👥 Chapter 13 · Organizing · Human Resource Management

Human Resource Management

من الـ Recruitment للـ Selection للـ Training للـ Performance Appraisal — كل خطوة في توفير الـ Human Resources هتطلع في الامتحان. افهم الفرق بين كل مصطلح وكل أداة.

🎯 ابدأ الأسئلة دلوقتي 📋 Cheat Sheet
8
Topics
10
صح/غلط
20
MCQ
5
امتحانات
01

Definitions — التعريفات الأساسية

أول ما تدخل الشابتر، لازم تعرف الفرق بين الـ Appropriate وغيره، وإيه معنى Valuable Contribution.

📖 المصطلحات الأساسية — Key Definitions
Appropriate Human Resources
The individuals within the organization who make a valuable contribution to management system goal attainment.
يعني: الأشخاص اللي بيساهموا بشكل فعّال في تحقيق أهداف المنظمة.
Inappropriate Human Resources
The individuals within the organization who don't make a valuable contribution to management system goal attainment.
يعني: اللي مش بيساهموا بشكل فعّال — هدف الـ HRM إنهم يتحوّلوا لـ Appropriate أو يتم استبدالهم.
Valuable Contribution
Could be determined by how human resources interact and cooperate to use all other management system resources.
مش بس إنه بيشتغل — المهم إزاي بيتعاون مع غيره ويستخدم كل الموارد المتاحة بكفاءة.
⚠️ نقطة مهمة: الـ HRM مش بس بتوظيف — هي العملية الكاملة من Recruitment → Selection → Training → Performance Appraisal. الـ chapter ده جزء من الـ Organizing function.
🗺️ الصورة الكبيرة — The 4 Steps of Providing HR

الـ chapter ده بيتكلم عن 4 خطوات أساسية لتوفير الـ Human Resources:

Before Joining
STEP 1
Recruitment
→
STEP 2
Selection
After Joining
STEP 3
Training
→
STEP 4
Performance Appraisal
✅ قاعدة سهلة: خطوتين قبل ما الموظف ينضم للمنظمة (Recruitment + Selection) وخطوتين بعد ما ينضم (Training + Performance Appraisal). سؤال متكرر في الامتحانات!
02

Recruitment — الاستقطاب

أول خطوة في توفير الـ HR — إيه تعريفها؟ وإيه هدفها؟ وإيه الخطوات اللي فيها؟

🎯 Definition & Purpose — التعريف والهدف
Recruitment — Definition
Is the initial attraction and screening of the supply of prospective human resources available to fill a position.
يعني: جذب وتصفية المرشحين المحتملين لملء وظيفة معينة.
Recruitment — Purpose
To narrow a large field of prospective employees to a relatively small group of individuals from which someone eventually will be hired.
الهدف مش الاختيار النهائي — ده شغل الـ Selection. الـ Recruitment بس بيضيّق الدائرة من كتير لقليل.
📌 الفرق بين Recruitment وSelection:
الـ Recruitment = جذب مجموعة كبيرة وتقليلها → الـ Selection = اختيار شخص واحد من المجموعة الصغيرة دي.
📋 6 Steps of Recruitment — الخطوات الست

الـ Recruitment process بيمر بـ 6 خطوات أساسية:

①
Knowing The Job
فهم طبيعة الوظيفة من خلال الـ Job Analysis اللي بيطلع منه Job Description وJob Specification.
②
Knowing Sources of Human Resources
مراقبة سوق العمل — المصادر بتتغير باستمرار، فالـ HR specialists بيراقبوا الـ labor market.
③
Sources Inside the Organization
ترقية موظفين موجودين (Promotion from within) — يبني الـ morale، يحفّز، ويخلّي الموظفين يفضلوا في المنظمة.
④
Sources Outside the Organization
Competitors / Employment Agencies / Publications / Educational Institutions.
⑤
Knowing the Law
قوانين زي EEOC — حماية من التمييز على أساس العرق أو الجنس أو الدين أو الأصل أو الإعاقة.
⑥
Affirmative Action
برنامج لإزالة العوائق وزيادة الفرص للفئات المهمّشة (Underutilized / Disadvantaged individuals).
03

Knowing the Job — معرفة الوظيفة

الخطوة الأولى في الـ Recruitment — Job Analysis → Job Description + Job Specification.

🔍 Job Analysis & Its Output
Job Analysis
Is a technique commonly used to gain understanding of the job with the aim of determining a job description and a job specification.
أداة لفهم الوظيفة — بتطلع منها حاجتين: وصف الوظيفة (Description) + مواصفات الشخص (Specification).

