...Examination Paper of Personnel Management IIBM Institute of Business Management Examination Paper MM.100 Personnel Management Section A: Objective Type & Short Questions (30 marks) This section consists of Multiple Choice questions & short notes type questions. Answer all the questions. Part one questions carry 1 mark each & Part Two questions carry 5 marks each. Part One: Multiple Choices: 1. Goal setting theory is developed by________ a. Vroom b. Edwin Lock c. Alderfer d. Herzberg 2. Vertical enlargement of a job by adding responsibility and opportunity for personal growth, is referred as___________ a. Quality Circle b. Work Redesign c. Job Enrichment d. Job Enlargement 3. It is the process by which data in regard to each job is systematically observed and noted. a. Job Enrichment b. Job Enlargement c. Job Analysis d. Job Description 4. The primary purpose of training is to establish a sound relationship between the worker and his__________ a. Employer b. Incentive c. Knowledge d. Job 5. On the job oriented training method include_________ a. Job Rotation b. Brain Storming Sessions c. Guidance d. All of the Above 6. The performance appraisal that evaluates performance from the monetary returns the employee yields to his organization, is termed as__________ a. Critical Incident Method b. Forced –choice Method c. Cost- Accounting Method d. Forced-distribution Method 1 IIBM Institute of Business Management Examination Paper...
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...Examination Paper of Personnel Management IIBM Institute of Business Management Examination Paper MM.100 Personnel Management Section A: Objective Type & Short Questions (30 marks) This section consists of Multiple Choice questions & short notes type questions. Answer all the questions. Part one questions carry 1 mark each & Part Two questions carry 5 marks each. Part One: Multiple Choices: 1. Goal setting theory is developed by________ a. Vroom b. Edwin Lock c. Alderfer d. Herzberg 2. Vertical enlargement of a job by adding responsibility and opportunity for personal growth, is referred as___________ a. Quality Circle b. Work Redesign c. Job Enrichment d. Job Enlargement 3. It is the process by which data in regard to each job is systematically observed and noted. a. Job Enrichment b. Job Enlargement c. Job Analysis d. Job Description 4. The primary purpose of training is to establish a sound relationship between the worker and his__________ a. Employer b. Incentive c. Knowledge d. Job 5. On the job oriented training method include_________ a. Job Rotation b. Brain Storming Sessions c. Guidance d. All of the Above 6. The performance appraisal that evaluates performance from the monetary returns the employee yields to his organization, is termed as__________ a. Critical Incident Method b. Forced –choice Method c. Cost- Accounting Method d. Forced-distribution Method 1 IIBM Institute of Business Management Examination Paper...
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...Greg and Cindy Hana, 35 and 27, are the parents of two small children with a third on the way. They are concerned about their financial future and are wondering if they're doing things right. Greg is the sole breadwinner and earns $66,000 annually. He works in a relatively dangerous occupation (city cop in Newark, NJ) and is eligible to receive a pension when he is only age 48, with 25 years of service. The Hana's short-term financial goals are to replace their aging cars in a few years and begin an automatic mutual fund investment program. Longer term, they are concerned about college costs and retirement. They estimate (but are not sure) that their monthly expenses average $2,800, including a $1,300 mortgage payment on their $200,000 home. Greg currently saves $350 per month in a deferred compensation plan offered by his employer. The couple also has $1,000 of stock and $2,000 in mutual funds. Other assets comprising their $74,500 net worth are a $3,000 CD, $2,000 in checking, $6,500 of life insurance cash value, their home, and two cars worth $2,000. The couple's two debts are a $141,000 mortgage balance and a $1,000 Visa card bill. The Hanas own life insurance policies totaling $400,000 ($300,000 through work) on Greg and $77,500 on Cindy but lack disability coverage. Greg's employer provides health insurance for the entire family. The liability limits on their auto and homeowner's policies are $300,000. Neither spouse has individual retirement accounts (IRAs). Greg...
