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. 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






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






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






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






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






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






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






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






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






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






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






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






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

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






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






16. Professional guidance used to make good career decisions.






17. 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






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






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






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






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






22. Identies development needs of current and future leaders.






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






24. 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






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






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






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






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






30. Process to ensure continuity in key leadership positions.






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






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






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






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






35. Workforce planning built based on strategic plan.






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






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






38. Modeling - awareness programs - training - desensitization






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






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






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






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






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






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






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






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






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






49. Race - age - gender - generational - ethnicity






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