Tests for personnel management in educational institutions. Personnel Management Discipline Tests
Kurgan Technical School of Mechanical Engineering and Metalworking
Middle Vocational education
Course work
On the topic: Methods for creating an effective working team.
Student: Kozlov V.A.
Lecturer: Sannikova E.A.
1. Introduction
2. The concept of a work team. Conditions required for its creation.
1. Introduction
The instability of the economic, social, political and industrial environment, the rapid development of scientific and technological progress, high competitiveness and riskiness confront the leaders of teams and organizations with the need to adapt to the changing context of management activities.
The exit of many enterprises from public sector economically, the formation of new non-state structures increases the degree of personal responsibility of the leader for the activities of employees and the organization.
The increased intensity, intelligence, emotional tension of the work of a modern leader, on the one hand, the requirements for the effective functioning of the structure of the organization, competent selection and placement of employees, the creation of effective working teams, on the other hand, have led to the fact that the modern management activities more and more closely linked with scientific and psychological knowledge and, therefore, will be the more successful, the more effective psychological science is included in management practice, in the activities of the organization as a whole.
The implementation and improvement of the organization's management necessitate the determination of the effectiveness of this activity. In this regard, the question legitimately arises: what is the effectiveness of management or management, what are the types and principles of effectiveness.
Topic term paper very relevant today, since no matter what activity a person performs, he always strives to perform rationally and efficiently. Rationalism presupposes the search for the most convenient and productive methods of performing work, efficiency is the best result, comparable to the cost of efforts or resources to achieve this result.
In this case, the question is, how economical is your organization (the price that had to be paid for the result obtained) or profitable, in a word, how many times is the result greater than the costs?
However, often the main thing is not how many times the result is greater than the cost, but whether it is more valuable. Since today in conditions market economy competitiveness issues are at the forefront, then the leader must take care of productivity, the increasing role of management and social significance. In this regard, you need to learn how to assess the level of management, the capabilities of the organization, and you will always be faced with the task of choosing the most profitable management option.
2. The concept of a work team. Conditions required for its creation.
Having a strong team is one of the necessary conditions the success of the organization. And here the emphasis is on the word "team" - to what extent employees know how to work with each other, share a common vision, are able to make decisions together, "pull in one direction." It is impossible to organize teamwork and create a sense of commitment without paying attention to each employee. Only when everyone feels like a part of a team aimed at winning, and understands the benefits of teamwork, can we talk about a successful organization. The success of each team depends on its competence, professionalism, namely: the abilities of each team member, the skills that he / she possesses, the desire of all team members to work with full dedication both in their own interests and in the interests of the entire team. It is the presence of "command" that gives many organizations an advantage over competitors.
Working group consists of people who learn from each other and share common goals but are not essentially interdependent, and do not work towards a common goal.
Key parameters of the team that ensure its effectiveness.
As practice shows, knowledge of the main processes occurring in social group and affecting its effectiveness, avoids many possible mistakes.
The following key parameters teams to ensure its effectiveness.
The size. The average number of teams in the USA and Canada is 8-10 people, in some cases it reaches 18. 72 people are indicated as the optimal group size. It would be most prudent to have a team as small as possible, but large enough for the competence of its members to meet the requirements of the task at hand. It is easiest to work in a team of two because of the ease of communication. In larger teams, team members are prone to messy communication, leading to disorganization and conflict. It is difficult to reach consensus among all team members, so discussions sometimes only take into account the views of key team members, which can contribute to others feeling detached and indifferent to team members and / or their opinions. With a small group, it is difficult to ensure interchangeability, and in some cases it is simply impossible to provide a complete production process.
Compound. Composition refers to the various characteristics of the members of the group. It is recommended that the group has sufficient variety. This ensures that there are different points of view, consideration of the problem from different angles. To improve the efficiency of the group, it is recommended to involve employees with different characteristics, but subject to socio-psychological compatibility. This factor can be adjusted when recruiting.
Group norms. Norms can be positive or negative in relation to team performance. For example, employees who believe it is right to always agree with their superiors may seem to exhibit high degree loyalty. However, in fact, such a norm will lead to the suppression of very beneficial initiatives and opinions for the organization, which is fraught with a decrease in the effectiveness of decisions.
Cohesion. Group cohesion is a measure of how group members gravitate towards each other and towards the group. A highly cohesive group is a group whose members have strong attraction to each other and see themselves as similar. A high level of cohesion can improve the effectiveness of an entire organization if the goals of both are aligned. Close-knit groups have fewer communication problems and fewer conflicts.
Group like-mindedness is a tendency for an individual to suppress his / her actual views on some phenomenon in order not to disturb the harmony of the group. Group members feel that disagreement undermines their sense of belonging and therefore should be avoided. In order to preserve what is understood as harmony and harmony among the group members, the group member decides that it is better not to voice his opinion. When there is group consensus, the likelihood of a mediocre solution that will not hurt anyone increases.
Conflictness. Differences of opinion usually lead to more effective group work. However, it also increases the likelihood of conflict. While active exchange of views is beneficial, it can also lead to intra-group disputes and other manifestations of open conflict, which are always detrimental. Therefore, the task of managers is to find ways to reduce conflicts.
Group member status. The status of a person in an organization or group can be determined by a number of factors, including such as seniority in the job hierarchy, job title, education, social talents, knowledge and experience. Research has shown that high-status group members are more likely to influence group decisions than low-status group members. This does not always lead to efficiency gains, so efforts must be made to ensure that the views of higher-status members do not dominate.
Roles of group members. A critical factor in determining the effectiveness of a group is the behavior of each of its members. Individual team members have two roles: functional and team.
Functional roles relate directly to our officials
responsibilities and cover: skills and abilities, technical knowledge and experience, etc.
Team roles reflect the way we do our work and encompass the contribution to the team's work and the relationships between team members. For a group to function effectively, its members must contribute to the achievement of its goals and social interaction.
3. The team as the highest form of the group's existence.
The results of many years of research on the effectiveness of group behavior made it possible to identify separate direction- the so-called "team-building" (literally - building a team). Over the past 10 years, this has been one of the most attractive areas of management consulting.
An effective team is rightfully called the highest form the existence of the group.