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...To ensure compliance to Dubai’s food safety standards, all operational staff would have to attend the respective Food Safety Programmes (FSP). It is important that the Management be in Dubai at least 3 months ahead of opening to process and await the FSP approval by the Dubai Municipality. Upon approval, management team would train the staff in the FSP, Formal Code of Conduct as well as the Standard Operating Procedures(SOP). Person-In-Charge(PIC) Program is mandatory for all food businesses operating under the jurisdiction of the Dubai Municipality (ICCADUBAI, 2005). The following table states the level Udders staff would require: The third Food Safety certification Udders requires to get is the Hazard Analysis and Critical Control Points (HACCP) system. 6.2 Licensing When applying for licenses, it would be helpful to engage a local liasion. This could either be a geocentric/polycentric manager or any other local personels. To avoid any errors and prevent any delays, the appointed liason should be familiar with processes and posess all necessary documentations when working with the municipality. 6.3 Positioning With the convergence of cultures, Udders should employ a multifaceted positioning strategy. Products should not only appeal to the Arabic people but also the South asians (which are the majority of the population), and also the various expatriates. Primaryily, Udders can introduce classic Middle Eastern flavours, some examples like caramel milk...
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...[pic]Wladimir Janousek -Operations Manager at Foxconn Specialties: -Expert in business process transformation and management. -Deep knowledge of Mercosur, PPB (Brazilian Incentive Law) Taxes and other fiscal regulations. -Expertise in outsourcing support, manufacturing, re-manufacturing and distribution functions. -Flexibility, results driven, strong leadership, negotiation and interpersonal skills. 2.Technical skills Technical skills include knowledge of and proficiency in certain specialized field, such as engineering, computers, accounting, or manufacturing. These skills are more important at lower level management since these managers are dealing directly with employees doing the organizational work. [pic]Toma Kim(Korean) -Project Manager at Foxconn Specialties: -Strong organizational, communication skills. - Excellent planning and coordination skills. - Proficient in Mandarin Chinese and English (both oral and written),Good spoken Japanese. - High level of understanding in China culture and business practices. - Proficient in computer including Power Point, Excel and Word 3.Interpersonal skills Interpersonal skills include everything from communication and listening skills to attitude and deportment. Good interpersonal skills are a prerequisite for many positions in an organization e.g. Leandro Sardela----Production Manager at Foxconn - Program management experience with customer satisfaction focus and operation profit recognized by customers like Sonyericsson...
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...Cantonments-Accra CAREER OBJECTIVE To manage the affairs of people and organisations so as to explore and efficiently utilise my abilities,experiences and competency to achieve excellent results for my employer. EDUCATION Higher National Diploma (HND) Marketing (specialised in marketing communication, project management, planning and control, marketing operations, analysis and decision) Sunyani Polytechnic 2006-2009 Senior Secondary School Certificate 2001-2004 Business Option (Accounting, Costing, Economics and Business Management). OforiPayin Senior High WORKING EXPERIENCE Internal Revenue Services (IRS) 2009-2010 Position:National Service Personel. Key responsibilities incliuded filing and preparation of receipts,opening of new files for both existing and new clients as well as assessing the performance of clients. Caponero limited 2007 Position: Sales personnel Tasked with direct sales of product to existing and new customers,managing complaints of customers and laison between management and customers. Blood of Jesus Primary school 2005-2006 An Accra-based private preparatory school focused on providing quality education for Ghanaians at very moderate and affordable rates. Position:Teacher. Offered academic and social counselling to students. Promoted...