📄 Job Description

A list of specific activities that must be performed by whoever holds the position.

بيوصف الوظيفة نفسها — إيه المهام والمسؤوليات.

  • Job title
  • Job summary
  • Working conditions
  • Equipment used
  • Job responsibilities

🧑 Job Specification

A list of specific characteristics of the individual who should be hired for the job.

بيوصف الشخص المطلوب — إيه المهارات والمواصفات.

  • Physical skills
  • Educational qualifications
  • Experience required
  • Personal qualities
Job Analysis
→
Job Description
+
Job Specification
⚠️ سؤال متكرر (Midterm 2022 + Final 2021): "Which is likely to be found in a job description?" → الإجابة: job responsibilities, equipment used, working conditions. أما الـ physical skills والـ educational qualifications فدي في الـ Job Specification.
04

Sources of Human Resources — مصادر الموارد البشرية

داخلي أم خارجي؟ وإيه هو الـ Wikstrom Human Resource Inventory؟ (سؤال متكرر جداً!)

🏢 Sources Inside the Organization — المصادر الداخلية

الترقية من الداخل (Promotion from within) ليها 3 مميزات رئيسية:

💪 Building Morale

تبني روح معنوية عالية بين الموظفين.

⚡ Encouraging Work Harder

تحفّز الموظفين على العمل أكثر لأنهم شايفين فرصة الترقي.

🔒 Attracting to Stay

بتخلّي الموظفين يفضلوا في المنظمة ومش يدوروا بره.

📊 Human Resource Inventory
Human Resource Inventory — Definition
It consists of information about the characteristics of organization members — Past Performance and Future Potential.
Objective: To keep management up to date about the possibilities for filling a position from within.
⭐ Wikstrom Human Resource Inventory — سؤال امتحان متكرر!

Wikstrom قال إن المنظمات بتحتفظ بـ 3 أنواع من السجلات يمكن دمجهم لعمل HR Inventory مفيد:

Record 01

Management Inventory Card

Contains an employee organizational history and an indication of how he might be used in the future.

People-centered
Record 02

Position Replacement Form

Focuses on position-centered information rather than people-centered information.

Position-centered
Record 03

Management Manpower Replacement Chart

Presents a composite view of the individuals management considers significant for HR planning.

Composite view
Succession Planning
Is the process of outlining who will follow whom in various organizational positions.
Wikstrom's system بيخدم كـ foundation للـ Succession Planning — يعني التخطيط لمن سيحل محل من في المناصب المختلفة.
⚠️ سؤال امتحان 2019 و2021: "Explain the three types of records in Wikstrom Human Resource Inventory" — حفظ الـ 3 أنواع دي ضروري جداً. الـ Position Replacement Form مختلف عن الاتنين التانيين لأنه position-centered مش people-centered.
❌ أخطاء شائعة في الامتحانات
  • بعضهم بيقول إن Wikstrom's forms بس للـ managerial positions — ده غلط! ممكن تُستخدم للـ nonmanagerial positions كمان.
  • الـ Management Inventory Card مش نفس الـ Position Replacement Form — الأول people-centered والتاني position-centered.
🌐 Sources Outside the Organization — المصادر الخارجية

🏆 Competitors

جلب موظف من منافس — الموظف يعرف الصناعة، المنافس دفع تكاليف تدريبه، وده يضعف المنافس.

🏢 Employment Agencies

وكالات بتساعد الناس والمنظمات لمطابقة الوظيفة (Public & Private).

📰 Readers of Certain Publications

إعلان في منشور مناسب بناءً على مستوى الوظيفة.

🎓 Educational Institutions

مقابلة الطلاب قرب وقت التخرج — مصدر ممتاز للمواهب الجديدة.

05

Knowing the Law — معرفة القانون

EEOC والـ Affirmative Action — قوانين الحماية من التمييز في التوظيف.

⚖️ EEOC — Equal Employment Opportunity Commission
EEOC
Enforces federal laws prohibiting discrimination on the basis of race, color, religion, sex, and national origin in recruitment, hiring, firing, layoffs, and all other employment practices.
هيئة حكومية بتطبّق القوانين الفيدرالية ضد التمييز في كل مراحل التوظيف.

القوانين بتحمي من:

🤰 Pregnancy Discrimination

حماية الحوامل من التمييز في التوظيف.

👴 Age Discrimination

حماية من التمييز على أساس السن.

♿ Disability Discrimination

حماية ذوي الاحتياجات الخاصة من التمييز.

📌 Equal Opportunity Legislation: بتحمي حق المواطن في الشغل والأجر العادل بناءً على Merit and Performance — مش على أساس دين أو عرق أو جنس.
🌟 Affirmative Action — العمل الإيجابي
Affirmative Action Program
Is to eliminate barriers and increase opportunities for the purpose of increasing the utilization of underutilized and/or disadvantaged individuals.
برنامج لإزالة العوائق وزيادة الفرص للفئات المهمّشة — مش لأن القانون يأمر بده، لكن لأن سوق العمل الحديث يتطلبه.

لقياس التقدم في إزالة العوائق، بنقارن 3 أرقام:

①
How many minority/disadvantaged individuals ARE employed
الواقع الحالي — كام شخص من الفئات المهمّشة شغّال فعلاً.
②
How many SHOULD be employed (per EEOC guidelines)
المستهدف — كام المفروض يشتغلوا حسب إرشادات الـ EEOC.
③
Comparing steps 1 and 2
مقارنة الواقع بالمستهدف — ده اللي بيحدد مدى التقدم.
✅ نقطة مهمة: الـ Modern Management بتقول المديرين يطبقوا الـ Affirmative Action مش لأن القانون يجبرهم، لكن لأن أكثر من نص القوى العاملة الأمريكية دلوقتي من minorities, immigrants, women.
06

Selection — الاختيار

بعد الـ Recruitment، بيجي الـ Selection — اختيار شخص واحد من بين المرشحين المتبقيين.

🎯 Definition
Selection — Definition
Choosing an individual to hire from all those who have been recruited.
كل مرحلة في الـ Selection بتقلّل المجموعة لحد ما يتوظف شخص واحد. وهي دايماً dependent on the recruitment step.
📋 Selection Process Steps
Stage Reason for Elimination
Preliminary screening (records, data sheets) Lack of adequate educational and performance record
Preliminary interview Obvious misfit from outward appearance and conduct
Intelligence tests, Aptitude tests Failure to meet minimum standards / minimum necessary aptitude
Personality tests, Performance references Negative aspects of personality / Unfavorable past performance reports
Diagnostic interview Lack of necessary innate ability, ambition, or other qualities
Physical examination Physically unfit for job
Personal judgment Remaining candidate placed in available position ✅
🧰 Selection Tools — أدوات الاختيار

🧪 Testing

Examining human resources for qualities relevant to performing available jobs.

  • Aptitude Tests: Measure potential (General Intelligence, Mechanical, Clerical, Visual)
  • Achievement Tests: Measure current skill level (e.g., Typing Tests)
  • Vocational Interest Tests: Measure interest in various jobs
  • Personality Tests: Describe personality dimensions (emotional maturity, honesty, objectivity)

🏢 Assessment Centers

A program (not a place!) in which participants engage in individual and group exercises to simulate important activities at levels they aspire to.

  • Leaderless discussions
  • Oral presentations
  • Group problem solving
  • Trained Assessors observe exercises

Assessment criteria: oral communication, conflict resolution, leadership, persuasion, problem solving.

⚠️ نقطة مهمة عن Assessment Centers: هي program مش place! كتير من الطلاب بيعتقدوا إنها مكان، لكن التعريف الصح: "A program in which participants engage in exercises..."
07

Training — التدريب

الخطوة الثالثة بعد ما الموظف ينضم — تطوير مهاراته وزيادة إنتاجيته.

📚 Definition & Purpose
Training — Definition
The process of developing qualities in human resources that will enable them to be more productive and thus contribute more to organizational goal attainment.
يعني: تطوير الكفاءات اللي هتزوّد إنتاجية الموظف وإسهامه في تحقيق أهداف المنظمة.
Training — Purpose
To increase the productivity of employees by influencing their behavior.
الهدف مش بس التعليم — الهدف تغيير السلوك بما يزيد الإنتاجية.
🔄 4 Steps of Training — الخطوات الأربعة (سؤال امتحان 2019!)
STEP 1
Determining Training Needs
→
STEP 2
Designing the Program
→
STEP 3
Administering the Program
→
STEP 4
Evaluating the Program
✅ سؤال امتحان 2019: "Complete the missing training steps" — الإجابة: Step 2 = Design program, Step 3 = Administrate program, Step 4 = Evaluate.
🔎 Step 1: Determining Training Needs
Training Needs
The information or skill areas of an individual/group that need further development to increase the productivity of that individual/group.

