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

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






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






5. 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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6. Identifies past - present and future performance gaps.






7. Identies development needs of current and future leaders.






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






9. 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






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






11. Race - age - gender - generational - ethnicity






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






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






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






15. Lack of bias.






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






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






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






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






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






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






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






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






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






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






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






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






29. 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






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






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






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






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






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






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






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






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






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






39. Workforce planning built based on strategic plan.






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






41. 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






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






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






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






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






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






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






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






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

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