CHAPTER 5: STAFFING THE ENGINEERING ORGANIZATION

QUESTIONS AND ANSWERS

Tristan F. Limon (What is Staffing? The Staffing Procedure: Human Resource Planning)

1. What is the process of hiring eligible candidates for specific positions?

a. Decision Making
b. Planning
c. Staffing
d. None of the Above
2. Which of these does not belong to the staffing procedures?
a. Recruitment
b. Evaluation
c. All of the Above
d. None of the Above
3. To do a systematic deployment of human resources at various levels, the engineer manager will have to involve himself with
?
a. Forecasting
b. Human resource planning
c. Monitoring methods
d. None of the Above
4. Human resource planning involves the following, except:
a. Forecasting
b. Programming
c. Evaluation and Control
d. None of the Above
5. How do you assess future HR needs in relation to current organization capabilities?
a. Forecasting
b. Programming
c. Evaluation and Control
d. None of the Above
6. What is converting forecasted HR needs to objectives and goals?
a. Forecasting
b. Programming
c. Evaluation and Control
d. None of the Above
7. What is monitoring HR action plans and evaluating their success?
a. Forecasting
b. Programming
c. Evaluation and Control
d. None of the Above
8. The act of choosing from those that are most likely to succeed on the job.
a. Forecasting
b. Programming
c. Evaluation and Control
d. None of the Above
9. It uses historical data to develop forecasts of the future.
a. Time series Methods
b. Explanatory Models
c. Monitoring Methods
d. None of the Above
10. These attempts to identify the major variables and then use current measures of these variables to predict future conditions.
a. Time series Methods
 b. Explanatory Models
c. Monitoring Methods
d. None of the Above
11. Used to monitor any changes in patterns and implement responses if required on the next recruitment / application.
a. Time series Methods
b. Explanatory Models
c. Monitoring Methods
d. None of the Above
12. It is the correlation of independent and dependent variables.
a. Regression Models
b. Econometric Models
c. Leading Indicators
d. None of the Above
13. It specializes in estimating future demands.
a. Regression Models
b. Econometric Models
c. Leading Indicators
d. None of the Above

14. It anticipates the business cycle turns.

a. Regression Models
b. Econometric Models
c. Leading Indicators
d. None of the Above
15. The Business Cycles includes the following, except:
a. Expansion
b. Depression
c. All of the Above
d. None of the Above

Leanne Catherine M. Pascua (Recruitment and Selection)

1. An employee that is qualified to occupy positions higher than the ones they are occupying.
a) The organization’s current employee
b) Referrals from employees
c) Recruitment firms
d) Newspaper advertising

2. There are at least three major daily distributed throughout the Philippines. Readership is higher during sundays.
a) Newspaper advertising
b) Schools
c) Competitors
d) The organization’s current employees

3. Representatives of companies may interview applicants inside campuses.

a) Schools
b) Competitors
c) Newspaper advertising
d) The organization’s current employees

4. Current employees sometimes recommend relatives and friends who may be qualified.
a) Referrals from employees
b) Competitors
c)The organization’s current employees
d) Recruitment firms

5. Some companies are specifically formed to assist client firms in recruiting qualified persons.

a) Recruitment firms
b) Competitors
c) The organization’s current employees
d) Newspaper advertising

6. This are useful source of qualified but underutilized personnel. Also called “poaching”.

a) Competitors
b) School
c) The organization’s current employees
d) Newspaper advertising

7.This refers to attracting qualified persons to apply for vacant positions in the company so that those who are best suited to serve the company
may be selected.

a) Recruitment
b) School
c) The organization’s current employees
d) Recruitment firms

8. This refers to the act of choosing of individuals from the pool of candidates who will most likely to succeed on the job.

a) Selection
b) Recruitment
c) The organization’s current employees
d) Recruitment firms

9. This provides information about person’s characteristics such as age, marital status, address, educational background experience,
and special interests.

a) Application blank
b) Interviews
c) References
d) Testing

10. These are written by previous employers, co-workers, teachers, club officers, etc. Their statement may provide some vital information
on the character of the applicant.

a) References
b) Testing
c) Application blank
d) Interviews

11. Information may be gathered by asking a series of relevant questions to the job candidate.

a) Interviews
b) Application blank
c) Testing
d) References

12. This involves an evaluation of the future behavior or performance of an individual.

a) Testing
b) Interviews
c) Application blank
d) References

13. An objective, standard measure of a sample behavior.

a) Psychological tests
b) Personality test
c) Aptitude test
d) Performance test

14. A type of test given to assess the physical health of an applicant. It is given to assure that the health of the applicant is adequate to meet the
job requirement.

a) Physical examination
b) Interest test
c) Performance test
d) Personality test

15. A test that used to measure a person’s capacity or potential ability to learn.

a) Aptitude test
b) Interest test
c) Performance test
d) Personality test
Karl Joshua R. Manucdoc (Induction and Orientation, and Training Development)

1. Which of the following best defines induction in the context of organizational onboarding?

a) Introducing someone to a new organization or role

b) Providing hands-on training in a simulated work environment
c) Conducting interactive simulations to practice managerial decision-making
d) Offering tailored training programs to address specific skill gaps
2. What is the primary purpose of orientation during the onboarding process?

a) Developing managerial decision-making abilities

b) Providing hands-on experience in the actual job environment
c) Familiarizing new hires with company policies and procedures
d) Conducting role-playing exercises to improve interpersonal skills
3. Which of the following methods is commonly used for training non-managerial staff through hands-on experience?
a) In-Basket
b) Sensitivity Training
c) On-the-Job Training (OJT)
d) Management Games
4. What type of training program combines on-the-job training with classroom instruction, typically for trades or skilled professions?
a) Vestibule School (Training Center/Practice School
b) Case Studies
c) Apprenticeship Program
d) Special Courses
5. Which method involves individuals acting out specific scenarios to practice interpersonal skills and communication?