طرق تحديد الاحتياجات التدريبية:

  • Evaluating the production process within the organization
  • Getting direct feedback from employees on what they believe are training needs
  • Looking into the future — إيه اللي المنظمة هتحتاجه مستقبلاً
✅ سؤال امتحان 2025 (Final): "Which is a method used in group or organizational training needs assessment?" — الإجابة: Consideration of current and projected changes.
🎓 Step 3: Administering the Training Program

دلوقتي بنوصل للتنفيذ الفعلي — في 4 تقنيات أساسية:

Techniques for Transmitting Information

📢 Lectures

One-way communication — مدرس بيشرح لمجموعة مستمعين.

  • Advantage Exposes trainees to maximum information in short time
  • Disadvantage No chance to clarify, check understanding, or practice
  • Disadvantage Minimal value in changing attitudes or behavior

💻 Programmed Learning

التعليم بدون مدرس بشري — المتدرب بيجاوب ويعرف صح أو غلط فوراً.

  • Advantage Learn at own pace
  • Advantage Immediate feedback (right or wrong)
  • Advantage Active participation
  • Disadvantage No one to answer confused learner's questions

Techniques for Developing Skills

🏭 On-The-Job

  • Coaching: Direct critiquing of how well an individual is performing
  • Position Rotation: Moving from job to job to understand the whole organization
  • Special Project Committees: Assigning a particular task to gain experience in a designated area

🏫 Classroom

  • Management Games: Small groups make and evaluate management decisions
  • Role-playing Format: Acting out people-oriented problems that must be solved
⚠️ سؤال امتحان 2025: "Which is a benefit of employee training?" — الإجابة الصح: يمكن تكون Improves morale, helps identify with organizational goals, أو provides a good climate for learning. (Final 2025 Q57)
⚠️ سؤال امتحان 2025: "In HRM, what does training and development refer to?" — الإجابة: Enhancing Employee Skills and Knowledge. (Final 2025 Q21)
08

Performance Appraisal — تقييم الأداء

الخطوة الأخيرة — مراجعة الأداء السابق لتحسين الإنتاجية المستقبلية.

📊 Definition & Purpose
Performance Appraisal (Review / Evaluation) — Definition
The process of reviewing individuals' past productive activity to evaluate the contribution they have made toward attaining management system objectives.
يعني: مراجعة الأداء الماضي — مش العقاب أو المكافأة، لكن التقييم الموضوعي.
Performance Appraisal — Purpose
To furnish feedback to organization members about how they can become more productive and useful to the organization in its quest for quality.
الهدف الأساسي = Feedback لتحسين الإنتاجية، مش مجرد ورق أو حكم على الموظف.
❓ Why Use Performance Appraisals?
①
Support HR Decisions
بتوفر أحكام منهجية لدعم salary increases, promotions, transfers, demotions or terminations.
②
Tell Subordinates How They're Doing
بتخلّي الموظفين يعرفوا مكانتهم ومطلوب منهم إيه — تغيير في behavior, attitudes, skills, or job knowledge.
③
Coaching and Counseling Basis
بتوفر basis مفيد للـ coaching and counseling بين المديرين والموظفين.
✅ Handling Performance Appraisals — كيف تُجرى صح
✅ المبادئ الصحيحة للتقييم
  • It should stress performance in the position — مش انطباع المقيّم عن الموظف.
  • It should emphasize how well the individual is doing the job — مش work habits.
  • It should be acceptable to both the evaluator and the subject.
⚠️ Potential Weaknesses & How to Avoid Them
❌ المشاكل المحتملة
  • تركّز الموظفين على الـ short-term rewards بدل أهداف المنظمة البعيدة.
  • الموظفون يشوفوها كـ reward-punishment situation.
  • التركيز على الأوراق (paperwork) بدل النقد الفعلي للأداء.
  • الموظف يشوف العملية غير عادلة أو متحيزة.
  • الموظف يرد بشكل سلبي على التعليقات غير المواتية.
✅ طرق تجنّب المشاكل
  • اشوف الـ appraisal كـ فرصة لتطوير الموظف، مش مكافأة/عقاب.
  • الـ paperwork وسيلة، مش هدف.
  • الـ feedback يكون tactful and objective قدر الإمكان.
⚠️ سؤال امتحان 2025: "Which performance appraisal method consumes a lot of time?" — الإجابة: Essay method (Final 2025 Q56). وكمان: "The actual achievements compared with objectives = Job Performance" (Q55).
⚠️ سؤال امتحان 2025: "Which term refers to evaluating and improving employee performance?" — الإجابة: Performance Appraisal (Final 2025 Q49).
✅

