FBLA Human Resource Management Questions and Answers 100% correct

FBLA Human Resource Management Questions and Answers 100% correct Task Analysis 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 means having a person learn a profession by actually doing it Computer-Based Training refers to training methods that use interactive computer-based systems to increase knowledge or skills Rebranding a Hotel establishing a new hotel by employing the same staff and management structure but with a new moral code Job Analysis 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 a list of a job's duties, responsibilities, reporting relationships, working conditions, and supervisory responsibilities—one product of a job analysis Job Specifications 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 to continue to do something; to keep busy with something reactivity BrE /ˌriːækˈtɪvɪti/ ; NAmE /ˌriːækˈtɪvɪti/ the degree to which something reacts or is likely to react chronological BrE /ˌkrɒnəˈlɒdʒɪkl/ ; NAmE /ˌkrɑːnəˈlɑːdʒɪkl/ (of a number of events) arranged in the order in which they happened incumbent BrE /ɪnˈkʌmbənt/ ; NAmE /ɪnˈkʌmbənt/ a person who has an official position Job Summary/Job Description - general nature of the job - major functions/activities Job Identification/Job Description job title FLSA status section preparation date preparer Relationships reports to: supervises: works with: outside the company: Responsibilities and Duties major responsibilities and duties (essential functions) decision-making authority direct supervision budgetary limitations Writing Job Descriptions 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 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 (of a product) not designed or made to order but taken from existing stock or supplies. viable BrE /ˈvaɪəbl/ ; NAmE /ˈvaɪəbl/ that can be done; that will be capable of developing and surviving independently e.g. viable candidates Personnel Planning the process of determining an organization's human resource needs Succession Planning 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) 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/ a new plan for dealing with a particular problem or for achieving a particular purpose