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. Analysis that is conducted to understand target population - demographics; all prior to job analslys - training or other interventions.
Learning Style
360-Degree Feedback Evaluation
Performance Gap Analysis
Audience Analysis


2. 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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3. Does the measurement measure what it was intended to measure?
Task Analysis
KSA
Validity
Vocational testing


4. Part of succession planning; identify successors and ability to move up.
Human Resource Audit
Career Anchors Theory
SWOT
Leadership Assessment


5. Identifies all skill and knowledge gaps and skills and required knowledge to meet future workforce needs.
Strategic Planning
ADA
Workforce Plan
Key tenets in an organization's support of management development programs


6. Increased functional knowledge - build new skill sets - exposure to entire operation; formal program
Job Functions
An organization include more diverse people through implementing programs such as...
What are some benefits of job-rotations?
Succession Planning


7. Individual Development Plans; Plans for improvement on the current job or job advancement; usually integrated with a performance appraisal.
Personality / Topology Theories
Kirkpatric's 4 Levels of Evaluation
What areas does Diversity include?
IDPs


8. 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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9. Revolve around KSAs; organization identifies competancies required; part of succession planning; tests - interviews - etc..
Audience Analysis
What is a competancy assessment?
Competancy Assessment
Implications for multiple languages?


10. Martson; Uses 4 dimensions: Dominance - Influence - Supportiveness - Conscientiousness
Validity
Performance Gap Analysis
Reliability
DiSC Personality Profile


11. Type of ROI - used to prove an intervention generated financial benefit.
Job Descriptions
Steps to Job Analysis
What is meant by 'life long learning'?
Cost-Benefit Analysis


12. Hire - fire - promote - demote - lateral move
Traditional job movements
Environmental Analysis
Psychodynamic Theory
Learning Style


13. Williamson; approach to career decision making.; Trait - can be measured; intellegence; Factor - characteristic required to be successful; a score
Trait and Factor Counceling
Analysis performed BEFORE Job Analysis (4)
Multi-rater Feedback
Kirkpatric's 4 Levels of Evaluation


14. 360-feedback; development plans; simulations
List types of assessment tools.
Values driven testing
Performance Gap Analysis
What are types of succession planning approaches?


15. Taks Analysis - job->tasks->steps;Performance Gap Analysis- past - present - future;Content Analysis - subject matter;Competency assessment - by skillset
Non-traditional job movements
Career counceling
4 Types of Job Analysis
Key tenets in an organization's support of management development programs


16. Proxemity; space relationship between people

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17. More traditional; teacher focused; Japanese culture; formal
Williamson's 6 Steps in Career Counceling
High-Power Distance
KSA
IDPs


18. Accents; Gross translation errors; Nuance - no similar command of the same language
Human Capital
Implications for multiple languages?
How could you collect data for Job Analysis?
Competancy Assessment


19. Explain duties of the job but do not get into specific tasks.
Workfocre Planning
Career Advising
Job Descriptions
What are the U.S. space distances?


20. Career development theory; DE Super; careers move thru 5 phases from childhood to adulthood.
According to Malcolm Knowles - how do people learn?
Behavioral Career Counceling
Non-traditional job movements
Super Development Framework


21. All tools of succession planning. ; Assessments; Training; Mentoring/coaching; Job-rotation; OJT
Assessment Center
Types of Leadership Programs
Psychodynamic Theory
Vocational testing


22. Summary statement - often with a resume - that highlights a person's work history and skills.
What areas does Diversity include?
Fairness
Workforce Plan
Career Profile


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

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24. Strenths - Weaknesses - Opportunities - Threats; Analysis tool - part of strategic planning; identify factors within and outside an organization.
7 Steps in Workforce Planning
SWOT
Personal assessment and the market?
List types of assessment tools.