True / False — من امتحانات حقيقية

10 أسئلة صح/غلط مأخوذة من امتحانات 2019 · 2021 · 2022 · 2025

سؤال 1 / 10 Midterm 2022
Recruitment is the process of developing qualities in human resources that will enable them to be more productive and thus contribute more to organizational goal attainment.
A
True
B
False
❌ False — الإجابة الصحيحة الجملة دي هي تعريف الـ Training مش الـ Recruitment.
تعريف الـ Recruitment الصح: "Is the initial attraction and screening of the supply of prospective human resources available to fill a position."
سؤال 2 / 10 Midterm 2022
A job description refers to the characteristics of the individual who should be hired for the job.
A
True
B
False
❌ False — الإجابة الصحيحة ده تعريف Job Specification مش Job Description.
Job Description = list of specific activities to be performed.
Job Specification = list of specific characteristics of the individual.
سؤال 3 / 10 Final 2021
Wikstrom's human resource inventory forms are meant to be used exclusively for filling managerial positions and cannot be used for filling nonmanagerial positions.
A
True
B
False
❌ False — الإجابة الصحيحة Wikstrom's forms ممكن تُستخدم لملء المناصب الـ nonmanagerial برضو — مش حكر على المديرين.
سؤال 4 / 10 Final 2025
The supply of individuals from which to recruit is continually changing, which means that at times, finding appropriate human resources will be much harder than at other times.
A
True
B
False
✅ True — الإجابة الصحيحة سوق العمل بيتغير باستمرار — أحياناً إيجاد الـ Appropriate HR بيكون أصعب من أوقات تانية. ده من الـ Slides عن "Knowing Sources of Human Resources".
سؤال 5 / 10 Final 2025
An organization that wants to retain an employee may need to assist that employee's spouse in his or her career development as well.
A
True
B
False
✅ True — الإجابة الصحيحة Modern management بتعترف إن الموظف الموهوب ممكن يرفض وظيفة أو يسيب المنظمة لو مرتّه/جوزه مش لاقي فرص. فالمنظمة ممكن تساعد في career development للزوج/الزوجة عشان تحتفظ بالموظف.
سؤال 6 / 10 Final 2021
Recruitment is the initial attraction and screening of the supply of prospective human resources available to fill a position.
A
True
B
False
✅ True — الإجابة الصحيحة ده التعريف الصح للـ Recruitment — "initial attraction and screening." لا تخلطه بالـ Training.
سؤال 7 / 10 Derived from Slides
Job analysis is a technique commonly used to gain understanding of the job with the aim of determining a job description and a job specification.
A
True
B
False
✅ True — الإجابة الصحيحة الـ Job Analysis هو الأداة الأساسية اللي من خلالها بنفهم طبيعة الوظيفة عشان نطلع منها الـ Job Description والـ Job Specification.
سؤال 8 / 10 Derived from Slides
The purpose of Training is to increase the productivity of employees by influencing their behavior.
A
True
B
False
✅ True — الإجابة الصحيحة ده نص التعريف من الـ Slides: "Purpose: To increase the productivity of employees by influencing their behavior."
سؤال 9 / 10 Derived from Slides
Performance Appraisal's purpose is to punish or reward employees for their performance.
A
True
B
False
❌ False — الإجابة الصحيحة ده من الـ Potential Weaknesses — النظرة الغلطة للـ Performance Appraisal.
الـ Purpose الصح: "To furnish feedback about how they can become more productive" — مش reward/punishment situation.
سؤال 10 / 10 Derived from Slides
Assessment Centers are actual physical locations where selection tests are conducted.
A
True
B
False
❌ False — الإجابة الصحيحة Assessment Centers هي program مش place! التعريف: "A program in which participants engage in a number of individual and group exercises constructed to simulate important activities." مش مكان مادي.
🎯