Despite the huge variety of approaches, most researchers name the following characteristics of a group, which actually make it possible to call it a team.
A team is a small number of people (most often 5-7, less often up to 15-20) who share goals, values and general approaches to implementation joint activities and mutually determine their and partners' belonging to this group; team members have complementary skills, take responsibility for the end results, and are capable of performing any intragroup roles. In other words, a team is a highly effective group.
Foreign consultants point to the following results of the successful use of work teams in practice:
The quality and speed of decision-making have increased;
The time cycle for product creation has been reduced;
The number of defects has decreased;
The microclimate in the company and relationships in teams have improved;
Decreased staff turnover;
Increased productivity;
Increased consistency of actions;
Increased customer satisfaction;
Income has grown.
However, the experience of some US firms has shown that ill-conceived prescriptive team implementation can backfire in the form of increased employee turnover; decrease in labor productivity; growth in production costs; deterioration of key performance indicators, etc.
Simple administrative measures are not enough; building an effective team requires serious efforts to change internal attitudes and priorities.
Intra-team roles.
A team that can assign most or all of the team roles to its members will perform better than others. It is also very important to ensure a more or less uniform role composition, in which the various positive and negative properties of the roles are balanced.
4. Stages of team building.
Start. At this stage, managers help work teams to define new forms of organization of their activities. After identifying areas of study, a targeted educational process begins. Positioning of teams in order to adapt for them the full cycle of creation final product... A plan for the transition to work teams is being drawn up, taking into account the phased transfer of authority for specific teams. The organization's management system practically does not undergo any changes at this stage.
A state of uncertainty. The process of redistribution of functions, responsibilities and authorities begins. Workflows and processes are redesigned and the basis for customer feedback is created. Managers control almost the entire transformation process, help in achieving the set goals and in resolving emerging problems, manage the development of the team, clarify new roles and responsibilities, coordinate the efforts of the team, and assist in establishing links with the external environment (suppliers, consumers, support groups). In fact, managers can lead the team during the adaptation process at this stage. Teams and team members at this stage have many challenges associated with new roles and responsibilities. After the initial enthusiasm, there comes a stage of some confusion, uncertainty. At this stage, the process of transition to work teams usually meets the strongest resistance from the opposition to change, and the likelihood of conflicts within the team is high. This is one of the most time-consuming stages.
Leader orientation. Measurement, cost analysis and ranking systems are being redesigned. Management delegates non-value and non-human resource responsibilities. At this stage, as a rule, managers train teams in decision-making methods and other skills and abilities, monitor and evaluate performance, and maintain discipline. Certain systems of contacts are formed both inside and outside the team. The first team leaders are being formed, although at this stage they often act as coordinators, connecting links between specialists of various profiles. The main danger of this stage is the emergence of team members who are not ready for leadership, but who want to act as a leader in the rotation process. Increasing support from outside different levels management and various departments of the organization.
Rigidly structured teams. Transfer of powers related to human resources. Managers help teams expand authority and responsibility. Creation of equal opportunities for self-development in the team. The team's attention is focused on the constant process of change, improvement, development both in relation to the team itself and its members, and in relation to the final product. As practice shows, at this stage there is a high probability of conflicts with managers on issues related to the provision of information.
Self-directed commands. Transfer of authority related to value indicators of information channels with the external environment. As the team develops to the level of self-directed, the main functions of managers, in addition to strategic ones, become: training new team members and control over their acclimatization in the team; support of the team in contact with the external environment; search for new ways to develop teams. Self-directed work teams are used for forward planning. They have created a system for meeting educational needs.
No commitment to the group. The team is perceived as just another fad. New functions related to operational management of production in a team. Uncertainty about a new role and new responsibilities. Acquiring the function of operational planning, quality management and others, unrelated to cost indicators and human resources. Understanding the mission and goals of the team. Teaching to work as a team. Obtaining functions related to human resources. Unleash Leader Capabilities among Team Members Acquiring Value-Related Functions strategic planning... Collaboration and coordination with other teams. Team goals are part of the organizational goals. Determination of directions of activity. Monitoring performance and discipline. Transfer of functions operational management production. Dissatisfaction with the need to support teams. Transfer of the function of operational planning, quality management and others not related to cost indicators and human resources. Desire to switch to old methods Transfer of functions related to human resources. Recognizing the contributions of teams. Determination of team remuneration Transfer of functions related to cost indicators. Conflict resolution. Coaching and training teams and their members. Distribution of the boundaries of the powers of the teams.
A system for monitoring and managing groups of individuals A system for financing teams has been identified. new system compensation. A new results control system has been developed, the Team is the basis of the management system
5. Basic conditions for success and reasons for failure in team building.
In order for team building to be effective, the following conditions must be met:
The goal of the team should be formulated clearly, focused and in sufficient detail. The process of achieving the goal can be divided into the solution of individual tasks. The boundaries of the team's competence required to achieve the goal have been defined and authority has been delegated.
The deliverables or expected deliverables of the team are tailored to the specific needs of the customers. There is Feedback with consumers. The members of the working team are oriented towards the policy of change.
The technology for solving the problem is constantly being improved. It is planned to constantly develop the knowledge and skills of the team members to improve the technology. Team members have expertise in areas such as quality and performance control, material and resource accounting.
Team members are pre-trained, know the specifics of teamwork, present problems and positive aspects teamwork... They understand the relevance and prospects of the upcoming work. Everyone feels the importance of the task assigned to him.
Knowledge from various fields (marketing, technical knowledge, etc.) is required. There is a program for each team member.
Meetings and discussions in the course of work are well organized and documented. There is no "information hunger", communication is available to team members.
The team has a good psychological climate, an atmosphere of trust and mutual respect, relations between team members are informal.
Defined and allocated to the team necessary resources to get the job done.
Typical reasons for team formation failures include:
Lack of trust between team members and managers in the team.
Vague definition of the boundaries of the competence of the working team.
The presence of strict time limits.
Lack of resources.
Lack of a value system.
Competitiveness within a work team and / or between teams.
Lack of a problem-solving culture.
Defining some task or function as the main one.
Egocentrism of the members of the working team (the team consists mainly of leaders).
Exceeding responsibilities for one team member.
Differences in status and authority among members of the work team.
Hearing reports from members rather than discussing issues in meetings and gatherings.
