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






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






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






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

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






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






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






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

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






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






11. Modeling - awareness programs - training - desensitization






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






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






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






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






16. 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






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






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

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






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






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






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






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






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






27. Race - age - gender - generational - ethnicity






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






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






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

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

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






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






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






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

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36. Workforce planning built based on strategic plan.






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






38. Learner centered; informal; impersonal






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






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






41. Helps establish HRD strategic plan - determine organizational strents and weanesseses (internal and external)






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






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






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






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






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






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






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






50. 360-feedback; development plans; simulations