It is essential in order to know the number of positions that organization needs in the short or even long term and the skills and competencies required for these positions.

It measure a variety of mental abilities such as numerical ability, reading comprehension, logical reasoning, general intelligence, learning ability, verbal ability, etc. Normally made up of multiple choice items ; paper and pencil or computer generated; have specified time limits; measured in terms of the total number of items that are answered correctly.

Commercial activities began to become more complicated

Reliability and validity are important in screening of candidates – this is because the different methods of screening or selection need to be both reliable and valid so that hiring of managers or HR interviewers are able to make a good assessment of each candidate’s qualification and fitness to fill the vacancy.

Our people are the true source of power. They have been the key in ______ unprecedented growth, and our partners in nation-building. They embody our corporate values which reflect the best of the past and what it takes to succeed in the future.

the systematic planning, development, and control of a network of interrelated processes affecting and involving all members of the organization.

questions that ask the candidates to provide information on actual past behaviors and actual past experiences that are relevant to the job

it consists of studying sets of complex interrelationships of various factors related to the business of the organization such as production time, sales volume, turnover rates, retirement rates, growth rate, net profit on the manpower needs.

We recognize that our employees are the principal assets of the company. As such, we focus on their training needs, inculcate the values of professionalism, integrity and teamwork, provide career opportunities, and reward outstanding performance

SPECIFIC CHARACTERISTICS OF THE INTERNAL RESOURCE OF A FIRMTHAT ARE INSTRUMENTAL IN CONTRIBUTING TO THE ORGANIZATION’S BUSINESS PERFORMANCE EXCEPT:

planned effort of a company to contribute to learning or relearning new skills, attitudes and competencies specifically needed to achieve business objectives

training results in increased awareness and understanding of each other’s roles, the company’s culture and the expectation from all members of the organization.

refers to the process of providing employees with specific knowledge and skills they need to perform in their jobs.

Work is broken into smallest mechanical elements and rearranging them into efficient combination

management of financial returns that employees receive in exchange for services that they provide to an organization

this role enables the HR practitioners to identify and implement processes for change. The HR practitioners build an organization’s capacity for change.

it pertain to the use of new technology or new strategy that a company is adopting knowledge and/or use of new products

– a crucial step in the selection of candidates is conducting a pre-employment check, which in some countries is known as “vetting” or locally known as

without due regard to the rights of female workers, children and elderly

this role makes certain that HR strategies, programs and activities are delivered in order to support the organization’s strategies

it involves examining the company’s mission, long and short term business objectives and determining the appropriate training programs to achieve these goals.

There are jobs that require candidates to possess knowledge about a particular field or disciple because they are critical for the person to be able to successfully and effectively perform the job.

After making the SWOT, the HR practitioner begins to map out certain details of the manpower plan.

is done when people within the organization are sourced as possible candidates for new or vacant positions