Elimination of failures.
Naturally, the first step in eliminating these causes is to identify them:
Carrying out sociological research in the form of interviews or anonymous questionnaires;
Inviting an external expert;
Revealing the levels of competence and skills of each member of the work team.
Identification should generally be followed by either organizational restructuring or additional staff training.
A clear statement of goals and objectives. For a team to work effectively, all team members need to be aware of the links between goals, working methods, and objectives. The goals should be clear, focused and should create an understanding of the working methods and tasks that will lead to success.
The formation of goals should be carried out by the participants themselves, and it does not matter at what level this happens - personal, team or at the level of the organization. These goals should form a thoughtful and realistic basis for objectives and methods, and not be a simple list of prescriptions that logically follow from the profile of the organization.
To clearly formulate and solve tasks by a team, it is necessary to take into account the diversity of expectations (often conflicting) provided by the team's goals. There are also goal dilemmas to consider. For example, that, on the one hand, the range of problems should be clear, and on the other, that flexibility and variability are needed to adapt to changing circumstances.
It is difficult to expect that the goals will always be clearly defined. Social, economic, and political factors can cause sudden change or constantly and relentlessly force organizations to change. The goals of the team should be the foundation of its activities, but significant external changes can lead to their revision.
It should be remembered that each team member has their own individual goals and hidden intentions. Therefore, team members who submit to the goals of the team can only agree with them to a greater or lesser extent. They may secretly disagree with the goals of the team, but obey them for some personal reason - for example, wanting to make money or build a career.
Therefore, the decisive moment in goal setting and the main area of team management is to prevent the possibility of conflict or clash between team and personal goals. For a team to work effectively, it is important that goals are achievable, measurable, and accepted or at least understood by team members and high-level leaders, both internally and externally.
It is impossible to formulate a complete and definitive set of rules, following which will necessarily lead to the creation of an effective team. The reasons for the team's success are more complex. However, the main elements of effective team work can be identified:
Meeting the personal interests of team members;
Successful teamwork;
Solving the tasks assigned to the team.
Summing up the above, it can be noted that well-organized teamwork can be achieved if the following conditions are met:
Realistic, achievable goals are set for the team and individual participants.
Team members and leaders strive to support each other in order to make the team's work successful.
Team members understand each other's priorities and help or support when difficulties arise.
Open communication: new ideas, new methods for improving work, posing new problems, etc. are welcomed.
The return to work is more significant, as team members understand what is expected of them and can independently control their activities.
Conflict is understood as a normal event and viewed as an opportunity to solve problems. Problems, if brought up for open discussion, can be resolved before they become destructive.
A balance is maintained between team productivity and meeting the needs of individual members.
The team as a whole and the individual participants are rewarded for their results and diligence.
Participants are encouraged to try their possibilities and come up with new ideas.
Team members recognize the importance of disciplined work and try to behave according to team standards
1. The essence of the technical and technological aspect of personnel management is as follows:
a) includes issues of compliance with labor legislation in personnel work;
d) reflects the level of development of a particular production, the features of the equipment and technology used in it, working conditions and etc..
2. The essence of the socio-psychological aspect of personnel management is as follows:
a) reflects the level of development of a particular production, the features of the equipment and technologies used in it, production conditions, etc.;
b) reflects the issues of social and psychological support of personnel management, the introduction of various sociological and psychological procedures in the practice of personnel work;
c) contains issues related to planning the number and composition of personnel, their material incentives, the use of working time, the organization of office work;
d) includes issues of compliance with labor legislation in personnel work.
3. The essence of the organizational and economic aspect of personnel management is as follows:
a) contains issues related to planning the number and composition of personnel, their material incentives, the use of working time, the organization of office work;
b) provides for the solution of issues related to the education of personnel, mentoring;
c) includes issues of compliance with labor legislation in personnel work;
d) reflects the level of development of a specific production, the features of the equipment and technologies used in it, production conditions, etc.
4. A physically developed part of the population with mental abilities and knowledge that are necessary to work in the national economy are:
a) labor force;
b) labor resources;
c) labor potential;
d) personnel.
5. The ability of a person to work, the totality of his physical, intellectual abilities, acquired knowledge and experience that are used in the process of producing goods and providing services are:
a) labor force;
b) labor resources;
c) labor potential;
d) labor collective.
6. Employees of the company who are employed and have labor Relations with the employer is:
a) labor resources;
b) human resources;
c) personnel;
d) labor potential.
7. With participation in the production and management process, the personnel is divided into:
a) managers and specialists;
b) main and service personnel;
c) main, auxiliary and service personnel;
d) production and management personnel.
8. The main functions of the personnel management system are:
a) analysis, planning, motivation and control;
b) accounting, audit, planning, forecasting, control;
c) planning, organization, motivation, control, regulation;
d) planning, forecasting, organization, monitoring, control.
a) organizational, economic, psychological;
b) economic, administrative, social;
c) administrative, organizational, social and psychological areas;
d) administrative, economic, socio-psychological boundaries.
10.K general principles personnel management include:
a) scientific character, continuity, normativity, efficiency;
b) complexity, planning, interest, responsibility;
c) scientific character, consistency, continuity, normativity;
d) all of the above.
11. The style of personnel management, which has the following characteristics: “sole expression of will in the presence of managerial functions at the head; the formation by the head of a strict moral and psychological climate in the team ", is called:
b) autonomous;
c) participatory;
d) advisory
12. In the historical development in personnel management, one can distinguish a consistent change in the following modern concepts and approaches:
a) management labor resources, personnel management, human resource management, labor potential management, human capital management.
b) personnel management, personnel management, human management.
c) personnel management, human resource management, human resource management, human management.
d) personnel management, personnel management.
13. The process of improving moral, psychological, social, professional and physical qualities personalities in their unity are:
a) spiritual development of the personality;
b) moral development of the personality;
c) harmonious personality development;
G) Professional Development personality.
14. The group of employee qualities, which includes: honesty, education, responsibility, decency, respect for people - these are:
a) personal;
b) social;
c) adaptation;
d) cultural.
15. The group of employee qualities, which includes: loyalty, conflict-freeness, the ability to compromise, the tendency to intrigue, the desire for leadership - these are:
a) personal;
b) social;
c) adaptation;
d) cultural.
