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






2. 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






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






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

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






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






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






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






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

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10. 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






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






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






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






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






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






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






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

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18. Proxemity; space relationship between people

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






20. Less accurate way picturing a person's personalitiy; found on internet sites.






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






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






23. 360-feedback; development plans; simulations






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

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






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






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






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






30. Professional guidance used to make good career decisions.






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






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






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






34. Modeling - awareness programs - training - desensitization






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






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






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






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






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






41. Identifies past - present and future performance gaps.






42. Analyze organization - values and culture of organization; Cost benefit analysis - is the effort worth the cost?; Audience analysis - who is the target?; Environmental analysis - SWOT






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






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






45. Race - age - gender - generational - ethnicity






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






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






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






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

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