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






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






3. 360-feedback; development plans; simulations






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






5. Identifies past - present and future performance gaps.






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






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






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






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






10. Modeling - awareness programs - training - desensitization






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






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






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






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






15. 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






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






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






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






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






20. Accents; Gross translation errors; