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Test your basic knowledge |
Career Planning And Talent Management
Start Test
Study First
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
Super Development Framework
List types of assessment tools.
Steps to Job Analysis
DiSC Personality Profile
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)
Gizberg's Theories
Super Development Framework
Fairness
Career development theories (4)
4. Professional guidance used to make good career decisions.
IDPs
Career Advising
Career development models (3)
HRD
5. All duties and tasks done for a single job; KSAs required and resources needed.
Multi-rater Feedback
What is meant by 'life long learning'?
IDPs
Job Analysis
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
HRD
7 Steps in Workforce Planning
Career counceling competancies
SWOT
7. Americans with Disability Act; Prohibits discrimation; right for consideration but doesn't guarantee the job.
ADA
Career coaching
Trait and Factor Counceling
Non-traditional job movements
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
IDPs
Competancy Assessment
KSA
Values driven testing
10. Does the measurement measure what it was intended to measure?
Williamson's 6 Steps in Career Counceling
Validity
Organziational Analysis
Multi-rater Feedback
11. Strenths - Weaknesses - Opportunities - Threats; Analysis tool - part of strategic planning; identify factors within and outside an organization.
SWOT
How does workforce planning differ from strategic planning?
Trait and Factor Counceling
Analysis performed BEFORE Job Analysis (4)
12. Where at least 2 levels of mgmt review employees and their candidacy for positions.
Multi-rater Feedback
What is meant by 'life long learning'?
Key tenets in an organization's support of management development programs
What is meant by 'power distance'?
13. Martson; Uses 4 dimensions: Dominance - Influence - Supportiveness - Conscientiousness
Job rotation
DiSC Personality Profile
Low-Power Distance
7 Steps in Workforce Planning
14. A variety of exercises including oral - simulations - interview simulations - etc...
Assessment Center
Workfocre Planning
An organization include more diverse people through implementing programs such as...
KSA
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
Environmental Analysis
Career coaching
Multiple modalities
What are types of succession planning approaches?
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
Trait and Factor Counceling
Competancy Assessment
What are types of succession planning approaches?
According to Malcolm Knowles - how do people learn?
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
Strategic Planning
What is 'proximecs'?
What is meant by 'power distance'?
What is a competancy assessment?
19. Knowledge - Skills - Attitude (or Ability); Bloom's taxonomy
Environmental Analysis
Kirkpatric's 4 Levels of Evaluation
KSA
Williamson's 6 Steps in Career Counceling
20. Hire - fire - promote - demote - lateral move
Succession Planning
Traditional job movements
Multiple modalities
What is meant by 'life long learning'?
21. A questionnaire that asks people - bosses - direct reports - peers - customers - how well a manage performs in any number of areas.
Meyers-Briggs Type Indicator
Informational Interview
Behavioral Career Counceling
360-Degree Feedback Evaluation
22. Major responsibilities of a deparment with specific outcomes to customers (internal & external)
How does workforce planning differ from strategic planning?
7 Steps in Workforce Planning
Job Functions
Key tenets in an organization's support of management development programs
23. Explain duties of the job but do not get into specific tasks.
SWOT
Steps to Job Analysis
Job Descriptions
Reliability
24. Schein - concept where career decisions based on talents - motives and values; your 'anchors' or comfort zone.
Job Analysis
Assessment Center
Career Anchors Theory
Multi-rater Feedback
25. Identies development needs of current and future leaders.
Behavioral Career Counceling
SWOT
Leadership Assessment
Career counceling
26. Identifying key positions and candidates to meet short and long term timeframes; identify needs of candidates; Who is qualified? Who is ready?
Career development models (3)
Behavioral Career Counceling
Succession Planning
Performance Gap Analysis
27. Summary statement - often with a resume - that highlights a person's work history and skills.
Career Profile
Competancy Assessment
Job rotation
Psychodynamic Theory
28. Examine a single task within a job and break down into 2+ steps; time consuming; lots of detail.
Psychodynamic Theory
High-Power Distance
Roe's Theory of Occupation
Task Analysis
29. Career development practice - more experienced person shares wisdom/experience to a protege. Three types: one-on-one - group - virtual
Reliability
Analysis performed BEFORE Job Analysis (4)
Mentoring
Kirkpatric's 4 Levels of Evaluation
30. Increased functional knowledge - build new skill sets - exposure to entire operation; formal program
Analysis performed BEFORE Job Analysis (4)
Reliability
Leadership Assessment
What are some benefits of job-rotations?
31. Revolve around KSAs; organization identifies competancies required; part of succession planning; tests - interviews - etc..
Strategic Planning
Organziational Analysis
What is a competancy assessment?
Task Analysis
32. Done by in-line manager; regular (1 per year); short/long term career objectives; relevant skills/training
Values driven testing
360-Degree Feedback Evaluation
4 Types of Job Analysis
Career coaching
33. All tools of succession planning. ; Assessments; Training; Mentoring/coaching; Job-rotation; OJT
Types of Leadership Programs
Career counceling competancies
What is a company's 'culture'?
Steps to Job Analysis
34. Individual Development Plans; Plans for improvement on the current job or job advancement; usually integrated with a performance appraisal.
Traditional job movements
Meyers-Briggs Type Indicator
Career counceling competancies
IDPs
35. Modeling - awareness programs - training - desensitization
Career development theories (4)
Personal Inventory Instrument
KSA
An organization include more diverse people through implementing programs such as...
36. Part of succession planning; identify successors and ability to move up.
Fairness
Key tenets in an organization's support of management development programs
Replacement Planning
Human Resource Audit
37. First step in building a strategic plan; values critical to the organization.
Career Profile
Informational Interview
Performance Gap Analysis
Organziational Analysis
38. Helps establish HRD strategic plan - determine organizational strents and weanesseses (internal and external)
Multi-rater Feedback
Types of Leadership Programs
Psychodynamic Theory
Environmental Analysis
39. Process to ensure continuity in key leadership positions.
Replacement Planning
Differences between GenX and Bboomers.
WIIFM
HRD
40. Tool to predict career success and choice; identifies what motivates a person.
Psychodynamic Theory
Human Capital
Behavioral Career Counceling
List types of assessment tools.
41. Human Resource Development. The organized education and learning offered by employers.
According to Malcolm Knowles - how do people learn?
What is the importance of Managerial Leadership and Development?
HRD
Personality / Topology Theories
42. Race - age - gender - generational - ethnicity
What areas does Diversity include?
360-Degree Feedback Evaluation
Personal assessment and the market?
Psychodynamic Theory
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
Job Analysis
Environmental Analysis
Career Advising
Job rotation
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
Meyers-Briggs Type Indicator
Career counceling competancies
What are the U.S. space distances?
Traditional job movements
46. Taks Analysis - job->tasks->steps;Performance Gap Analysis- past - present - future;Content Analysis - subject matter;Competency assessment - by skillset
Performance Gap Analysis
Fairness
4 Types of Job Analysis
Validity
47. Interview; Survey - open ended questions; Observe; Work log/diary
How could you collect data for Job Analysis?
SWOT
Coaching
Fairness
48. The collective knowledge - skills - competencies and value in an organization.
What is a competancy assessment?
Human Capital
Differences between GenX and Bboomers.
High-Power Distance
49. Ability to repeat the same measurement the same way over time.
Holland's Occupational Congruency Model
Reliability
Job Functions
Leadership Assessment
50. Testing based on one's core values; allign to career choice
Career development models (3)
Kirkpatric's 4 Levels of Evaluation
Competancy Assessment
Values driven testing