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. Examine a single task within a job and break down into 2+ steps; time consuming; lots of detail.






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






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






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






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






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






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






8. Process to ensure continuity in key leadership positions.






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






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






11. 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






12. Workforce planning built based on strategic plan.






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






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






15. 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






16. Professional guidance used to make good career decisions.






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






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






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






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

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






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






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






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






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






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






27. Lack of bias.






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






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






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






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






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






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






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






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






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






37. 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






38. 360-feedback; development plans; simulations






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






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






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

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






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






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






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






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

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






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

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






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