25. 'Adult Learning';Malcolm Knowles - how people learn: self-concept - prior experience - readiness to learn - orientation to learning - motiviation to learn.
Fairness
Succession Planning
Andragogy
High-Power Distance


26. An individuals approach to learning; way they feel - behave - info they posess.
Job Descriptions
Learning Style
Coaching
Multiple modalities


27. Race - age - gender - generational - ethnicity
An organization include more diverse people through implementing programs such as...
Values driven testing
Informational Interview
What areas does Diversity include?


28. Tool to predict career success and choice; identifies what motivates a person.
DiSC Personality Profile
Key tenets in an organization's support of management development programs
How does workforce planning differ from strategic planning?
Psychodynamic Theory


29. Done by a professional; several times in a career; broad occupational interests
Leadership Assessment
Career Profile
Informational Interview
Career counceling


30. Ability to repeat the same measurement the same way over time.
HRD
Reliability
What is a competancy assessment?
WIIFM


31. Testing based on one's core values; allign to career choice
Values driven testing
Analysis performed BEFORE Job Analysis (4)
7 Steps in Workforce Planning
KSA


32. Done by in-line manager; regular (1 per year); short/long term career objectives; relevant skills/training
Kirkpatric's 4 Levels of Evaluation
Succession Planning
Career coaching
Behavioral Career Counceling


33. Climb-the-ladder (traditional); spiral - consultants - transfers kills from one industry to another; attend workshops.
Psychodynamic Theory
SWOT
Career development models (3)
Trait and Factor Counceling


34. Activiites that ensure an organization can meet its goals; the right people in the right place at the right time.
What is the importance of Managerial Leadership and Development?
Career coaching
Workfocre Planning
Personal assessment and the market?


35. Determine future of organization in terms of career development; realistic vision; link present and future possibilities.
Williamson's 6 Steps in Career Counceling
How does workforce planning differ from strategic planning?
Cost-Benefit Analysis
Personal assessment and the market?


36. 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
How does workforce planning differ from strategic planning?
What are types of succession planning approaches?
Implications for multiple languages?
7 Steps in Workforce Planning


37. 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
Workfocre Planning
Differences between GenX and Bboomers.
What are types of succession planning approaches?
Job rotation


38. Major responsibilities of a deparment with specific outcomes to customers (internal & external)
Leadership Assessment
Non-traditional job movements
HRD
Job Functions


39. Career development practice - more experienced person shares wisdom/experience to a protege. Three types: one-on-one - group - virtual
High-Power Distance
Mentoring
What are types of succession planning approaches?
Traditional job movements


40. Schein - concept where career decisions based on talents - motives and values; your 'anchors' or comfort zone.
Values driven testing
Career Anchors Theory
7 Steps in Workforce Planning
Personal assessment and the market?


41. All duties and tasks done for a single job; KSAs required and resources needed.
Coaching
ADA
Job Analysis
Multiple modalities


42. Explain the how and what of career choice; Roe - Holland - psychodynamic
How does workforce planning differ from strategic planning?
Personality / Topology Theories
Strategic Planning
Leadership Assessment


43. Learner centered; informal; impersonal
Leadership Assessment
Multiple modalities
Low-Power Distance
Informational Interview


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

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45. Americans with Disability Act; Prohibits discrimation; right for consideration but doesn't guarantee the job.
Implications for multiple languages?
ADA
Career development theories (4)
Succession Planning


46. Identifying key positions and candidates to meet short and long term timeframes; identify needs of candidates; Who is qualified? Who is ready?
Succession Planning
Vocational testing
KSA
What are types of succession planning approaches?


47. Where at least 2 levels of mgmt review employees and their candidacy for positions.
Job rotation
Multi-rater Feedback
Psychodynamic Theory
SWOT


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

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49. 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
Audience Analysis
Career counceling competancies
Assessment Center
Meyers-Briggs Type Indicator


50. The collective knowledge - skills - competencies and value in an organization.
Career development theories (4)
DiSC Personality Profile
Human Capital
Environmental Analysis