a) Behavior Modeling
b) Transactional Analysis
c) Role-Playing
d) Coaching
6. How do employees primarily learn through the method of coaching?

a) By observing and emulating desired behaviors

b) By managing multiple projects simultaneously
c) By experiencing various roles within the organization
d) By practicing decision-making in simulated environment
7. What approach exposes trainees to different roles or departments within the organization?

a) Sensitivity Training
b) Multiple Management
c) Position Rotation
d) In-Basket
8. Which of the following methods aims to increase awareness and understanding of one's own and others' feelings, attitudes, and behaviors?

a) Case Studies
b) Sensitivity Training
c) Role-Playing
d) Apprenticeship Program
9. What type of training program involves individuals prioritizing and resolving a set of tasks or challenges to simulate managerial decision-
making?

a) Management Games
b) Special Courses
c) On-the-Job Training (OJT)
d) Behavior Modeling

10. In which method do trainees learn through analyzing interpersonal interactions to improve communication and relationships?

a) In-Basket
b) Transactional Analysis
c) Behavior Modeling
d) Sensitivity Training
11. Which method involves tailored training programs designed to address specific skill gaps or needs?

a) Special Courses
b) Vestibule School (Training Center/Practice School
c) Case Studies
d) Sensitivity Training
12. What type of training program provides simulated work environments where trainees can practice tasks before performing them on the
job?

a) Sensitivity Training
b) Apprenticeship Program
c) Vestibule School (Training Center/Practice School)
d) On-the-Job Training (OJT)

13. Which method involves managing multiple projects or tasks simultaneously to develop multitasking and prioritization skills?

a) Position Rotation
b) Multiple Management
c) In-Basket
d) Behavior Modeling

14. What approach involves one-on-one guidance and support from a more experienced colleague or mentor?

a) Coaching
b) Role-Playing
c) Management Games
d) Apprenticeship Program
15. Which method involves presenting real or hypothetical business situations for analysis and discussion to develop managerial skills and
decision-making abilities?

a) Case Studies
b) Role-Playing
c) Sensitivity Training
d) Behavior Modeling
Migel Aeron C. De Vera (Performance Appraisal, Employment Decisions, Separation)

1. What is the PRIMARY purpose of a performance appraisal?

a. To assign blame for employee mistakes
b. To improve employee performance and development
c. To determine vacation days
d. To decide office seating arrangements
2. Which of the following is NOT a common use for performance appraisals?
a. Setting future goals
b. Determining training needs
c. Assigning blame for a project failure
d. Assessing promotion potential
3. An employee might receive a score of "8" with a written recommendation for improvement. This method combines which two appraisal
techniques?
a. Management by Objectives & Checklist Method
b. Rating Scale Method & Essay Method
c. Work Standards Method & Critical Incident Method
d. Ranking Method & Assessment Center
4. In the Management by Objectives (MBO) approach, how is employee performance evaluated?
a. By comparing them to their colleagues' work
 b. By their achievement of pre-defined goals
c. Through a checklist of completed tasks
d. Based on specific past actions and decisions
5. Which appraisal method is most suitable for assessing a manager's potential?
a. Checklist Method
b. Assessment Center
c. Work Standards Method
d. Critical Incident Method
6. During a performance appraisal, a manager notices an employee constantly misses deadlines. This information might be used to recommend
which of the following?
a. A raise in salary
b. Additional time management training
c. A transfer to a different department
d. Promotion to a leadership role
7. An employee decides to leave the company for a new opportunity. This is an example of what type of separation?
a. Termination
b. Resignation
c. Layoff
d. Retirement
8. Which of the following is NOT typically considered a monetary reward based on performance?
a. Bonus
b. Extra vacation days
c. Salary increase
d. Stock options
9. The Ranking Method compares the performance of employees within a group. This can be problematic because:
a. It's time-consuming to rank every employee.
b. It doesn't consider individual goals.
c. It doesn't provide specific feedback for improvement.
d. All of the above
10. Modern performance appraisals often include input from the employee themself. This is an example of:
a. Management by Objectives
b. Critical Incident Method
c. Self-Appraisal
d. Ranking Method
11. Which of the following statements is MOST TRUE about the Checklist Method?
a. It allows for detailed feedback on strengths and weaknesses.
b. It's best suited for complex and multifaceted roles.
c. It provides a simple yes/no evaluation of completed tasks.
d. It requires extensive preparation and goal setting beforehand.
12. Which of the following statements is MOST TRUE about effective performance appraisals?
a. They should be conducted once a year at minimum.
b. They should focus solely on identifying employee weaknesses.
c. They should be a two-way conversation with clear goals and feedback.
d. They are primarily a tool for determining raises.
13. When might a manager choose to use the Critical Incident Method for an appraisal?
a. To evaluate an employee's ability to meet deadlines.
b. To assess their overall knowledge of company policies.
c. To analyze specific past decisions and their outcomes.
d. To compare their performance to pre-defined goals.
14. An employee moves up a position after consistently exceeding their performance targets. This is an example of which employment
decision?
a. Transfer
b. Demotion
 c. Promotion
d. Separation
15. What is the main benefit of using performance appraisals for employees?
a. To receive criticism from their manager
b. To understand their strengths and weaknesses
c. To feel pressure to work harder
d. To complete additional paperwork