FBLA HUMAN RESOURCE
MANAGEMENT QUESTIONS AND
ANSWERS WITH SOLUTIONS 2024
Task Analysis - 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 - ANSWER means having a person learn a profession by actually doing it
Computer-Based Training - ANSWER refers to training methods that use interactive computer-based
systems to increase knowledge or skills
Rebranding a Hotel - ANSWER establishing a new hotel by employing the same staff and management
structure but with a new moral code
Job Analysis - 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 - ANSWER a list of a job's duties, responsibilities, reporting relationships, working
conditions, and supervisory responsibilities—one product of a job analysis
Job Specifications - 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 - ANSWER to continue to do something; to keep busy with something
reactivity
BrE /ˌriːækˈtɪvɪti/ ; NAmE /ˌriːækˈtɪvɪti/ - ANSWER the degree to which something reacts or is likely to
react
chronological
,BrE /ˌkrɒnəˈlɒdʒɪkl/ ; NAmE /ˌkrɑːnəˈlɑːdʒɪkl/ - ANSWER (of a number of events) arranged in the order in
which they happened
incumbent
BrE /ɪnˈkʌmbənt/ ; NAmE /ɪnˈkʌmbənt/ - ANSWER a person who has an official position
Job Summary/Job Description - ANSWER - general nature of the job
- major functions/activities
Job Identification/Job Description - ANSWER job title
FLSA status section
preparation date
preparer
Relationships - ANSWER reports to:
supervises:
works with:
outside the company:
Responsibilities and Duties - ANSWER major responsibilities and duties (essential functions)
decision-making authority
,direct supervision
budgetary limitations
Writing Job Descriptions - 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 - 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 - ANSWER (of a product) not designed or made to order but taken from existing stock or
supplies.
viable
BrE /ˈvaɪəbl/ ; NAmE /ˈvaɪəbl/ - ANSWER that can be done; that will be capable of developing and
surviving independently
e.g. viable candidates
Personnel Planning - ANSWER the process of determining an organization's human resource needs
Succession Planning - 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) - 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/ - ANSWER a new plan for dealing with a particular problem or for
achieving a particular purpose
institutionalize
BrE /ˌɪnstɪˈtjuːʃənəlaɪz/ ; NAmE /ˌɪnstɪˈtuːʃənəlaɪz/ - 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
MANAGEMENT QUESTIONS AND
ANSWERS WITH SOLUTIONS 2024
Task Analysis - 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 - ANSWER means having a person learn a profession by actually doing it
Computer-Based Training - ANSWER refers to training methods that use interactive computer-based
systems to increase knowledge or skills
Rebranding a Hotel - ANSWER establishing a new hotel by employing the same staff and management
structure but with a new moral code
Job Analysis - 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 - ANSWER a list of a job's duties, responsibilities, reporting relationships, working
conditions, and supervisory responsibilities—one product of a job analysis
Job Specifications - 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 - ANSWER to continue to do something; to keep busy with something
reactivity
BrE /ˌriːækˈtɪvɪti/ ; NAmE /ˌriːækˈtɪvɪti/ - ANSWER the degree to which something reacts or is likely to
react
chronological
,BrE /ˌkrɒnəˈlɒdʒɪkl/ ; NAmE /ˌkrɑːnəˈlɑːdʒɪkl/ - ANSWER (of a number of events) arranged in the order in
which they happened
incumbent
BrE /ɪnˈkʌmbənt/ ; NAmE /ɪnˈkʌmbənt/ - ANSWER a person who has an official position
Job Summary/Job Description - ANSWER - general nature of the job
- major functions/activities
Job Identification/Job Description - ANSWER job title
FLSA status section
preparation date
preparer
Relationships - ANSWER reports to:
supervises:
works with:
outside the company:
Responsibilities and Duties - ANSWER major responsibilities and duties (essential functions)
decision-making authority
,direct supervision
budgetary limitations
Writing Job Descriptions - 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 - 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 - ANSWER (of a product) not designed or made to order but taken from existing stock or
supplies.
viable
BrE /ˈvaɪəbl/ ; NAmE /ˈvaɪəbl/ - ANSWER that can be done; that will be capable of developing and
surviving independently
e.g. viable candidates
Personnel Planning - ANSWER the process of determining an organization's human resource needs
Succession Planning - 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) - 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/ - ANSWER a new plan for dealing with a particular problem or for
achieving a particular purpose
institutionalize
BrE /ˌɪnstɪˈtjuːʃənəlaɪz/ ; NAmE /ˌɪnstɪˈtuːʃənəlaɪz/ - 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
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