10.FBLA HUMAN RESOURCE MANAGEMENT REVISION TEST WITH
CERTIFIED ANSWERS
Task analysis - correct answer the systematic identification of the fundamental elements of a
job, and examination of knowledge and skills required for the job's performance; used for
developing institutional objectives, training programs, and evaluation tools
On-the-job (otj) training - correct answer means having a person learn a profession by actually
doing it
Computer-based training - correct answer refers to training methods that use interactive
computer-based systems to increase knowledge or skills
Rebranding a hotel - correct answer establishing a new hotel by employing the same staff and
management structure but with a new moral code
Job analysis - correct answer the procedure for determining the duties and skill requirements of
a particular job and the kind of person who should be hired for it
Job description - correct answer a list of a job's duties, responsibilities, reporting relationships,
working conditions, and supervisory responsibilities—one product of a job analysis
Job specifications - correct answer a list of a job's "human requirements," i.e. The necessary
education, skills, personality, and so on—another product of a job analysis
Go about something - correct answer to continue to do something; to keep busy with
something
Reactivity
Bre /ˌriːækˈtɪvɪti/ ; name /ˌriːækˈtɪvɪti/ - correct answer the degree to which something reacts or
is likely to react
Chronological
Bre /ˌkrɒnəˈlɒdʒɪkl/ ; name /ˌkrɑːnəˈlɑːdʒɪkl/ - correct answer (of a number of events) arranged
in the order in which they happened
Incumbent
Bre /ɪnˈkʌmbənt/ ; name /ɪnˈkʌmbənt/ - correct answer a person who has an official position
Job summary/job description - correct answer - general nature of the job
- major functions/activities
Job identification/job description - correct answer job title
,flsa status section
preparation date
preparer
Relationships - correct answer reports to:
supervises:
works with:
outside the company:
Responsibilities and duties - correct answer major responsibilities and duties (essential
functions)
decision-making authority
direct supervision
budgetary limitations
Writing job descriptions - correct answer 1. Decide on a plan
2. Develop an organization chart
3. Use a simplified job analysis questionnaire
4. Obtain list of job duties from occupational information network (o*net)
,5. Compile the job's human requirements from o*net
6. Finalize the job description
Writing job specifications - correct answer 1. Analyze the job and decide how to guage job
performance.
2. Select personal traits that you believe should predict successful performance.
3. Test candidates for these traits.
4. Measure the candidates' subsequent job performance.
5. Statistically analyze the relationship between the human traits and job performance.
6. Finalize the job specifications
Off-the-shelf - correct answer (of a product) not designed or made to order but taken from
existing stock or supplies.
Viable
Bre /ˈvaɪəbl/ ; name /ˈvaɪəbl/ - correct answer that can be done; that will be capable of
developing and surviving independently
E.g. Viable candidates
Personnel planning - correct answer the process of determining an organization's human
resource needs
Succession planning - correct answer the process for identifying and developing new leaders
who can replace old leaders when they retire or die
, Scatter plot (also called a scatter graph, scatter chart, scattergram, or scatter diagram) - correct
answer a graph in which the values of two variables are plotted along two axes, with the
pattern of the resulting points revealing any correlation present
Initiative
Bre /ɪˈnɪʃətɪv/ ; name /ɪˈnɪʃətɪv/ - correct answer a new plan for dealing with a particular
problem or for achieving a particular purpose
Institutionalize
Bre /ˌɪnstɪˈtjuːʃənəlaɪz/ ; name /ˌɪnstɪˈtuːʃənəlaɪz/ - correct answer * institutionalize somebody :
To send somebody who is not capable of living independently to live in a special building (= an
institution) especially when it is for a long period of time
* institutionalize something:
To make something become part of an organized system, society or culture, so that it is
considered normal
Metrics
Bre /ˈmetrɪks/ ; name /ˈmetrɪks/ - correct answer a set of statistics used for measuring
something, especially results that show how well a business, school, computer program, etc. Is
doing
Centralize
Bre /ˈsentrəlaɪz/ ; name /ˈsentrəlaɪz/ - correct answer centralize something
To give the control of a country or an organization to a group of people in one particular place
Foreknowledge
Bre /fɔːˈnɒlɪdʒ/ ; name /fɔːrˈnɑːlɪdʒ/ - correct answer knowledge of something before it
happens
Discontent
Bre /ˌdɪskənˈtent/ ; name /ˌdɪskənˈtent/ - correct answer discontent (at/over/with something) a
feeling of being unhappy because you are not satisfied with a particular situation; something
that makes you have this feeling
Inbreeding
Bre /ˈɪnbriːdɪŋ/ ; name /ˈɪnbriːdɪŋ/ - correct answer breeding between closely related people or