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...Name : kiran kumar penta Reg no: 130206 Introduction: management is one of those bodies of theory and practice, concerns might be considered as rational inventory in human affairs. In 19th century the universally applicable principles of management began in heart land of Europe and America , upon work of Henry Fayol and than considered scientific management (Taylorism), known as classical theory. These are mainly concerned with structure and mechanization of organization , human relations & social psychological theories focused on human factor at work. And as technology changes the organizations are shifting their emphasis to knowledge management which has several approaches to socio-technical perspectives ( Grant & Shahsavarani 2010 ). The main task of this essay is to enhance & illustrate importance of scientific management , human relations & socio technical perspectives in organization. Henri Fayol (1841-1925): To manage is to forecast plan, organize, command to coordinate and control. Fredrick Winslow Taylor (1856-1915): known as father of management. He invented the scientific way of organizing companies. Management : coordinated activites ( planning, forecast, organize, decide, command) to direct and control. Scientific management: A work study technique to design & organization of work inorder to get maximum output which increases productivity. There are six best ways designed to increase productivity, 1. 2. 3. 4. 5. 6. job design and practice. Repetitive work cycles...
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...Matthew Gordon PROJ410 7/24/13 Week Three Case Study 1 Smith’s Information Services, Inc. A. PURPOSE/OBJECTIVES: Due to the fierce competition flattening sales and decreasing profits sharply for the last two years, adjustment may need to be made to increase our profit margins. A consideration of outsourcing our current data center might be in the company’s best interest. B. RELEVANT FACTS: In order to determine whether or not we need to outsource our data center we need to first look at what it is costing us to keep it in-house. Hardware and software expenses are on the rise. It is becoming quite expensive to keep our mainframes and servers cooled. As our data grows we are looking at expenses of adding new servers which will in turn cost us more money in cooling the rooms. It takes us a considerable amount of electricity just to run all of our hardware, servers, mainframes, and all other devices inside out data center. We have an extensive number of employees needed to run and maintain the data center. The overall cost of running a 24/7 data center is simply just getting out of control. The key questions here is do we have enough critical mass and are we planning on continuing a 24/7 operation in our data center. We need to look at several pros and cons to outsourcing; Access to state-of-the-art technology, cost saving and quality, flexibility, job security for or employees, media effects on us outsourcing, how easy is it actually going to be to outsource our work...
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...Word Module Page Strategy definition 1 Strategy evolution 1 Carl von Clausewitz 1 Adam smith 1 insivible hand 1 Competitive strategy 1 19; 20 Mintzberg 1 day-to-day operations vs strategy 1 Operationnal effectiveness vs strategic positioning1 Productivity frontier 1 mission, company 1 vision company 1 Strategic planning process 1 Leadership vs management 1 management vs leadership 1 Leadership definition 1 ethics and leadership 1 leadership and ethics 1 Friedman, 1 neoclassical economy 1 Sociioeconomic view of ethics 1 Stratetgy approaches 1 Appraoches to strategy 1 Rational approach, strategy 1 Ansoff 1 Processual approach 1 Loigcal incrementalism 1 planning vs crafting 1 crafting vs planning 1 Rational approach vs processual 1 evolutionary approach 1 Systemic approach 1 Startegic thinking 1 Strategic thinks vs planning 1 Startegic planning vs thinking 1 thinking vs planning 1 planning vs thinking 1 Fit vs stretch 1 Stretch vs fit 1 Levels of strategy 1 strategy level 1 Corporate strategy 1 Business strategy 1 functional strategy 1 global context of business 1 globalisation drivers 1 Competitive forces 1 technological forces 1 social forces 1 political forces 1 Globalisation challenges 1 Competition 1 distribution 1 macro-economic 1 socio-economic 1 financial 1 legal 1 Physical 1 Political 1 sociocultural 1 labour 1 technological forces 1 Globalisation...
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...Silva, in oslo for a meeting of personel directors of the subsidiaries of a large scandinavian multinational, Norge Electronics. Silva is the administrative director (finance and administration, HR, legal) of the division’s sales subsidiary – Norge electronics Portugal. Silva had been asked by the vice president of human resources to present to the personel directors what have been achieved in portugal. The evening before his presentation, Silva recieved a fax from a consultant he hired in Portugal with the preliminary results of climate study. The consultant’s report is not what Silva expected and, in fact, raises questions about the effectiveness of a series of change actions implemented over the past two years. The case describes in detail actions taken by Silva to ‘profesionalize’ HR management in the Portuguese sibsidiary. The annual meeting of personel directors In his hotel room in the city of Oslo, Joao Silva reviewed the presentation he would make the following day. Altough he felt prepared, he was somewhat apprehensive. He had just recieved by fax from a consultant in Lisbon the preliminary results of a climate study of Norge Portugal. He had commisioned the consultant’s study on the advice of Norge’s vice president of human resources, with the understanding that the results would be included in his presentation, as initial evidence of the progress made in HR management in his country. The next day, the annual meeting of Norge’s personel directors would take place...
