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






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






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






4. Learner centered; informal; impersonal






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






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






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






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






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






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






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






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






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

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






15. Identies development needs of current and future leaders.






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






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






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

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






20. 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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21. Affect success of the organization; improve the bottom line.






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






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






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






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






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






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






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

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






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






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






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






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






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






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






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

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






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






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






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






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






42. 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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43. How a company views their world - their value system

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44. Process to ensure continuity in key leadership positions.






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






46. Workforce planning built based on strategic plan.






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






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






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






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