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






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






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






4. Proxemity; space relationship between people

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






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

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






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






9. Modeling - awareness programs - training - desensitization






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






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






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

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






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






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






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






17. 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






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






19. 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






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






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






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






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






25. Identifies past - present and future performance gaps.






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

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






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






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






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






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






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






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






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






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






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






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






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






39. MBTI; consists of categories that identify 16 types of personalities. Used in career development. No measure of maturity - intellegence or mental health.






40. Workforce planning built based on strategic plan.






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






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






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






44. 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






45. 360-feedback; development plans; simulations






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






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






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






49. Learner centered; informal; impersonal






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