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






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






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

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






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






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






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






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






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






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






12. Proxemity; space relationship between people

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






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






15. Lack of bias.






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






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






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

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






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






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






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






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






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






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






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






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






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






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






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






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






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






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






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

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






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






38. Modeling - awareness programs - training - desensitization






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






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

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






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






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






44. 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






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






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






47. 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






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






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






50. More experienced person provides constructive advice and feedback; goal to improve performance.