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

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2. Process to ensure continuity in key leadership positions.






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






4. Learner centered; informal; impersonal






5. 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






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

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






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






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






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






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






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






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






14. Professional guidance used to make good career decisions.






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






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






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






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






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






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






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






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






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

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






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






26. Identifying key positions and candidates to meet short and long term timeframes; identify needs of candidates; Who is qualified? Who is ready?






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






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






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






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






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






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






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

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34. 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






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






36. 360-feedback; development plans; simulations






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






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






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

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






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






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

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






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






45. 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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46. Provides accurate picture of a person's personality.






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






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






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






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