Test your basic knowledge |

Career Planning And Talent Management

Subject : soft-skills
Instructions:
  • Answer 50 questions in 15 minutes.
  • If you are not ready to take this test, you can study here.
  • Match each statement with the correct term.
  • Don't refresh. All questions and answers are randomly picked and ordered every time you load a test.

This is a study tool. The 3 wrong answers for each question are randomly chosen from answers to other questions. So, you might find at times the answers obvious, but you will see it re-enforces your understanding as you take the test each time.
1. I - reaction of student; II - increased learning/knowledge; III - behavior improvement; IV - effect on business based on trainee performance

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2. Intimate - < 18'; Personal - 18' to 4'; Social - 4' to 12'; Public - 12' +






3. Analyze organization - values and culture of organization; Cost benefit analysis - is the effort worth the cost?; Audience analysis - who is the target?; Environmental analysis - SWOT






4. Martson; Uses 4 dimensions: Dominance - Influence - Supportiveness - Conscientiousness






5. Super; Ginzberg - starting at 18....; Trait-and-factor; Personality / topology (Roe - Holland)






6. Individual Development Plans; Plans for improvement on the current job or job advancement; usually integrated with a performance appraisal.






7. Top down - pool identified - managers recommend; Bottom up - manager names successors to positions; career plan - internal growth; Market driven - hire-away from competitors; Future driven - hire to future needs which have been identified






8. Building career and career opportunities; continuing to improve KSAs; career exploration.

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9. Contract - temp - job sharing - OT - outsourcing






10. Explain duties of the job but do not get into specific tasks.






11. A questionnaire that asks people - bosses - direct reports - peers - customers - how well a manage performs in any number of areas.






12. Determine future of organization in terms of career development; realistic vision; link present and future possibilities.






13. An individuals approach to learning; way they feel - behave - info they posess.






14. Accents; Gross translation errors; Nuance - no similar command of the same language






15. 360-feedback; development plans; simulations






16. People must be respnsible for their own development;Executives support and develop; organization provides opportunities

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17. Lack of bias.






18. Degree to which one's position / status is viewed.

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19. Identies development needs of current and future leaders.






20. Tool to predict career success and choice; identifies what motivates a person.






21. Proxemity; space relationship between people

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22. Ability to repeat the same measurement the same way over time.






23. Type of ROI - used to prove an intervention generated financial benefit.






24. Less accurate way picturing a person's personalitiy; found on internet sites.






25. Testing based on one's core values; allign to career choice






26. Knowledge - Skills - Attitude (or Ability); Bloom's taxonomy






27. Climb-the-ladder (traditional); spiral - consultants - transfers kills from one industry to another; attend workshops.






28. Learner centered; informal; impersonal






29. Matches individuals to their best career choice through interviews and 6 types of work environments; People flourish in environments similar to their personalty traits: realistic (physical strength) - investigative (ideas and thoughts) - artistic (se

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30. Race - age - gender - generational - ethnicity






31. Human Resource Development. The organized education and learning offered by employers.






32. Americans with Disability Act; Prohibits discrimation; right for consideration but doesn't guarantee the job.






33. Adults need to be involved in planning their instruction;Experience provides basis for learning;Must have immediate relevance to their jobs;Problem centered






34. Identifies all skill and knowledge gaps and skills and required knowledge to meet future workforce needs.






35. Concept to be used in instructional methods; motivate user by having them see the benefit they will derive.






36. Divid job into required competencies or skills: mgrial/admin - supervisory - functional






37. By National Career Development Association; ethical standards for a professional; Career dev theory; Counseling skills; assessments; information / resources; management of program; Diversity; Supervision; Ethical and legal; Evaluation; Technology






38. Starting at age 18 - people move from career exploration through events (including education) to a specific career path.

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39. Revolve around KSAs; organization identifies competancies required; part of succession planning; tests - interviews - etc..






40. Part of succession planning; identify successors and ability to move up.






41. Resource for career exploration; person seeking career change asks questions.






42. Done by in-line manager; regular (1 per year); short/long term career objectives; relevant skills/training






43. Process to ensure continuity in key leadership positions.






44. 'Adult Learning';Malcolm Knowles - how people learn: self-concept - prior experience - readiness to learn - orientation to learning - motiviation to learn.






45. Major responsibilities of a deparment with specific outcomes to customers (internal & external)






46. Helps establish HRD strategic plan - determine organizational strents and weanesseses (internal and external)






47. Testing based on a person's interests; allign to career choice






48. More traditional; teacher focused; Japanese culture; formal






49. Pre-analysis (organization - cost-benefit - etc..); Analysis completed; Project plan - prioritize titles/functions - develop implementation strategy






50. Strenths - Weaknesses - Opportunities - Threats; Analysis tool - part of strategic planning; identify factors within and outside an organization.