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. 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
Steps to Job Analysis
7 Steps in Workforce Planning
Career counceling competancies
Gizberg's Theories


2. Career development practice - more experienced person shares wisdom/experience to a protege. Three types: one-on-one - group - virtual
Andragogy
Trait and Factor Counceling
Behavioral Career Counceling
Mentoring


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

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4. Testing based on a person's interests; allign to career choice
360-Degree Feedback Evaluation
Personality Test
Vocational testing
Job Descriptions


5. Proxemity; space relationship between people

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6. Increased functional knowledge - build new skill sets - exposure to entire operation; formal program
Personal Inventory Instrument
Super Development Framework
What are some benefits of job-rotations?
Career counceling


7. Pre-analysis (organization - cost-benefit - etc..); Analysis completed; Project plan - prioritize titles/functions - develop implementation strategy
Steps to Job Analysis
Differences between GenX and Bboomers.
Multiple modalities
Implications for multiple languages?


8. Ability to repeat the same measurement the same way over time.
Job Analysis
Human Resource Audit
Reliability
Values driven testing


9. Examine a single task within a job and break down into 2+ steps; time consuming; lots of detail.
Organziational Analysis
7 Steps in Workforce Planning
IDPs
Task Analysis


10. Intimate - < 18'; Personal - 18' to 4'; Social - 4' to 12'; Public - 12' +
What is a competancy assessment?
Low-Power Distance
What are the U.S. space distances?
Workforce Plan


11. Accents; Gross translation errors; Nuance - no similar command of the same language
Implications for multiple languages?
Gizberg's Theories
Leadership Assessment
Analysis performed BEFORE Job Analysis (4)


12. Identies development needs of current and future leaders.
Meyers-Briggs Type Indicator
360-Degree Feedback Evaluation
Differences between GenX and Bboomers.
Leadership Assessment


13. More traditional; teacher focused; Japanese culture; formal
Informational Interview
360-Degree Feedback Evaluation
High-Power Distance
Job Descriptions


14. First step in building a strategic plan; values critical to the organization.
Organziational Analysis
Steps to Job Analysis
IDPs
Human Capital


15. Concept to be used in instructional methods; motivate user by having them see the benefit they will derive.
WIIFM
Differences between GenX and Bboomers.
Krumboltz's Model
ADA


16. Schein - concept where career decisions based on talents - motives and values; your 'anchors' or comfort zone.
WIIFM
ADA
Job Functions
Career Anchors Theory


17. Taks Analysis - job->tasks->steps;Performance Gap Analysis- past - present - future;Content Analysis - subject matter;Competency assessment - by skillset
Steps to Job Analysis
4 Types of Job Analysis
Leadership Assessment
KSA


18. Analysis that is conducted to understand target population - demographics; all prior to job analslys - training or other interventions.
Career development theories (4)
ADA
Competancy Assessment
Audience Analysis


19. Lack of bias.
Audience Analysis
Fairness
Psychodynamic Theory
Competancy Assessment


20. Individual Development Plans; Plans for improvement on the current job or job advancement; usually integrated with a performance appraisal.
Differences between GenX and Bboomers.
IDPs
According to Malcolm Knowles - how do people learn?
Informational Interview


21. Process to ensure continuity in key leadership positions.
Replacement Planning
Informational Interview
Workfocre Planning
4 Types of Job Analysis


22. Super; Ginzberg - starting at 18....; Trait-and-factor; Personality / topology (Roe - Holland)
Career Advising
Career development theories (4)
An organization include more diverse people through implementing programs such as...
Analysis performed BEFORE Job Analysis (4)


23. Career development theory; DE Super; careers move thru 5 phases from childhood to adulthood.
4 Types of Job Analysis
Super Development Framework
Career Advising
Informational Interview


24. Identifies all skill and knowledge gaps and skills and required knowledge to meet future workforce needs.
An organization include more diverse people through implementing programs such as...
SWOT
Workforce Plan
Mentoring