MCQ — من امتحانات حقيقية

20 سؤال اختياري من امتحانات 2019 · 2021 · 2022 · 2024 · 2025

سؤال 1 / 20 Final 2019 — Q4 (Training)
What are the four steps of Training? (Complete the missing steps — Step 1 is Determining Training Needs)
A
Design → Administer → Evaluate
B
Interview → Train → Evaluate
C
Select → Hire → Appraise
D
Plan → Implement → Review
✅ A — الإجابة الصحيحة الـ 4 خطوات: Determining Training Needs → Designing the program → Administering the program → Evaluating the program.
ليه B غلط: Interview مش خطوة في التدريب. ليه C غلط: Select وHire دي مراحل الـ Recruitment والـ Selection. ليه D غلط: Plan وImplement وReview غير دقيقة للمصطلحات الصح.
سؤال 2 / 20 Final 2019 — Q8
Explain the three types of records in Wikstrom Human Resource Inventory. Which record focuses on position-centered information?
A
Management Inventory Card
B
Position Replacement Form
C
Management Manpower Replacement Chart
D
Human Resource Inventory Card
✅ B — Position Replacement Form الـ Position Replacement Form هو الوحيد اللي بيركّز على الـ position-centered information — أما الـ Management Inventory Card فهي people-centered.
ليه A غلط: Management Inventory Card = people-centered (تاريخ الموظف ومستقبله). ليه C غلط: Management Manpower Replacement Chart = composite view عن كل المرشحين المهمين.
سؤال 3 / 20 Final 2021 — Q35
_______ is the initial attraction and screening of the supply of prospective human resources available to fill a position.
A
Onboarding
B
Promotion
C
Recruitment
D
Prospecting
E
Orientation
✅ C — Recruitment ده التعريف الحرفي للـ Recruitment من الـ Slides. "Initial attraction and screening" = أول خطوة في توفير الـ HR.
ليه A غلط: Onboarding هو إدخال الموظف الجديد للمنظمة بعد التوظيف. ليه B غلط: Promotion هي ترقية من الداخل. ليه D غلط: Prospecting مصطلح مش موجود في المنهج.
سؤال 4 / 20 Final 2021 — Q36
Which of the following items is likely to be found in a job specification?
A
job title
B
working conditions
C
equipment used
D
job summary
E
physical skills
✅ E — physical skills الـ Job Specification بتوصف خصائص الشخص — زي physical skills, educational qualifications, experience required.
أما الباقي (job title, working conditions, equipment used, job summary) دي من الـ Job Description اللي بتوصف الوظيفة نفسها.
سؤال 5 / 20 Midterm 2022 — Q28
Which of the following is the first step in providing appropriate human resources for an organization?
A
Selection
B
Orientation
C
Recruitment
D
Training
✅ C — Recruitment الـ Recruitment هو الخطوة الأولى (Step 1) في الـ 4 خطوات: Recruitment → Selection → Training → Performance Appraisal.
ليه A غلط: Selection هي الخطوة الثانية. ليه D غلط: Training هي الخطوة الثالثة — بعد ما الشخص ينضم للمنظمة.
سؤال 6 / 20 Midterm 2022 — Q29
Which of the following items is likely to be found in a job description?
A
physical effort needed
B
educational qualifications desired
C
experience required
D
job responsibilities
E
physical skills
✅ D — job responsibilities الـ Job Description = "list of specific activities to be performed" — وبيشمل job title, job summary, working conditions, equipment used, job responsibilities.
أما physical effort, educational qualifications, experience required, physical skills = Job Specification (خصائص الشخص).
سؤال 7 / 20 Midterm 2022 — Q30
_______ is an on-the-job training technique that involves direct critiquing of how well an individual is performing a job.
A
Programmed learning
B
Coaching
C
Lecturing
D
Position rotation
✅ B — Coaching Coaching = "Direct critiquing of how well an individual is performing a job." دي من تقنيات الـ On-The-Job training.
ليه D غلط: Position Rotation = نقل الموظف من وظيفة لوظيفة لفهم المنظمة ككل — مش نقد مباشر للأداء. ليه A غلط: Programmed learning = تقنية لنقل المعلومات (بدون مدرس)، مش لتطوير المهارات الوظيفية.
سؤال 8 / 20 Final 2025 — Q21
In HRM, what does the term "training and development" refer to?
A
Evaluating Employee Performance
B
Improving Workplace Decor
C
Enhancing Employee Skills and Knowledge
D
Assessing Compensation and Benefits
✅ C — Enhancing Employee Skills and Knowledge Training = "developing qualities in HR to be more productive." ده يترجم لـ Enhancing Skills and Knowledge.
ليه A غلط: Evaluating Performance = Performance Appraisal، مش Training.
سؤال 9 / 20 Final 2025 — Q30
In the context of the personnel function, what is the significance of job analysis?
A
Assessing Financial Resources
B
Evaluating Marketing Strategies
C
Defining Job Roles and Responsibilities
D
Improving Workplace
✅ C — Defining Job Roles and Responsibilities Job Analysis = "technique used to gain understanding of the job with aim of determining job description and job specification." ده بالضبط Defining Job Roles and Responsibilities.
سؤال 10 / 20 Final 2025 — Q33
Which HRM function is responsible for recruiting and selecting employees?
A
Compensation and Benefits
B
Employee Relations
C
Recruitment and Selection
D
Training and Development
✅ C — Recruitment and Selection السؤال مباشر جداً — الـ Recruitment and Selection هي الـ function المسؤولة عن استقطاب واختيار الموظفين.
سؤال 11 / 20 Final 2025 — Q45
