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.


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






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






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






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






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






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


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






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






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






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






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






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






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






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






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






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






18. Proxemity; space relationship between people


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






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


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






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






23. Learner centered; informal; impersonal






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






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






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






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






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






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






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






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






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






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






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


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






36. Professional guidance used to make good career decisions.






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






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






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






40. 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






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






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


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






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


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






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






47. Lack of bias.






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






49. Type of ROI - used to prove an intervention generated financial benefit.






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