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. Race - age - gender - generational - ethnicity
What is a competancy assessment?
7 Steps in Workforce Planning
Super Development Framework
What areas does Diversity include?


2. Contract - temp - job sharing - OT - outsourcing
Career Profile
Assessment Center
Non-traditional job movements
Steps to Job Analysis


3. Martson; Uses 4 dimensions: Dominance - Influence - Supportiveness - Conscientiousness
Career coaching
DiSC Personality Profile
Workforce Plan
Career development theories (4)


4. Determine future of organization in terms of career development; realistic vision; link present and future possibilities.
ADA
Workfocre Planning
Personal assessment and the market?
Multi-rater Feedback


5. More experienced person provides constructive advice and feedback; goal to improve performance.
Steps to Job Analysis
Behavioral Career Counceling
Coaching
Career Anchors Theory


6. Revolve around KSAs; organization identifies competancies required; part of succession planning; tests - interviews - etc..
An organization include more diverse people through implementing programs such as...
What is a competancy assessment?
Career counceling
What are the U.S. space distances?


7. A questionnaire that asks people - bosses - direct reports - peers - customers - how well a manage performs in any number of areas.
Career development models (3)
360-Degree Feedback Evaluation
Succession Planning
What is 'proximecs'?


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. Major responsibilities of a deparment with specific outcomes to customers (internal & external)
How does workforce planning differ from strategic planning?
Psychodynamic Theory
Job Functions
Gizberg's Theories


10. 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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11. Activiites that ensure an organization can meet its goals; the right people in the right place at the right time.
Workfocre Planning
Career Profile
Career Advising
Krumboltz's Model


12. Lack of bias.
Fairness
What are some benefits of job-rotations?
What are types of succession planning approaches?
Values driven testing


13. Schein - concept where career decisions based on talents - motives and values; your 'anchors' or comfort zone.
Career Anchors Theory
Values driven testing
Gizberg's Theories
SWOT


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

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15. Resource for career exploration; person seeking career change asks questions.
Leadership Assessment
Informational Interview
What is 'proximecs'?
Mentoring


16. Intimate - < 18'; Personal - 18' to 4'; Social - 4' to 12'; Public - 12' +
What are the U.S. space distances?
Non-traditional job movements
DiSC Personality Profile
Super Development Framework


17. Using different modes to train (online / ILT - workshops - etc..)
Replacement Planning
Types of Leadership Programs
Reliability
Multiple modalities


18. Explain the how and what of career choice; Roe - Holland - psychodynamic
Andragogy
Reliability
Personality / Topology Theories
360-Degree Feedback Evaluation


19. A variety of exercises including oral - simulations - interview simulations - etc...
Psychodynamic Theory
Job Functions
Values driven testing
Assessment Center


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

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21. Pre-analysis (organization - cost-benefit - etc..); Analysis completed; Project plan - prioritize titles/functions - develop implementation strategy
Values driven testing
Trait and Factor Counceling
Analysis performed BEFORE Job Analysis (4)
Steps to Job Analysis


22. 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
DiSC Personality Profile
7 Steps in Workforce Planning
WIIFM
Job Functions


23. Strenths - Weaknesses - Opportunities - Threats; Analysis tool - part of strategic planning; identify factors within and outside an organization.
Cost-Benefit Analysis
Career Advising
SWOT
Career coaching


24. Concept to be used in instructional methods; motivate user by having them see the benefit they will derive.
Traditional job movements
WIIFM
Job Descriptions
DiSC Personality Profile


25. Adults need to be involved in planning their instruction;Experience provides basis for learning;Must have immediate relevance to their jobs;Problem centered
Vocational testing
Career Advising
SWOT
According to Malcolm Knowles - how do people learn?


26. Learner centered; informal; impersonal
According to Malcolm Knowles - how do people learn?
Trait and Factor Counceling
Low-Power Distance
Succession Planning


27. Career development practice - more experienced person shares wisdom/experience to a protege. Three types: one-on-one - group - virtual
Mentoring
Replacement Planning
HRD
Non-traditional job movements


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

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29. Knowledge - Skills - Attitude (or Ability); Bloom's taxonomy
KSA
What are types of succession planning approaches?
Key tenets in an organization's support of management development programs
Organziational Analysis


30. 'Adult Learning';Malcolm Knowles - how people learn: self-concept - prior experience - readiness to learn - orientation to learning - motiviation to learn.
Job Descriptions
Values driven testing
Career coaching
Andragogy


31. Accents; Gross translation errors; Nuance - no similar command of the same language
Career Anchors Theory
Personal assessment and the market?
Implications for multiple languages?
Task Analysis


32. Formal; Cross-functional - temp assignment in different department; Cross-country - temp assignment in another country
Human Resource Audit
An organization include more diverse people through implementing programs such as...
What are the U.S. space distances?
Job rotation


33. All duties and tasks done for a single job; KSAs required and resources needed.
7 Steps in Workforce Planning
Job Analysis
Cost-Benefit Analysis
Succession Planning


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

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35. Tool to predict career success and choice; identifies what motivates a person.
What are types of succession planning approaches?
Validity
Psychodynamic Theory
WIIFM


36. Career development theory; DE Super; careers move thru 5 phases from childhood to adulthood.
Personality / Topology Theories
Personality Test
Multi-rater Feedback
Super Development Framework


37. Identifies all skill and knowledge gaps and skills and required knowledge to meet future workforce needs.
What is a competancy assessment?
Workforce Plan
Personality Test
What is the importance of Managerial Leadership and Development?


38. An individuals approach to learning; way they feel - behave - info they posess.
Learning Style
Behavioral Career Counceling
Super Development Framework
Analysis performed BEFORE Job Analysis (4)


39. Helps establish HRD strategic plan - determine organizational strents and weanesseses (internal and external)
Holland's Occupational Congruency Model
Environmental Analysis
Non-traditional job movements
Learning Style


40. Process to ensure continuity in key leadership positions.
Replacement Planning
ADA
Succession Planning
Career Anchors Theory


41. Summary statement - often with a resume - that highlights a person's work history and skills.
Career Profile
Job Analysis
Job Descriptions
How could you collect data for Job Analysis?


42. Climb-the-ladder (traditional); spiral - consultants - transfers kills from one industry to another; attend workshops.
Personality Test
Career development models (3)
Assessment Center
According to Malcolm Knowles - how do people learn?


43. Identies development needs of current and future leaders.
Leadership Assessment
List types of assessment tools.
Environmental Analysis
Replacement Planning


44. 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
Andragogy
360-Degree Feedback Evaluation
Task Analysis
Strategic Planning


45. Modeling - awareness programs - training - desensitization
Career counceling
What is meant by 'life long learning'?
Career counceling competancies
An organization include more diverse people through implementing programs such as...


46. Testing based on a person's interests; allign to career choice
Values driven testing
Vocational testing
What is 'proximecs'?
Personal assessment and the market?


47. More traditional; teacher focused; Japanese culture; formal
How could you collect data for Job Analysis?
High-Power Distance
Krumboltz's Model
Environmental Analysis


48. Identifies past - present and future performance gaps.
Performance Gap Analysis
Multiple modalities
Analysis performed BEFORE Job Analysis (4)
Informational Interview


49. Proxemity; space relationship between people

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

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