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

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






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






4. 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






5. Modeling - awareness programs - training - desensitization






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






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






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






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






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

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11. I - reaction of student; II - increased learning/knowledge; III - behavior improvement; IV - effect on business based on trainee performance

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






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






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






15. Ability to repeat the same measurement the same way over time.






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






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






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






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

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






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






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

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23. Top down - pool identified - managers recommend; Bottom up - manager names successors to positions; career plan - internal growth; Market driven - hire-away from competitors; Future driven - hire to future needs which have been identified






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






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






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






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

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29. 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






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






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






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






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






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






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






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






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






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






40. Workforce planning built based on strategic plan.






41. 360-feedback; development plans; simulations






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






43. Process to ensure continuity in key leadership positions.






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






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

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






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

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






49. Identifies past - present and future performance gaps.






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