16. The group of qualities of an employee, which includes: quick wit, the ability to quickly adapt, stress resistance, learning is:
a) personal;
b) social;
c) adaptation;
d) cultural.
17. Factors in the formation of organizational behavior of an individual, which determine behavior depending on the relationship of individuals, are:
a) culturological;
b) socio-psychological boundaries;
c) biopsychological;
d) demographic.
18. Social structure personnel is:
a) a set of groups classified by education level, work experience, gender, age, nationality, marital status, direction of motivation, etc .;
b) the quantitative and professional composition of the personnel, the amount of remuneration and the payroll of employees;
c) the composition and distribution of creative, communicative and behavioral roles between individual employees;
19. Staff structure personnel is:
a) the composition and distribution of creative, communicative and behavioral roles between individual employees;
b) a set of groups classified by education level, work experience, gender, age, nationality, marital status, direction of motivation, etc .;
c) the quantitative and professional composition of the personnel, the amount of remuneration and the payroll of employees;
d) classification of employees depending on the functions performed.
20. A group of workers that directs, coordinates and stimulates the activities of the enterprise, manages its resources, carries full responsibility for achieving the goals of the enterprise is:
a) line managers;
b) functional leaders;
c) specialists;
d) production personnel.
1. The first and most important topic in the discussion of the problems of personnel work is motivation. And the peculiarity of their motivation is a very important component of optimizing the work of personnel, since the results of work depend on it. The peculiarity is that each category of employees needs its own motivation system.
2. The problem of the psychological climate is that the team has people of different psychological types, character and energy potential. And they all have to interact with each other throughout the entire working day, and this in turn affects their mood, satisfaction and well-being. In solving this problem, the manager should be assisted by a personnel manager. He must skillfully select personnel for the job, but as practice shows, there is no particular choice between applicants, and everyone who goes to this job is hired.
3. The problem of relationships, which has to be solved by the leader who heads the organization, is the establishment of effective communication between the employees of the organization. The difficulty in resolving this issue lies in the fact that the organization is represented by different age and gender categories of employees. These categories are distinguished by the culture of upbringing, their identity of perception in society, the system of values and beliefs.
4. Based on the knowledge of the constituent corporate culture and team building given above, the leader must form corporate rules that will help him in solving the problem of relationships in the team.
Recommendations and suggestions for improving team efficiency
To ensure effective processes in teams and there is a favorable atmosphere for change, a leader or manager can use the following techniques:
1. To develop and implement motivation, it is necessary to understand how motives are formed in people, because they are different for each employee.
For ease of perception, motivation can be divided into five groups:
Encouragement (make and receive ...) - bonuses, gifts, time off.
The punishment (if you don’t do it, then ...) is a threat, a fine, dismissal.
Persuasion (must be done because ...) - showing the benefits of doing it and the consequences of not doing it.
The law (must be done, as it should be ...) - instructions, orders, rules.
Example (do as I do ...) - this is accepted, useful, fashionable.
2. To avoid a bad psychological climate in the organization, the leader should take a number of measures that will protect him from this scourge, and they are as follows:
1) Conduct a survey and testing in order to find out the predisposition of employees to types of work, conflicts, independence, leadership, stress, communication and activity;
2) Distribute the personnel into working groups, selecting appropriate people for specific tasks and compatible with each other;
3) Conduct the training "Team building" among the resulting groups (see Appendix 3);
3. To solve the problem of relationships in the arsenal of a manager, there are several tools - this is the formation of corporate culture and team building, which include the following:
Team building consists of such components as: Joint recreation and leisure, training, joint training.
The corporate culture consists of such components as: Employee clothing, information exchange between employees, rules of interaction and communication in a team, rules of communication and interaction with a client, adherence to the system of values and beliefs adopted by the team.
As a result, we can conclude that not every team created is effective, so the leader needs to take some measures to improve the effectiveness of the team.
Option 1
Continue with the statement "Formal organizations are ..."
organizations that operate outside the framework of the law, while groups arise spontaneously, but people interact with each other quite regularly
competing organizations;
personnel of the organization;
material resources;
government acts;
technological resources
linear;
functional;
linear functional;
matrix;
divisional.
Continue the statement "The horizontal division of labor is ..."
specialization of employees by type of activity
The regulation of personnel management activities by the collective agreement refers to ...
federal level;
regional level;
local level
The information subsystem of personnel management includes:
information about the completion of refresher courses;
training;
additional payments
information regarding employee motivation
Personnel management methods, in which the techniques and methods of influencing performers are carried out using a specific comparison of costs and results
administrative and legal;
social - psychological;
economic
A. Maslow's theory;
Vroom's expectation theory;
F. Herzberg's theory;
theory of justice by S. Adams
Which scientist's theory assumes movement along the hierarchy of needs both from bottom to top and from top to bottom?
A. Maslow's theory;
Vroom's theory;
F. Herzberg's theory;
D. McCleland's theory;
K. Alderfer's theory
The stage of personnel policy rationing and programming involves ...
The type of personnel policy, characterized by the lack of a pronounced program of action in relation to personnel by the management of the organization.
passive personnel policy;
reactive personnel policy;
active personnel policy
Which of the proposed categories of staff do the secretaries belong to?
employees;
Calculate the coefficient of staff constancy, if it is known that the number of employees on the payroll for the entire calendar year amounted to 53 people, average headcount for the period under review, 212 people.
31.03.2010
30.06.2010
30.09.2010
30.10.2010
Total PPP
Of which women
Population growth rate
proportion of men
The turner, according to the given assignment, should make products A - 70 pieces, products B - 40 pieces. In fact, he made 85 items A, 40 items B. Price for product A: within the task - 30 rubles, over the task - 35 rubles. Price for item B: within the task - 38 rubles, over the task - 40 rubles. Define wages turner.
An open personnel policy is ...
chronological summary;
functional resume;
combined resume
When compiling a resume in the "additional information" section, it is indicated:
level of proficiency foreign languages;
contact phone numbers and email address;
personal qualities;
education
List the basic rules for writing a resume
A fixed-term employment contract is ...
List the main steps in the recruitment process for an organization.