Which of the following is a method used in group or organisational training needs assessment?
A
Consideration of current and projected changes
B
Rating scales
C
Interviews
D
Questionnaires
✅ A — Consideration of current and projected changes من الـ Slides، طرق تحديد Training Needs تشمل: evaluating production process, direct feedback from employees, و"Looking into the future" = considering current and projected changes.
ليه B/C/D: دي تقنيات Assessment Centers أو Performance Appraisal، مش Training Needs Assessment.
سؤال 12 / 20 Final 2025 — Q49
Which term refers to the process of evaluating and improving employee performance?
A
Compensation Management
B
Performance Appraisal
C
Employee Engagement
D
Succession Plan
✅ B — Performance Appraisal Performance Appraisal = "process of reviewing individuals' past productive activity to evaluate the contribution they have made." ده بالضبط evaluating and improving employee performance.
سؤال 13 / 20 Final 2025 — Q55
The actual achievements compared with the objectives of the job is _______.
A
Job Performance
B
Job evaluation
C
Job description
D
None of these
✅ A — Job Performance Job Performance = مقارنة الإنجازات الفعلية بأهداف الوظيفة. ده ارتباط مباشر بالـ Performance Appraisal.
ليه B غلط: Job evaluation = تقييم قيمة الوظيفة بالنسبة للأجر. ليه C غلط: Job description = قائمة بالأنشطة المطلوبة في الوظيفة.
سؤال 14 / 20 Final 2025 — Q56
Which performance appraisal method consumes a lot of time?
A
Essay method
B
Rating Scales
C
Critical incident
D
Tests and Observation
✅ A — Essay method الـ Essay method بيتطلب من المقيّم كتابة وصف تفصيلي عن أداء الموظف — وده بياخد وقت كتير مقارنة بالأساليب التانية.
سؤال 15 / 20 Derived from Slides — Training
Which of the following is an on-the-job training technique that involves moving an individual from job to job to increase their understanding of the organization?
A
Programmed learning
B
Coaching
C
Position rotation
D
Management games
✅ C — Position rotation الـ Position Rotation بيتم فيه نقل الموظف من وظيفة لأخرى عشان يفهم شغل المنظمة ككل، ودي واحدة من تقنيات الـ On-The-Job training.
ليه B غلط: Coaching هو توجيه مباشر للأداء الحالي. ليه A غلط: ده بيعتمد على نقل المعلومات بدون مدرس.
سؤال 16 / 20 Derived from Slides — Succession Planning
Succession planning is the process of outlining _______.
A
how to train new managers
B
who will follow whom in various organizational positions
C
how to evaluate employee performance
D
the organizational hierarchy for new employees
✅ B — who will follow whom in various organizational positions التعريف الحرفي من الـ Slides: "Succession planning is the process of outlining who will follow whom in various organizational positions." وده مرتبط بالـ Wikstrom HR Inventory.
سؤال 17 / 20 Derived from Slides — Affirmative Action
The purpose of the Affirmative Action Program is _______.
A
to enforce immigration laws
B
to reduce training costs
C
to eliminate barriers and increase opportunities for underutilized/disadvantaged individuals
D
to promote senior managers only
✅ C — eliminate barriers and increase opportunities التعريف الحرفي: "Is to eliminate barriers and increase opportunities for the purpose of increasing the utilization of underutilized and/or disadvantaged individuals."
سؤال 18 / 20 Derived from Slides — Selection Tools
Assessment Centers are _______.
A
physical locations for conducting interviews
B
programs in which participants engage in exercises to simulate organizational activities
C
government agencies for employee assessment
D
departments within HR for payroll processing
✅ B — programs (not places!) التعريف: "A program (not a place) in which participants engage in individual and group exercises constructed to simulate important activities at the organizational levels to which they aspire."
ليه A غلط: Assessment Centers مش مكان مادي — ده من أكتر الأخطاء الشائعة في هذا الموضوع.
سؤال 19 / 20 Derived from Slides — PA Purpose
The purpose of Performance Appraisal is to _______.
A
reward high performers and punish low performers
B
complete required paperwork for compliance
C
furnish feedback to help employees become more productive and useful
D
determine the organizational hierarchy
✅ C — furnish feedback to become more productive التعريف الحرفي: "To furnish feedback to organization members about how they can become more productive and useful to the organization in its quest for quality."
ليه A غلط: ده من الـ Potential Weaknesses — النظرة الخاطئة للـ PA. ليه B غلط: الـ Slides بتقول الـ paperwork "should be viewed only as an aid," مش الهدف في حد ذاته.
سؤال 20 / 20 Derived from Slides — HR Steps Order
What is the correct order of steps in providing Human Resources?
A
Selection → Recruitment → Training → Performance Appraisal
B
Training → Selection → Recruitment → Performance Appraisal
C
Recruitment → Selection → Training → Performance Appraisal
D
Recruitment → Training → Selection → Performance Appraisal
✅ C — Recruitment → Selection → Training → Performance Appraisal ده ترتيب الـ 4 خطوات الأساسية من الـ Slides. الخطوتان الأوليان (Recruitment + Selection) قبل الانضمام، والخطوتان الأخيرتان (Training + Performance Appraisal) بعد الانضمام.
📋

