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






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






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






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






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






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






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






8. 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






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






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






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

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

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






15. 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






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






17. Climb-the-ladder (traditional); spiral - consultants - transfers kills from one industry to another; attend workshops.






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






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






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






21. Professional guidance used to make good career decisions.






22. 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






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






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






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






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






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






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






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






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






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






32. Identifies past - present and future performance gaps.






33. Learner centered; informal; impersonal






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






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






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






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






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






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






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

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






42. Modeling - awareness programs - training - desensitization






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

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






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






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






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






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






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






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