Political Views;
operating mode;
material difficulties;
disadvantages of former employers
With time wages, the employee's salary is determined ...
based on the qualifications of the employee;
based on the qualifications of the employee and the amount of time worked
based on the number of products released
one month;
two months;
three months
not installed;
one week;
two weeks;
one month
Determine the salary of a mechanic of the 3rd category, if the number of working days in a month is 20. Duration of a shift - 8 hours, bonus - 1500 rubles.
terms of remuneration;
Piece rate is ...
the amount of payment per unit of quality products;
an indicator characterizing the cost of working time for the production of a certain use value;
an indicator characterizing the amount of products produced per unit of time (hour, shift, quarter, year) or one average employee.
Final test in the discipline "Personnel management"
Option 2
Continue the statement " Informal organizations it…"
a group of people whose activities are coordinated to achieve common goals;
organizations that operate outside the framework of the law, while groups arise spontaneously, but people interact with each other quite regularly;
organizations that are officially registered and operate on the basis of existing legislation and established regulations;
To factors internal environment organizations include:
the capital of the organization;
economic conditions in the country;
competing organizations;
material resources;
technological resources
Determine to what type organizational structures this structure applies
linear;
functional;
linear functional;
matrix;
divisional.
Continue the statement "Vertical division of labor is ..."
assignment of certain work to specialists, that is, to those who are able to perform it best of all from the point of view of the organization as a whole;
division into parallel operating units within the organization;
coordination of work component parts organizations: departments, services, divisions;
The regulation of personnel management activities by the law on trade unions, their rights and guarantees of activity refers to ...
federal level;
regional level;
local level
The job description is ...
an official document confirming the legality of the creation of the company, containing the nature and rules of its activities;
a document indicating the range of assignments, responsibilities, works that must be performed by the person holding this position at the enterprise;
the form of the contract, which indicates the performance of a particular labor function
Socio-psychological methods of personnel management include
creating a normal psychoclimate in the organization
instructing
socio-psychological planning
technical and economic analysis
developing employees' initiative and responsibility
Methods of direct influence on personnel based on discipline, responsibility and normative and documentary consolidation of functions
economic methods;
dispositional methods;
social psychological methods
The procedural theories of motivation include:
Vroom's expectation theory;
A. Maslow's theory;
K. Alderfer's theory;
Porter - Lawler theory
K. Alderfer;
A. Maslow;
F. Herzberg;
D. McClelland
coordination of the principles and goals of work with personnel with the principles and goals of the organization, development of programs and ways to achieve the goals of personnel policy;
development of procedures for diagnostics and forecasting of the personnel situation;
determination of the choice of the main forms and methods of personnel management;
The type of personnel policy characterized by monitoring the symptoms of a negative state in work with personnel and taking measures to localize the problem
passive personnel policy;
reactive personnel policy;
preventive personnel policy;
active personnel policy
Which of the proposed categories of personnel do economists belong to?
employees;
administrative staff
industrial production personnel;
Determine the number of workers employed at the enterprise, if it is known that the average payroll for the period under review is 280 people, the total turnover rate is 20%. During the period under review, the company dismissed 15 people
Based on the data in the table, determine the proportion of personnel with higher and secondary vocational education
31.03.2010
30.06.2010
30.09.2010
30.10.2010
Total PPP
13
14
14
14
Higher education
10
11
11
11
Secondary vocational
3
3
3
3
Determine the salary of a carpenter of the 4th category, if the hourly tariff rate is 15 rubles. The number of manufactured products per month 650 pcs. The time rate for one product is 0.8 hours. The premium is set at 12%.
Closed personnel policy is ...
a policy that is characterized by the transparency of the organization for potential employees at any level of the management hierarchy;
a policy that is characterized by the inclusion of new staff only from the lowest level;
policy, which is characterized by the presence of management not only reasonable forecasts of the development of the situation, but also the means of influencing it
List the main ways to cover staffing needs
A type of resume that focuses on work achievements and allows you to hide the "gaps" in the work biography
chronological summary;
functional resume;
combined resume
An open-ended employment contract is ...
an agreement concluded for a specified period not exceeding 2 years;
an agreement concluded for a specified period not exceeding 3 years;
an agreement concluded for a specified period not exceeding 5 years;
indefinite contract
List the basic rules for a successful interview
payroll;
attendance number;
average headcount
With piecework pay, the employee receives wages depending on ...
employee qualifications;
the amount of time worked;
the number of products produced at established piece rates
According to the general norms of labor law, the probationary period for chief accountants cannot exceed ...
two months;
three months;
five months;
six months
In what cases is termination possible employment contract employer?
liquidation of the organization;
long-term sick leave;
reduction in the number of staff and transfer of the employee to another job
all of the above
In what cases is a probationary period for hiring not established?
for persons under the age of 18;
for the duration of seasonal work;
for persons elected to an elective office;
all of the above
Determine the wages of a worker, if he worked 167 hours, his daily wage rate is 220 rubles. (shift duration - 8 hours). Prize - RUB 1,500
A -165 HOURS
B - 170 HOURS
AT - 160 HOURS
G - 169 HOURS
Under what system of remuneration, output within the established norm is paid at basic unchanged rates, and output in excess of the norm at increased rates?
direct piecework wages;
indirect wages
Section of the employment contract " mandatory conditions"Contains:
terms of remuneration;
conditions for a probationary period;
compensation for harmful conditions labor;
confidentiality clause
Final test in the discipline "Personnel management"
Option 3
List the main elements of the organization
Formation of organizational structures of governing bodies, development job descriptions, the development of internal labor regulations is ...
non-industrial personnel;
industrial production personnel;
engineering and technical personnel;
administrative and management personnel
Which of the proposed categories of personnel do bricklayers belong to?
industrial production personnel;
engineering and technical personnel;
main workers;
auxiliary workers
employees;
non-industrial personnel;
industrial personnel;
engineering and technical personnel
Determine what type of organizational structure this structure belongs to
D - director;
FN - functional bosses;
FP - functional units;
OP - divisions of the main production
linear;
functional;
linear functional;
matrix;
divisional.
The regulation of personnel management activities by an employment contract refers to ...
federal level;
regional level;
local level
The functional subsystem of personnel management includes:
management of training and staffing;
collection of data related to the calculation of indicators related to personnel records;
management of the placement and movement of frames;
collection of data on employee motivation
K. Alderfer;
A. Maslow;
F. Herzberg;
D. McClelland
Which scientists are theories of meaningful theories of motivation?
F. Herzberg;
all of the above
K. Alderfer;
A. Maslow;
According to A. Maslow's theory, secondary needs include:
physiological needs;
social needs;
safety and security;
the need for respect;
all of the above
A type of personnel policy characterized by the presence of reasonable forecasts of the development of the situation by the management and, at the same time, by a lack of funds to influence it.
passive personnel policy;
reactive personnel policy;
preventive personnel policy;
active personnel policy
The type of personnel policy that is characteristic of new organizations pursuing an aggressive policy of conquering the market and focused on rapidly reaching the forefront of their industry
open personnel policy;
closed personnel policy;
passive personnel policy;
reactive personnel policy
Analysis of the organization's external environment includes:
product analysis;
analysis of available technologies;
market capacity analysis;
analysis of distribution channels;
all of the above
The essence of personnel activities
What type of organizational strategy is characterized by the development of optimal labor incentive schemes linked to making a profit?
profitability strategy;
elimination strategy
A type of resume that gives a clear picture of a career (education / work experience / additional knowledge / skills)
chronological summary;
functional resume;
combined resume
Which type of resume is most often used by students and people of "liberal professions"
chronological summary;
functional resume;
combined resume
An employment contract is drawn up ...
in a single copy;
in duplicate;
in three copies;
in four copies
The order of employment is presented to the employee under the signature ...
during two days;
in three days;
in a week
The employee is obliged to start work:
on the next working day, if the day of starting work is not specified;
from the date of signing the employment contract;
from the day established by law;
all of the above
is 2 weeks;
is three months;
is 6 months;
not installed
Termination of an employment contract at the initiative of the employer is not allowed:
with pregnant women;
with women with children under the age of 18;
single mothers raising a child under the age of 14;
all of the above
Determine the overall coefficient of personnel turnover, if it is known that for the period of 2010 the number of workers hired at the enterprise was 18 people, the number of dismissed employees is 2 times less than the number of hired employees. The average number for the period under review is 115 people.
Based on the data in the table, determine the growth rate of the company's headcount, the proportion of women, the proportion of men in the total headcount
31.03.2010
30.06.2010
30.09.2010
30.10.2010
Total PPP
Of which women
Population growth rate
proportion of women in total
proportion of men
Under what remuneration system is the task given to the brigade, the deadline for its completion and the total amount of wages for the entire volume of work are set?
direct piecework wages;
piece-rate - progressive wages;
lump-sum wage system
indirect wages
Full name
Set salary, rub.
Time rate
Ivanov. I.I.
8000
Petrov P.P.
9500
Sidorov S.S.
6000
The brigade of 4 people with the same ranks, according to the assignment, was awarded 45 thousand rubles. Hours worked each:
A -160 HOURS
B - 172 HOURS
AT - 168 HOURS
G - 169 HOURS
Determine the wages of each of the employees.
Final test in the discipline "Personnel management"
Option 4
Employee subsidies, health insurance are ...
economic methods of personnel management;
administratively - legal methods personnel management;
social and psychological methods of personnel management
Which of the proposed categories of personnel are housing and communal services workers
non-industrial personnel;
industrial personnel;
administrative and management personnel;
engineering and technical personnel
issuance of premiums and allowances;
health insurance;
employee subsidies
Organizations operating outside the scope of the law
formal organizations;
informal organizations;
active organizations;
passive organizations
Which of the listed subsystems of personnel management is designed to raise funds for the selection, training, treatment of personnel?
information subsystem;
financial subsystem;
legal subsystem;
socio-psychological subsystem;
functional subsystem
The number of employees who showed up for work on a certain date ...
payroll;
average headcount;
attendance
The type of personnel policy in which the promotion of personnel is difficult due to the prevalence of the recruitment trend
open personnel policy;
closed personnel policy;
passive personnel policy;
reactive personnel policy
Determine what type of organizational structure this structure belongs to
linear;
functional;
linear functional;
matrix;
divisional.
The regulation of personnel management activities by the charter of an enterprise refers to ...
federal level;
regional level;
local level
The need is ...
feeling a sense of lack of something;
need, supported by a cultural level;
it is a tool that satisfies human needs
Analysis of the external environment of the enterprise implies:
analysis of the macroenvironment;
microenvironment analysis;
analysis of the immediate environment;
all of the above
Which of the proposed theories of motivation relate to procedural theories
Vroom's expectation theory;
F. Herzberg's theory;
D. McClelland's theory
Porter - Lawler model
all of the above
Which of the proposed theories of motivation is based on the commensuration of remuneration with the effort expended and the ratio of this remuneration to the remuneration of other workers performing similar work?
Vroom's expectation theory;
F. Herzberg's theory;
D. McClelland's theory;
Porter - Lawler model
S. Adams theory
Personnel policy is ...
a set of rules and norms, goals and concepts that determine the direction and content of work with personnel;
a definite course of action necessary to achieve long-term goals for creating a highly professional, responsible and cohesive team
Personnel planning is ...
the process of providing the organization with the necessary number of qualified personnel hired for certain positions in a specific time frame;
actions aimed at achieving compliance of personnel with the tasks of the organization, carried out taking into account the specific tasks of the stage of development of the organization;
type of human management activity aimed at achieving the goals of the company
List the main stages of the formation of personnel policy
What type of organization strategy with an open personnel policy is characterized by the attraction of young promising professionals, an active policy of informing about the company and the selection of managers and specialists for projects
entrepreneurial type of strategy;
dynamic growth strategy;
profitability strategy;
liquidation type of strategy
The recruitment process includes ...
personnel planning;
planning a business career and service and professional advancement of personnel;
adaptation of personnel;
personnel safety planning;
all of the above
Which of the proposed types of resume hides shortcomings and gaps in professional experience
chronological summary;
functional resume;
combined resume
What are the quantitative and qualitative indicators of the personnel of the enterprise?