animals
The status quo
CERTIFIED ANSWERS
Task analysis - correct answer the systematic identification of the fundamental elements of a
job, and examination of knowledge and skills required for the job's performance; used for
developing institutional objectives, training programs, and evaluation tools
On-the-job (otj) training - correct answer means having a person learn a profession by actually
doing it
Computer-based training - correct answer refers to training methods that use interactive
computer-based systems to increase knowledge or skills
Rebranding a hotel - correct answer establishing a new hotel by employing the same staff and
management structure but with a new moral code
Job analysis - correct answer the procedure for determining the duties and skill requirements of
a particular job and the kind of person who should be hired for it
Job description - correct answer a list of a job's duties, responsibilities, reporting relationships,
working conditions, and supervisory responsibilities—one product of a job analysis
Job specifications - correct answer a list of a job's "human requirements," i.e. The necessary
education, skills, personality, and so on—another product of a job analysis
Go about something - correct answer to continue to do something; to keep busy with
something
Reactivity
Bre /ˌriːækˈtɪvɪti/ ; name /ˌriːækˈtɪvɪti/ - correct answer the degree to which something reacts or
is likely to react
Chronological
Bre /ˌkrɒnəˈlɒdʒɪkl/ ; name /ˌkrɑːnəˈlɑːdʒɪkl/ - correct answer (of a number of events) arranged
in the order in which they happened
Incumbent
Bre /ɪnˈkʌmbənt/ ; name /ɪnˈkʌmbənt/ - correct answer a person who has an official position
Job summary/job description - correct answer - general nature of the job
- major functions/activities
Job identification/job description - correct answer job title
,flsa status section
preparation date
preparer
Relationships - correct answer reports to:
supervises:
works with:
outside the company:
Responsibilities and duties - correct answer major responsibilities and duties (essential
functions)
decision-making authority
direct supervision
budgetary limitations
Writing job descriptions - correct answer 1. Decide on a plan
2. Develop an organization chart
3. Use a simplified job analysis questionnaire
4. Obtain list of job duties from occupational information network (o*net)
,5. Compile the job's human requirements from o*net
6. Finalize the job description
Writing job specifications - correct answer 1. Analyze the job and decide how to guage job
performance.
2. Select personal traits that you believe should predict successful performance.
3. Test candidates for these traits.
4. Measure the candidates' subsequent job performance.
5. Statistically analyze the relationship between the human traits and job performance.
6. Finalize the job specifications
Off-the-shelf - correct answer (of a product) not designed or made to order but taken from
existing stock or supplies.
Viable
Bre /ˈvaɪəbl/ ; name /ˈvaɪəbl/ - correct answer that can be done; that will be capable of
developing and surviving independently
E.g. Viable candidates
Personnel planning - correct answer the process of determining an organization's human
resource needs
Succession planning - correct answer the process for identifying and developing new leaders
who can replace old leaders when they retire or die
, Scatter plot (also called a scatter graph, scatter chart, scattergram, or scatter diagram) - correct
answer a graph in which the values of two variables are plotted along two axes, with the
pattern of the resulting points revealing any correlation present
Initiative
Bre /ɪˈnɪʃətɪv/ ; name /ɪˈnɪʃətɪv/ - correct answer a new plan for dealing with a particular
problem or for achieving a particular purpose
Institutionalize
Bre /ˌɪnstɪˈtjuːʃənəlaɪz/ ; name /ˌɪnstɪˈtuːʃənəlaɪz/ - correct answer * institutionalize somebody :
To send somebody who is not capable of living independently to live in a special building (= an
institution) especially when it is for a long period of time
* institutionalize something:
To make something become part of an organized system, society or culture, so that it is
considered normal
Metrics
Bre /ˈmetrɪks/ ; name /ˈmetrɪks/ - correct answer a set of statistics used for measuring
something, especially results that show how well a business, school, computer program, etc. Is
doing
Centralize
Bre /ˈsentrəlaɪz/ ; name /ˈsentrəlaɪz/ - correct answer centralize something
To give the control of a country or an organization to a group of people in one particular place
Foreknowledge
Bre /fɔːˈnɒlɪdʒ/ ; name /fɔːrˈnɑːlɪdʒ/ - correct answer knowledge of something before it
happens
Discontent
Bre /ˌdɪskənˈtent/ ; name /ˌdɪskənˈtent/ - correct answer discontent (at/over/with something) a
feeling of being unhappy because you are not satisfied with a particular situation; something
that makes you have this feeling
Inbreeding
Bre /ˈɪnbriːdɪŋ/ ; name /ˈɪnbriːdɪŋ/ - correct answer breeding between closely related people or
animals
The status quo