25. A questionnaire that asks people - bosses - direct reports - peers - customers - how well a manage performs in any number of areas.
According to Malcolm Knowles - how do people learn?
Leadership Assessment
360-Degree Feedback Evaluation
Key tenets in an organization's support of management development programs


26. Less accurate way picturing a person's personalitiy; found on internet sites.
Steps to Job Analysis
Behavioral Career Counceling
Williamson's 6 Steps in Career Counceling
Personality Test


27. MBTI; consists of categories that identify 16 types of personalities. Used in career development. No measure of maturity - intellegence or mental health.
Holland's Occupational Congruency Model
Career counceling
Fairness
Meyers-Briggs Type Indicator


28. Workforce planning built based on strategic plan.
High-Power Distance
How does workforce planning differ from strategic planning?
Performance Gap Analysis
HRD


29. Summary statement - often with a resume - that highlights a person's work history and skills.
Analysis performed BEFORE Job Analysis (4)
According to Malcolm Knowles - how do people learn?
Career Profile
Human Capital


30. Affect success of the organization; improve the bottom line.
What is the importance of Managerial Leadership and Development?
Fairness
Multi-rater Feedback
Career counceling


31. Tool to predict career success and choice; identifies what motivates a person.
Psychodynamic Theory
Career development theories (4)
How does workforce planning differ from strategic planning?
IDPs


32. Helps establish HRD strategic plan - determine organizational strents and weanesseses (internal and external)
Environmental Analysis
Kirkpatric's 4 Levels of Evaluation
Values driven testing
Mentoring


33. Williamson; approach to career decision making.; Trait - can be measured; intellegence; Factor - characteristic required to be successful; a score
Trait and Factor Counceling
Human Capital
Organziational Analysis
Job Functions


34. Gen X - technology savy - self-reliant - global - 2 income families; Baby Boomers - stable in career - balanced life - distrustful of govt / authority
Meyers-Briggs Type Indicator
How does workforce planning differ from strategic planning?
Differences between GenX and Bboomers.
Succession Planning


35. 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
Vocational testing
Personality Test
Workforce Plan
Strategic Planning


36. 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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37. 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
How could you collect data for Job Analysis?
What are types of succession planning approaches?
SWOT
Krumboltz's Model


38. Major responsibilities of a deparment with specific outcomes to customers (internal & external)
Job Functions
Personal assessment and the market?
Career development models (3)
What are the U.S. space distances?


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

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

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41. Leverages concepts from psychology; scientific approach to career decision-making based on behaviors.
HRD
Organziational Analysis
Behavioral Career Counceling
What is meant by 'power distance'?


42. Done by a professional; several times in a career; broad occupational interests
Roe's Theory of Occupation
Personality Test
Validity
Career counceling


43. Human Resource Development. The organized education and learning offered by employers.
Organziational Analysis
What are some benefits of job-rotations?
HRD
Validity


44. 360-feedback; development plans; simulations
List types of assessment tools.
Differences between GenX and Bboomers.
What is meant by 'life long learning'?
Personality / Topology Theories


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

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46. All duties and tasks done for a single job; KSAs required and resources needed.
Job Analysis
What are the U.S. space distances?
Human Resource Audit
Reliability


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

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48. Strenths - Weaknesses - Opportunities - Threats; Analysis tool - part of strategic planning; identify factors within and outside an organization.
SWOT
Fairness
Job Functions
Career development theories (4)


49. An individuals approach to learning; way they feel - behave - info they posess.
List types of assessment tools.
Learning Style
Environmental Analysis
Personal Inventory Instrument


50. Adults need to be involved in planning their instruction;Experience provides basis for learning;Must have immediate relevance to their jobs;Problem centered
Career counceling
According to Malcolm Knowles - how do people learn?
Personality / Topology Theories
High-Power Distance