d)
Qualification for a better job
67.
Objective of Training that helps toprepare him for another job that is either more difficult or higher in category in order to overcome obsolescence
a)
Effectiveness on the present job
b)
Productivity
c)
Morale Booster
d)
Qualification for a better job
68.
Objective of Training that helps to make the employee do his job more efficiently.
a)
Effectiveness on the present job
b)
Productivity
c)
Morale Booster
d)
Qualification for a better job
69.
Objective of Training that helps to improve the employee’s attitude toward his job, his fellow workers, his supervisor, and the firm as a whole.
a)
Effectiveness on the present job
b)
Productivity
c)
Morale Booster
d)
Qualification for a better job
70.
This is the portion of the population which has actual or potential capability to contribute to the production of goods and services.
a)
Manpower
b)
Labor Force
c)
Human Resorce Development
d)
Training
71.
It refers to the process by which the actual and potential labor force is made to systematically acquire greater knowledge, skills or capabilities for the nation’s sustained economic and social growth. <br />
a)
Manpower
b)
Labor Force
c)
Human Resorce Development
d)
Training
72.
This is the plan formulated by the National Manpower Council on the systematic determination of manpower requirements and supply of the sectors
a)
Manpower
b)
National Manpower Plan
c)
Human Resorce Development
d)
Training
73.
It is the systematic development of the attitude/knowledge/skill behavior pattern required for the adequate performance of a given job or task.
a)
Manpower
b)
National Manpower Plan
c)
Human Resorce Development
d)
Training
74.
It refers to the part of vocational training which follows basic training, usually within the framework of a training program or scheme, for recognized qualifications.
a)
Training
b)
Further Training
c)
Upgrading
d)
Updating
75.
Training of supplementary skills and knowledge in order to increase the versatility and occupational mobility of a work or improve his standard of performance.<br />
a)
Training
b)
Further Training
c)
Upgrading
d)
Updating
76.
It is a training to improve the performance of people in their occupations in respect to modern developments – new materials, tools and processes.
a)
Training
b)
Further Training
c)
Upgrading
d)
Updating
77.
It is a training to regain skills and knowledge which may have been partly forgotten as a result of lengthy interruptions in the performance of an occupation
a)
Upgrading
b)
Updating
c)
Refresher
d)
Training
78.
It is long-range effort to improve an organization’s problem-solving capabilities and its ability to cope with changes in its external environment with the help of external or internal behavioral-scientist consultants, or change agents, as they are sometimes called
a)
Organizational Structure
b)
Organization development
c)
Organization
d)
Organizational Management
79.
Counseling is an example of what Intervention used in OD?
a)
Interpersonal Interventions
b)
Intergroup Interventions
c)
Organizational Interventions
d)
Group Interventions
80.
It is designed to reduce the uncertainty and confusion surrounding the employees’ task assignments and responsibilities (role).<br />
a)
Interpersonal Interventions
b)
Intergroup Interventions
c)
Organizational Interventions
d)
Group Interventions
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