Day of the month
accepted
dismissed
Average headcount
The section of the employment contract "information about the employee and the employer" contains:
employer name;
place of work;
information about the employee's identity documents;
labor function;
all of the above
Formulate the basic rules for passing an interview
What type of remuneration is used to calculate the wages of auxiliary workers
direct piecework wages;
piece-rate - progressive wages;
lump-sum wage system
indirect wages
Probationary period for persons who have entered into an employment contract for up to two months ...
is one week;
is two weeks;
is three weeks;
not installed
In what cases is it possible to terminate an employment contract at the initiative of the employer
when the employee is recognized as incapable of work;
when the organization is liquidated and the employee is transferred to another position;
if the employee does not match the position;
all of the above
The tariff rate is ...
the amount of cash payment in the composition, which is paid for the fulfillment of the norm determined for a specified time;
grading system used to determine the correct relationship between wages and the level of work of workers
a value reflecting the complexity of work, the qualifications of the employee and, depending on this, the amount of remuneration
Based on the data in the table, determine the proportion of personnel with higher and secondary vocational education, determine the growth rate of the number
31.03.2010
30.06.2010
30.09.2010
30.10.2010
Total PPP
15
18
24
25
Higher education
10
11
15
15
Secondary vocational
5
7
9
10
Population growth rate
proportion of staff with higher education
share of staff with secondary vocational education
Determine the salary of a mechanic of the 3rd category, if the number of working days in a month is 18. The duration of the shift is 8 hours, the bonus is 1800 rubles.
Calculate wages to employees according to the following initial data
Full name
Set salary, rub.
Total worked for reporting period, hour.
Time rate
Ivanov. I.I.
18000
Petrov P.P.
19500
Sidorov S.S.
16000
Final test in the discipline "Personnel management"
Option 5
The factors of the external environment of the organization include ...
competing organizations;
material resources;
government acts;
technological resources
To socially - psychological methods personnel management include:
issuance of premiums and allowances;
development of job descriptions for employees and organization of workplaces;
developing employees' responsibility and initiative;
health insurance;
participation of employees in the management of the organization;
employee subsidies
Which of the proposed categories of personnel are medical workers?
non-industrial personnel;
industrial personnel;
administrative and management personnel;
engineering and technical personnel
Number of employees hired for permanent, seasonal or temporary work
payroll;
average headcount;
attendance
The type of personnel policy, characterized by the availability of reasonable forecasts of the development of the situation and the means of influencing the situation by the management
passive personnel policy;
reactive personnel policy;
preventive personnel policy;
active personnel policy
Theories of motivation, considering the inner content of a person and his needs as incentives
procedural theories of motivation;
incentive theories of motivation
The procedural theories of motivation include theories:
A. Maslow's theory;
K. Alderfer's theory;
Vroom's theory;
F. Herzberg's theory;
all the theories listed above
Which scientist's theory of motivation suggests two categories of factors: hygienic and motivating?
A. Maslow's theory;
K. Alderfer's theory;
McCleland's theory;
F. Herzberg's theory
S. Adams theory
The type of personnel policy typical for modern telecommunications companies, automobile concerns
open personnel policy;
closed personnel policy;
active personnel policy;
passive personnel policy
The stage of personnel policy, personnel monitoring involves:
coordination of the principles and goals of work with personnel with the principles and goals of the organization, development of programs and ways to achieve the goals of personnel policy;
development of procedures for diagnostics and forecasting of the personnel situation;
determination of the choice of the main forms and methods of personnel management;
Determine what type of organizational structure this structure belongs to
linear;
functional;
linear functional;
matrix;
divisional.
The collective agreement is
an agreement between the administration of the enterprise and the work collective represented by the trade union;
trade union and work collective agreement;
an agreement between the employer and the employee, in accordance with which the employer undertakes to provide the employee with work for a specified labor function, to ensure the working conditions provided for by laws and other labor regulations;
List the main goals of workforce planning
Calculate the coefficient of staff constancy, if it is known that the number of employees on the payroll for the entire calendar year was 35 people, the average payroll for the period under review is 250 people.
Based on the data in the table, determine the growth rate of the company's headcount, the proportion of women, the proportion of men in the total headcount
31.03.2010
30.06.2010
30.09.2010
30.10.2010
Total PPP
Of which women
Population growth rate
proportion of women in total
proportion of men
The turner, according to the given assignment, should make products A - 50 pieces, products B - 40 pieces. In fact, he manufactured 75 items A, 40 items B. Price for product A: within the task - 20 rubles, over the task - 25 rubles. Price for item B: within the task - 28 rubles, over the task - 30 rubles. Determine the wages of the turner.
A type of resume, a distinctive feature of which is the description of expectations from the company
combined resume;
functional resume;
chronological summary
The level of proficiency in foreign languages is indicated in the resume section
basic information;
information about education;
Additional Information
List the basic rules for preparing a resume
The type of strategy of the organization with an open personnel policy, characterized by the assessment of personnel with the aim of reducing
entrepreneurial type of strategy;
dynamic growth strategy;
profitability strategy;
liquidation type of strategy
Indicate forbidden topics when passing an interview:
Political Views;
health problems;
work and rest mode;
the length of the probationary period;
plans for having children
Under what form of remuneration, the employee's salary is determined based on the qualifications of the employee and the amount of time worked
direct piecework wages;
piece-rate - progressive wages;
lump-sum wage system
indirect wages
time wages
For the duration of seasonal work, a probationary period ...
not installed;
should not exceed more than two weeks;
should not exceed two months
A probationary period for persons who graduated from an educational institution and are applying for a job for the first time in their specialty within one year from the date of graduation from an educational institution ...
is 2 weeks;
is three months;
is 6 months;
not installed
When terminating an employment contract on the initiative of an employee, it is necessary to notify the employer in writing of your dismissal in time ...
one week;
two weeks;
one month
Determine the salary of a mechanic of the 3rd category, if the number of working days in a month is 15. Duration of a shift - 8 hours, bonus - 500 rubles.
Section of the employment contract " additional conditions"Contains:
terms of remuneration;
working hours and rest hours;
conditions for a probationary period;
compensation for harmful working conditions
The brigade of 4 people with the same ranks, according to the assignment, was awarded 45 thousand rubles. Hours worked each:
A -165 HOURS
B - 170 HOURS
AT - 160 HOURS
G - 169 HOURS
Determine the wages of each of the employees.
