refers to that function which locates competent employees and getting them to work for the organization.

(a)  

is the acquisition of skills, knowledge and attitudes which enable people to achieve their current and future individual and objectives.

(a)  

refers to the process of activating behavior sustaining it and directing it towards a particular goal.

(a)  

is the function of HRM that insures employee retention and the motivation for more and better productivity. It includes 1. Safety, 2. Health 3. Communication programs

(a)  

The pursuit of survival and growth would mean changes in the way organizations perform their activities. Globalization is an example of strategies adapted by the world's economic institutions.

(a)  

The conduct of operations of organizations is regulated, in many aspects, by government legislations.

(a)  

Survival and competition among and between organizations require adaptation of the most useful advances in technology.

(a)  

is an organization form to represent the interest of workers in bargaining with employers for contract s concerning wages, fringe benefits and working conditions.

(a)  

The practice of HRM has been largely influence by eminent thinkers. They were able to formulate theories as a result of extensive research.

(a)  

an approach that specifies the tasks that constitute a job for an individual or group.

(a)  

is the grouping of a variety of tasks about the same skill level.

(a)  

is a method of giving an employee more responsibility that includes some of the planning and control necessary for job accomplishment.

(a)  

is the study of the relationship between people at work and their working conditions, especially the machines they use.

(a)  

is a powerful motivator and it is use in the form of bonuses, gain sharing and incentive system.

(a)  

are given in cash or stock options, are often used to motivate executives.

(a)  

are rewards given to employee when the organization has improved its performance.

(a)  

are monetary rewards to individuals or groups based on production above the standard requirement.

(a)  

A systematic investigation of the tasks, duties and responsibilities required in a job, and the necessary skills knowledge, and abilities someone needs to perform the job adequately.

(a)  

is a method of job analysis in which analyst observes the person performing the job and takes notes to describe the tasks and duties performed.

(a)  

a method that requires the job analyst to personally meet and interview the job holder.

(a)  

it is a relative ease in obtaining information from a large number of employees within a period of time.

(a)  

is a written statement of the tasks, duties and responsibilities in a job. It indicates what the jobholder does, how it is done, under what conditions it is done, and why it is done.

(a)  

is a statement defining the qualifications of the person needed to do the job. It list the skills, experience, training and other qualifications the individual need s to perform the job satisfactorily.

(a)  

is the process of systematically reviewing human resource requirements to ensure that the number of employees matches the required skills.

(a)  

is the determination of the overall organizational purpose and goals and how they are to be achieved. Human resource is the integral component of a strategic plan, which greatly affects productivity and organization performance.

(a)  

This approach involves the listing of all the skills possessed by the workforce and they are made to relate to the requirements of the organization.

(a)  

This approach wherein the personnel who are promotable to the higher positions are identifies with their backup or understudy.

(a)  

This approach is the setting of objectives flows from the top to the bottom in the organization so that everyone gets a chance to make his contribution.

(a)  

HRP is done to have a body of manpower in the organization that is ready to take over existing jobs on a one-to-one basis within the organization.

(a)  

This technique involves the supervisors and personnel in every component of the organization on the identification of manpower needs in terms, skills, replacement, policy, working conditions and promotion so that human resource in the organization may be up to the challenge of current and future operations.

(a)  

The approach knows as successor planning takes into consideration the different components of the old plan and increase them proportionately by the desires expansion rate stated by management.

(a)  

usually done for a period of five years or more depending on the company operations and customer demands.

(a)  

This refers to reasonable and predictable movements that occur over a period of one year or more.

(a)  

This is a reasonable prediction change over a period of one year.

(a)  

This is one occasion where there is no special pattern and it is quite difficult to predict or determine.

(a)  

the process of attracting the best individuals to join the company on a timely basis in sufficient numbers and meeting the qualification requirements, thereby encouraging them to apply for the jobs in the organization

(a)  

this is the process by which internal recruitment is accomplished.

(a)  

this method of recruitment is found to be effective in local situations. It is one of the least expensive recruitment systems.

(a)  

one popular and often effective means of soliciting applicants is advertising it through the media, like newspaper, magazines, radio or television.

(a)  

these unsolicited applicants could be possible source of outstanding employees.

(a)  

colleges are undisputable sources of talent for an organization to tap.

(a)  

are popularly increasing as recruitment sources.

(a)  

some local government units have their placement offices that look for possible employment for their constituents.

(a)  

are now used as mediums for manpower recruitment.

(a)  

company profiles and job placements could eventually come into the internet.

(a)  

process of determining from among the applicants who can meet the job requirements and can be offered for vacant position of the organization.

(a)  

The first step in the assessment of an applicant for the job is the initial interview or preliminary screening.

(a)  

The applicant is required to fill out the company's official application form after passing the preliminary interview.

(a)  

is commonly associated with the prediction and selection of subsequent performance on the job.

(a)  

measures mental ability or general learning ability.

(a)  

It measures the person's capacity to lean a given job.

(a)  

it is derived from hereditary and environmental factors and tries to predict the success in the job if the person's interest and job are properly matched.

(a)  

it is considered as an important instrument to test the personality of the applicant especially for supervisory and managerial positions, as they relate with their co-workers in the industry.

(a)  

it measures the applicant's knowledge of a given job, and tries to eliminate "trade bluffers" who profess to know a particular type of job.

(a)  

is the most important part of the selection process. After passing all the tests required, the applicant is now ready to formally enter into the selection process.

(a)  

Three Important Characteristics that interviewer must possess.

(a)  

References are important in finally assessing the applicant's worth for the position Reference to be credible must be checked with utmost confidentiality if one would like to get a true picture of the individual who would want to join the organization.

(a)  

this may be requested from applicants who are new graduates. This may be addresses to whom it may concern which tells about individual's academic performances, together with his transcript of records.

(a)  

this reference may come from some persons in the community that are familiar with the individual in their place of residence.

(a)  

to get the most valid information about the applicant, the work reference check must be mailed to previous employer stating the confidentiality of the information.

(a)  

This may be the last hurdle in the selection process. The applicants undergo physical examination at the company clinic or an authorized hospital to determine the physical fitness of the applicant for the job.

(a)  

The applicant who clears all the hurdles is finally offered the job.

(a)  

an employee is hired for a regular position based on an organizational staffing pattern.

(a)  

an employee who passed the probationary period and is performing a regular activity in the business of the company, covered in the regular company staffing system.

(a)  

the employee is hired for a fixed period or specific project of the company, the completion of which is specifically explained by the employee concerned.

(a)  

an employee is hired for particular work or service that is seasonal in nature.

(a)  

is the development of the required skill for a particular type of work.

(a)