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






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






3. Individual Development Plans; Plans for improvement on the current job or job advancement; usually integrated with a performance appraisal.






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






5. 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






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






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






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






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






11. Adults need to be involved in planning their instruction;Experience provides basis for learning;Must have immediate relevance to their jobs;Problem centered






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. Identifies all skill and knowledge gaps and skills and required knowledge to meet future workforce needs.






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






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






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






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






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






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

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20. Learner centered; informal; impersonal






21. Professional guidance used to make good career decisions.






22. Identifies past - present and future performance gaps.






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






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






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






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






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

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






29. Workforce planning built based on strategic plan.






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

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






32. 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






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






34. Modeling - awareness programs - training - desensitization






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






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






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






38. Process to ensure continuity in key leadership positions.






39. 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






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






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

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

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






44. Climb-the-ladder (traditional); spiral - consultants - transfers kills from one industry to another; attend workshops.






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






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






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






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






49. 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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50. Race - age - gender - generational - ethnicity