Calculate wages to employees according to the following initial data
Full name
Set salary, rub.
Total worked for the reporting period, hours.
Time rate
Ivanov. I.I.
16000
Petrov P.P.
17500
Sidorov S.S.
18000
Option 1
1. Continue with the statement "Formal organizations are ..."
2) organizations that are officially registered and operate on the basis of existing legislation and established regulations;
3) organizations that operate outside the framework of the law, while groups arise spontaneously, but people interact with each other quite regularly
2. The factors of the external environment of the organization include ...
1) competing organizations;
2) personnel of the organization;
3) material resources;
4) government acts;
5) technological resources
3. Determine what type of organizational structures this structure belongs to
1) linear;
2) functional;
3) linear-functional;
4) matrix;
5) divisional.
4. Continue the statement "The horizontal division of labor is ..."
1) division into parallel operating units within the organization;
2) coordination of the work of the constituent parts of the organization: departments, services, divisions;
3) specialization of employees by type of activity
5. The regulation of personnel management activities by the collective agreement refers to ...
1) the federal level;
2) regional level;
3) local level
6. The collective agreement is
1) an agreement between the administration of the enterprise and the work collective represented by the trade union;
2) the agreement of the trade union and the working collective;
3) an agreement between the employer and the employee, in accordance with which the employer undertakes to provide the employee with work for a specified labor function, to ensure the working conditions provided for by laws and other labor regulations;
7. The information subsystem of personnel management includes:
1) information on the completion of refresher courses;
2) training of personnel;
3) additional payments
4) information regarding employee motivation
8. Methods of personnel management, in which the techniques and methods of influencing the performers are carried out with the help of a specific comparison of costs and results
1) administrative - legal;
2) social and psychological;
3) economic
1) A. Maslow's theory;
2) Vroom's expectation theory;
3) F. Herzberg's theory;
4) the theory of justice by S. Adams
10. Which scientist's theory assumes movement along the hierarchy of needs both from bottom to top and from top to bottom?
1) A. Maslow's theory;
2) Vroom's theory;
3) F. Herzberg's theory;
4) D. McCleland's theory;
5) K. Alderfer's theory
11. The stage of personnel policy rationing and programming involves ...
1) coordination of the principles and goals of work with personnel with the principles and goals of the organization, development of programs and ways to achieve the goals of personnel policy;
2) development of procedures for diagnostics and forecasting of the personnel situation;
3) determination of the choice of basic forms and methods of personnel management;
12. The type of personnel policy, characterized by the lack of a pronounced program of action in relation to personnel by the management of the organization.
1) passive personnel policy;
2) reactive personnel policy;
3) preventive personnel policy;
4) active personnel policy
13. Which of the proposed categories of staff do the secretaries belong to?
5) industrial and production personnel;
6) engineering and technical personnel;
7) workers;
14. Calculate the coefficient of staff constancy, if it is known that the number of employees on the payroll for the entire calendar year amounted to 53 people, the average number for the period under review is 212 people.
15. Based on the data in the table, determine the growth rate of the number of enterprises, the share of women, the share of men in the total number of personnel
16. According to the given assignment, the turner should make 70 items A, 40 items B. In fact, he made 85 items A, 40 items B. Price for product A: within the task - 30 rubles, over the task - 35 rubles. Price for item B: within the task - 38 rubles, over the task - 40 rubles. Determine the wages of the turner.
17. An open personnel policy is ...
1) a policy that is characterized by the transparency of the organization for potential employees at any level of the management hierarchy;
2) a policy that is characterized by the inclusion of new personnel only from the lowest official level;
3) policy, which is characterized by the presence of management not only reasonable forecasts of the development of the situation, but also the means of influencing it
18. A type of resume, a distinctive feature of which is the description of expectations from the company
1) chronological summary;
2) functional resume;
3) combined resume
19. When compiling a resume in the "additional information" section, it is indicated:
2) contact phone numbers and email address;
3) personal qualities;
4) education
20. List the basic rules for writing a resume
1) an agreement concluded for a specified period not exceeding 2 years;
2) an agreement concluded for a specified period of not more than 3 years;
3) an agreement concluded for a specified period of not more than 5 years;
4) an agreement concluded for an indefinite period
22. List the main stages of the recruitment process for the organization.
23. Indicate forbidden topics during the interview:
1) political views;
2) operating mode;
3) the length of the probationary period;
4) material difficulties;
5) shortcomings of previous employers
1) based on the qualifications of the employee;
2) based on the qualifications of the employee and the amount of time worked
3) based on the number of products released
1) one month;
2) two months;
3) three months
26. At the time of seasonal work, a probationary period ...
1) not installed;
2) should not exceed more than two weeks;
3) should not exceed two months
1) one week;
2) two weeks;
3) one month
28. Determine the salary of a mechanic of the 3rd category, if the number of working days in a month is 20. Duration of a shift - 8 hours, bonus - 1500 rubles.
29. The section of the employment contract "additional conditions" contains:
1) terms of remuneration;
3) conditions on the probationary period;
4) compensation for harmful working conditions
30. Piece rate is ...
1) the amount of payment for a unit of quality products;
2) an indicator characterizing the expenditure of working time for the production of a certain use value;
3) an indicator characterizing the amount of products produced per unit of time (hour, shift, quarter, year) or one average employee.
Final test in the discipline "Personnel management"
Option 2
1. Continue with the statement "Informal organizations are ..."
1) a group of people whose activities are coordinated to achieve the set common goals;
2) organizations that operate outside the framework of the law, while groups arise spontaneously, but people interact with each other quite regularly;
3) organizations that are officially registered and operate on the basis of existing legislation and established regulations;
2. Factors of the internal environment of the organization include:
1) the capital of the organization;
2) economic conditions in the country;
3) competing organizations;
4) material resources;
5) technological resources
3. Determine what type of organizational structure this structure belongs to
1) linear;
2) functional;
3) linear-functional;
4) matrix;
5) divisional.
4. Continue the statement "The vertical division of labor is ..."
1) the assignment of a certain work to specialists, that is, to those who are able to perform it best of all from the point of view of the organization as a whole;
2) division into parallel operating units within the organization;
3) coordination of the work of the constituent parts of the organization: departments, services, divisions;
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