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. Using different modes to train (online / ILT - workshops - etc..)






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






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






4. 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






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

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6. Workforce planning built based on strategic plan.






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






8. Tool to predict career success and choice; identifies what motivates a person.






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






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






11. Professional guidance used to make good career decisions.






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






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






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






15. 360-feedback; development plans; simulations






16. Proxemity; space relationship between people

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17. Identies development needs of current and future leaders.






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






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






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






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

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22. 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






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






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






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






26. Modeling - awareness programs - training - desensitization






27. Identifies past - present and future performance gaps.






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






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






30. Major responsibilities of a deparment with specific outcomes to customers (internal & external)






31. 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






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






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






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

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






36. Testing based on one's core values; allign to career choice






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






38. 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






39. Concept to be used in instructional methods; motivate user by having them see the benefit they will derive.






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






41. 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






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






43. Learner centered; informal; impersonal






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






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






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






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






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






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






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