Cheat Sheet — ملخص سريع

كل المصطلحات الأساسية في مكان واحد.

🔑 Core Definitions

Appropriate HR
Individuals who make a valuable contribution to goal attainment.
Recruitment
Initial attraction & screening of prospective HR to fill a position.
Selection
Choosing one individual to hire from all those recruited.
Training
Developing qualities to increase productivity & contribute to goals.
Performance Appraisal
Reviewing past activity to evaluate contribution to objectives.
Succession Planning
Outlining who will follow whom in organizational positions.

📊 Wikstrom Records

Inventory Card
Employee history + future use. People-centered.
Replacement Form
Position-centered information (not people).
Replacement Chart
Composite view of significant individuals for HR planning.

⚖️ Legal

EEOC
Enforces anti-discrimination laws in employment.
Affirmative Action
Eliminate barriers, increase opportunities for disadvantaged.

🎓 Training Techniques

Lectures
One-way info transfer. Adv: max info. Disadv: no practice.
Programmed Learning
No human instructor. Own pace. Adv: immediate feedback.
Coaching (OTJ)
Direct critiquing of job performance.
Position Rotation (OTJ)
Moving job to job to understand whole organization.
Mgmt Games (Class)
Small groups make & evaluate management decisions.
Role-playing (Class)
Acting out people-oriented problems.

🧪 Selection Tools

Aptitude Tests
Measure potential (general intelligence, mechanical, visual).
Achievement Tests
Measure current skill level (e.g., typing test).
Vocational Interest Tests
Measure interest in various kinds of jobs.
Personality Tests
Describe emotional maturity, honesty, objectivity.
Assessment Centers
PROGRAM (not place!) with simulated exercises.
🃏

Flashcards — اضغط لقلب الكارت

مراجعة سريعة على المصطلحات الأساسية.

What is Recruitment?
click to reveal
Initial attraction & screening of prospective HR to fill a position.
What is Selection?
click to reveal
Choosing one individual to hire from all who were recruited.
Job Description vs Job Specification?
click to reveal
Description = activities of the JOB. Specification = characteristics of the PERSON.
3 Wikstrom Records?
click to reveal
1. Management Inventory Card (people) 2. Position Replacement Form (position) 3. Replacement Chart (composite)
4 Steps of Training?
click to reveal
1. Determining Needs → 2. Designing → 3. Administering → 4. Evaluating
Purpose of Performance Appraisal?
click to reveal
To furnish feedback so employees can become more productive — NOT reward/punishment!
What is an Assessment Center?
click to reveal
A PROGRAM (not a place!) with simulated individual & group exercises. Assessed by trained managers.
What is Coaching?
click to reveal
On-the-job technique = direct critiquing of how well an individual is performing.
What is EEOC?
click to reveal
Equal Employment Opportunity Commission — enforces anti-discrimination laws in all employment practices.
What is Succession Planning?
click to reveal
Outlining who will follow whom in various organizational positions.
Advantage of Lectures?
click to reveal
Exposes trainees to maximum information in a given time period.
Advantage of Programmed Learning?
click to reveal
Learn at own pace + immediate feedback (right/wrong) + active participation.