Organization of staff assessment in the organization of

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Organizatsiya otsenki personala v organizatsii test, 25 voprosov.

Vam neobkhodimo vybrat' tol'ko odin pravil'nyy otvet.

• Personal organizatsii - eto:

a) trudosposobnaya chast' naseleniya strany;

b) lichnyy sostav organizatsii, ob"yedinennyy po professional'nym ili drugim priznakam, vypolnyayushchiy proizvodstvennyye ili upravlencheskiye funktsii;

v) yuridicheski oformlennaya chast' rabotnikov organizatsii, vypolnyayushchaya upravlencheskiye operatsii.

• Mnogovariantnaya prorabotka predlozheniy po formirovaniyu sistemy otsenki personala i vybor naiboleye ratsional'nogo varianta dlya konkretnykh usloviy proizvodstva – eto:

a) printsip operativnosti;

b) printsip prostaty;

v) printsip optimal'nosti;

g) printsip kompleksnosti postroyeniya sistemy upravleniya personalom organizatsii.

• Metod postroyeniya sistemy upravleniya personalom, pozvolyayushchiy izuchit' vliyaniye na formirovaniye sistemy upravleniya personalom kazhdogo faktora v otdel'nosti, isklyuchaya deystviye drugikh faktorov – eto:

a) metod sravneniy;

b) dinamicheskiy metod;

v) metod posledovatel'noy podstanovki.

• Opredelennyy rod trudovoy deyatel'nosti, zanyatiy, trebuyushchikh opredelennoy podgotovki:
• spetsial'nost';
• professiya;
• kvalifikatsiya.

• Metody upravleniya, kotoryye osnovyvayutsya na otnosheniyakh yedinonachaliya, distsipliny i otvetstvennosti, osushchestvlyayutsya v forme organizatsionnogo i rasporyaditel'nogo vozdeystviya:

a) administrativnyye;

b) organizatsionnyye;

v) sotsial'no-psikhologicheskiye metody upravleniya.

• Sbalansirovat' prava, obyazannosti i otvetstvennost' po kazhdoy dolzhnosti; ustranit' dublirovaniye po otdel'nym funktsiyam upravleniya; uporyadochit' informatsionnyye potoki v organizatsii; obespechit' effektivnoye upravleniye personalom organizatsii pozvolyayet:

a) dolzhnostnaya instruktsiya;

b) kollektivnyy dogovor;

v) polozheniye o podrazdelenii;

g) sluzhebnyy kontrakt.

• Kontseptsiya mnogoprofil'nogo obucheniya oriyentirovana:
• na segodnyashniy den' ili blizhaysheye budushcheye i imeyet otnosheniye k sootvetstvuyushchemu rabochemu mestu;
• na razvitiye chelovecheskikh kachestv, zalozhennykh prirodoy ili priobretennykh im v prakticheskoy deyatel'nosti;
• na povysheniye vnutriproizvodstvennoy i vneproizvodstvennoy mobil'nosti rabotnika.

• Sootvetstviye sistemy otsenki personala peredovym zarubezhnym i otechestvennym analogam – eto:

a) printsip perspektivnosti;

b) printsip progressivnosti;

v) printsip nauchnosti;

g) printsip prozrachnosti postroyeniya sistemy upravleniya personalom organizatsii.

• Vremennyye rabotniki organizatsii – eto rabotniki, prinyatyye na srok:

a) boleye odnogo goda;

b) do shesti mesyatsev;

v) do dvukh mesyatsev.

• Vid sobesedovaniya po naymu, pri podgotovke kotorogo zaraneye ogovarivayetsya spisok voprosov i v dal'neyshem ot nego ne otklanyayutsya – eto:

a) sobesedovaniye provodimoye po skheme;

b) sobesedovaniye provodimoye ne po skheme;

v) sobesedovaniye slaboformalizovannoye.

• Protsess prisposobleniya organizma k novym dlya nego usloviyam funktsionirovaniya – eto:

a) vklyucheniye novichka;

b) adaptatsiya;

v) attestatsiya.

• Adaptatsiya novogo rabotnika k usloviyam truda, rezhimu raboty i otdykha, zavisyashchaya v bol'shey mere ot zdorov'ya cheloveka, yego yestestvennykh reaktsiy – eto:

a) professional'naya adaptatsiya;

b) psikhofiziologicheskaya adaptatsiya;

v) sotsial'no-psikhologicheskaya adaptatsiya.

• Funktsiya attestatsii personala, sushchnost' kotoroy sostoit v tom, chto na osnove otsenki reshayutsya voprosy, svyazannyye s povysheniyem ili ponizheniyem po sluzhbe, s prekrashcheniyem sushchestvuyushchego ili zaklyucheniyem novogo kontrakta:

a) informatsionnaya;

b) administrativnaya;

v) motivatsionnaya.

• Nabor naiboleye vazhnykh polozheniy, primenyayemykh chlenami organizatsii i poluchayushchikh vyrazheniye v zayavlyayemykh organizatsiy tsennostyakh i normakh, dayushchikh

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