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. 360-feedback; development plans; simulations






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

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






4. Professional guidance used to make good career decisions.






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






6. 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






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






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






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






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






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






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






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






15. 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






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

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17. Williamson; approach to career decision making.; Trait - can be measured; intellegence; Factor - characteristic required to be successful; a score






18. 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






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






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






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






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






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






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






25. Identies development needs of current and future leaders.






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






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






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






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






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






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






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






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






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






35. Modeling - awareness programs - training - desensitization






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






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






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






39. Process to ensure continuity in key leadership positions.






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






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






42. Race - age - gender - generational - ethnicity






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

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






45. 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






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






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






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






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






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