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...1. GİRİŞ Son yıllarda, özellikle sosyal ve ekonomik yaşantımızda meydana gelen hızlı değişimler bir çok şirketi; değişen müşteri ihtiyaçlarına ve teknolojik yeniliklere cevap verebilmek için endüstriyel alanda farklı arayışlara sevketmiştir. Bu şirketler, konuya olan cevabın “ yeni ürün geliştirmek ” olduğunu farketmişlerdir. Günümüzde sanayi ve ticaret dünyasının bulunduğu durumu tanımlamak için kullanılabilecek en güzel kelime : rekabettir. 1960’lı yıllarda, 2. Dünya savaşının yaralarını sarmak için hızlı bir gelişme kaydeden sanayileşmiş ülkeler, bu çalışmalarıyla beraber, yoğun bir rekabet ortamının oluşmasına yol açmışlar ve bu kavram 2000’li yıllara yaklaşırken ayak uydurulması zor bir rekabet şartları dizisini beraberinde getirmiştir. Teknolojik gelişmelerin yaygınlaşmaya başladığı 1960’lı yıllarda firmaların geniş pazarlara büyük hacimlerde üretümlerle açılarak, kitle üretiminin avantajlarından yararlanarak, rakiplerini geride bırakmalarında rekabet gücünün temel öğesi üretim üstünlüğü idi. 1980’li yıllarda ise rekabet üstünlüğünde kalitenin kendisini yoğun bir şekilde göstermeye başladığı dönem olarak ortaya çıkmakta, alım gücü yüksek, ucuz ve bol ürünlere doymuş kitlelerin; ürünlerde kaliteyi ısrarlı olarak istedikleri sürecin başlangıcı olarak göze çrpmaktadır. 1990’lı yıllarla beraber, rekabet kavramı mevcut boyutlarına ilaveten “ hız”niteliği kazanıyordu. Kullanıcılar çeşitli ve farklı fonksiyonları içeren, kullanımda ve estetikte beğeni toplayabilen en çabuk...
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...Code of Ethics OMM640: Business Ethics and Social Responsibility Instructor: Erika O'Quinn 5/26/2014 Code of Ethics Perry's Outreach Ministries is a Christian non-profit organization that relies on government funding, and donations from members of the community. Perry's Outreach Ministries provides,counseling, non-perishable food items,clothing housing vouchers and childcare to the battered and abused women and children throughout the community. The overall mission of POM is to minister Gods word through Bible study, professionalism,participants rights to privacy, reliability,honesty and counseling services. The primary mission of the human service profession is to assist in the betterment of human life and necessaties of all people who may be viewed as vulnerable,oppressed, and living in poverty and unsafe environments. When dealing with the community it I crucial that a code of ethics is set into place where not only the employees but the volunteers follow and take seriously. A code of ethics for POM employee's and representatives: Employee's should obtain eduction about and seek to understand the nature of social diversity and oppression with respect to race, ethnicity, national origin, color sex, sexual orientation, gender identity or expression, age, marital status, political belief, religion, immigration status, and mental or physical disability. Employee's and volunteers should treat colleagues and program participants with respect and refrain...
