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. Contract - temp - job sharing - OT - outsourcing






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






3. 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






4. 360-feedback; development plans; simulations






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






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


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






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






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






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


11. 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






12. Race - age - gender - generational - ethnicity






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






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






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






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






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






18. Affect success of the organization; improve the bottom line.






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






20. Workforce planning built based on strategic plan.






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


22. Process to ensure continuity in key leadership positions.






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






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






25. Identifies past - present and future performance gaps.






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






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






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






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






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






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






32. Lack of bias.






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






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


35. 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






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






37. Modeling - awareness programs - training - desensitization






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






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






40. Identies development needs of current and future leaders.






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






42. An individuals approach to learning; way they feel - behave - info they posess.






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






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






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






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






47. Career development theory; DE Super; careers move thru 5 phases from childhood to adulthood.






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






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






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