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. Schein - concept where career decisions based on talents - motives and values; your 'anchors' or comfort zone.






2. 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






3. Gen X - technology savy - self-reliant - global - 2 income families; Baby Boomers - stable in career - balanced life - distrustful of govt / authority






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






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

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






7. Where at least 2 levels of mgmt review employees and their candidacy for positions.






8. 1. Identify Corporate Mission;2. What are future needs;3. What is it really like?;4. Analyze gaps;5. Design learning strategy;6. Evaluate and measure;7. Improve






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






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






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






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

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






14. Taks Analysis - job->tasks->steps;Performance Gap Analysis- past - present - future;Content Analysis - subject matter;Competency assessment - by skillset






15. Summary statement - often with a resume - that highlights a person's work history and skills.






16. Process to ensure continuity in key leadership positions.






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






18. Does the measurement measure what it was intended to measure?






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

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20. Explain the how and what of career choice; Roe - Holland - psychodynamic






21. Identies development needs of current and future leaders.






22. Analysis that is conducted to understand target population - demographics; all prior to job analslys - training or other interventions.






23. All duties and tasks done for a single job; KSAs required and resources needed.






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






25. Examine a single task within a job and break down into 2+ steps; time consuming; lots of detail.






26. Identifies past - present and future performance gaps.






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






28. A variety of exercises including oral - simulations - interview simulations - etc...






29. DECIDES - a rational decision making process with 7 steps: Define - Establish an plan - Clarify values - Identify Alteratives - Discover potential outcomes - Eliminate alternatives - Start action

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






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






32. Modeling - awareness programs - training - desensitization






33. Leverages concepts from psychology; scientific approach to career decision-making based on behaviors.






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






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






36. Affect success of the organization; improve the bottom line.






37. Hire - fire - promote - demote - lateral move






38. First step in building a strategic plan; values critical to the organization.






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






40. Breaks occpations into 8 groups of service and 6 descision levels; basis for tests to determine best career choice.

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41. 1. Analysis; 2. Synthesis; 3 Diagnose; 4. Pronosis; 5. Councel; 6. Follow up

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42. Identifying key positions and candidates to meet short and long term timeframes; identify needs of candidates; Who is qualified? Who is ready?






43. Career development practice - more experienced person shares wisdom/experience to a protege. Three types: one-on-one - group - virtual






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






45. Increased functional knowledge - build new skill sets - exposure to entire operation; formal program






46. Activiites that ensure an organization can meet its goals; the right people in the right place at the right time.






47. 360-feedback; development plans; simulations






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






49. How a company views their world - their value system

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