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...Chapter 5 “Activity Based Management” Manajemen berdasarkan aktivitas (activity-based management) adalah pendekatan pengelolaan terpadu dan bersistem terhadap aktivitas dengan tujuan untuk meningkatkan cuntomer value dan laba yang dicapai dari penyediaan value tersebut.misalnya yaitu Manajer Keuangan disetiap UKM mengupayakan activity-based costing (ABC) sehingga dapat meningkatkan efisiensi, memastikan bahwa suatu UKM (Unit Satuan Kerja) akan menemukan tujuan efisiensinya dengan hanya mengukur biaya-biayanya dengan teliti dengan menggunakan ABC, bertanggung jawab membuat rekomendasi untuk peningkatan, dengan menggunakan angka-angka yang dihasilkan oleh ABC melakukan koreksi keputusan mengenai pengunaan sumber daya. Manajemen berbasis aktivitas mencakup analisis nilai proses (process value analysis) dan penentuan biaya proses. Analisis nilai proses adalah evaluasi terhadap nilai yang dapat dihasilkan oleh suatu proses. Suatu proses terdiri dari serangkaian aktivitas untuk menghasilkan nilai bagi customer. Rangkaian aktivitas untuk menghasilkan nilai bagi customer dapat dibagi menjadi dua golongan, yaitu : aktivitas-penambah nilai dan aktivitas-bukan-penambah nilai. Penentuan biaya proses adalah perhitungan nilai sumber daya yang dikorbankan untuk menjalankan suatu proses penciptaan nilai bagi customer.kemudian manajemen aktivitas memiliki dua dimensi, yaitu : analisis terhdap nilai yang dihasilkan oleh proses (process value analysis) dan biaya yang diperlukan untuk menghasilkan...
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... * Employee * Personel * Worker * Assocıates * Human resources There are two types of employees: * Front of the house (line)staff(who directly contact with customers in the production of service) * Back of the house staff: is HR a front of the house department?or a back of the house department? Hospıtalıty and tourısm ındustry:collectıon of thousands of organısatıon on lodgıng and food functıon.ex:restaurants and hotels bars. Companıes have to fınd ways to become more responsıve and create greater value for theır customers. * The qualıty of organısatıon servıce delıvery hıngs ın part upon ıts people. * How frontlıne personel act has a determınıng ınfluence on customers’ perceptıon of servıce qualıty an ın turn on the overal level of customer satısfactıon. HR personel act > value > serv’ce quality perception > customer satisfaction Moment of truth:ınterractıon between the frontlıne employees and customers known as the servıce encounter or the moment of the truth that has the most dırect ımpact on the customers level of satısfactıon and overall perceptıon of the organısatıon. Management of human resources: ıs the responsıbılıty of all managers and not just the coccern of human resource specıalıst.all managers work wıth people ın theır departments and have responsıbılıty for a wıde range of human resource concerns ın theır day to day roles. Human resource management: ıt ıs ıronıc that the same frontlıne personel who are so vıtal to...
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...CMI LEVEL 5 – MANAGEMENT & LEADERSHIP UNIT 5001V1 – PERSONAL DEVELOPMENT AS A MANAGER & LEADER CANDIDATE: PAUL KITCHING DELIVERER: ANGELA TURNER – OPEN SKIES MANAGEMENT DATE: 15/10/15 WORD COUNT TARGET: 2500 – 3000ACTUAL 4596MAIN BODY - 3000 | CONTENTS PAGE [1] Terms of Reference.…………………………………..………………………………………..3 [2] Summary………………………………………………………………………………………….3 [3] Introduction…………………….………………………………………………………..……….4 [4] Methods of Investigation..………………………………………………………….………....4 [5] Personnel Professional Development as a Manager…………………………….…........4 [6] Bibliography…………………………...…………………………….…….…………….….….12 [7] Appendices………………………………………………………….…….…………….…..….13 [1] Terms of Reference In this scenario, I have been asked to assess the Personal Development I would require in order to be fully proficient in a new position I have been recently recruited for similar to that of my current manager. This is to be demonstrated by the following means: 1. An Assessment and plan for my personal professional development 2. A plan for the resources required to support my personal professional development 3. Detail how to implement and evaluate my own personal development plan 4. Describe how I will promote staff welfare in my new job role In line with my current employer I have written this assessment as though I have been promoted to Project Manager (PM) which is a similar role to my line...
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