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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. Workforce planning built based on strategic plan.






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






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






4. Done by a professional; several times in a career; broad occupational interests






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






6. Identies development needs of current and future leaders.






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






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






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






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






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






12. Proxemity; space relationship between people

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






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






15. MBTI; consists of categories that identify 16 types of personalities. Used in career development. No measure of maturity - intellegence or mental health.






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






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






18. All tools of succession planning. ; Assessments; Training; Mentoring/coaching; Job-rotation; OJT






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






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






21. Formal; Cross-functional - temp assignment in different department; Cross-country - temp assignment in another country






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






23. More experienced person provides constructive advice and feedback; goal to improve performance.






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






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






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






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






28. Interview; Survey - open ended questions; Observe; Work log/diary






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






30. Provides accurate picture of a person's personality.






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






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

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33. Process to ensure continuity in key leadership positions.






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






35. Identifies past - present and future performance gaps.






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






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






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






39. Involves SWOT analysis; allows org to identify aspirations and future challenges. 1. Identify values; 2. create mission statement; 3. Environment Analysis; 4. Identify goals and objectives; 5. Action steps; 6. Reality test the plan; 7. Feedback






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






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






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






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






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






45. 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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46. Learner centered; informal; impersonal






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






48. 360-feedback; development plans; simulations






49. The collective knowledge - skills - competencies and value in an organization.






50. I - reaction of student; II - increased learning/knowledge; III - behavior improvement; IV - effect on business based on trainee performance

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