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. Provides accurate picture of a person's personality.






2. Identifies past - present and future performance gaps.






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






4. Identies development needs of current and future leaders.






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






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






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

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






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






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






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






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






13. Workforce planning built based on strategic plan.






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

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15. 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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16. 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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17. Super; Ginzberg - starting at 18....; Trait-and-factor; Personality / topology (Roe - Holland)






18. 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






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






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






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






22. Proxemity; space relationship between people

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






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






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






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






27. 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






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






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

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






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






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






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






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






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






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

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






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






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






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

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






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






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






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






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

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46. Human Resource Development. The organized education and learning offered by employers.






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






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






49. Race - age - gender - generational - ethnicity






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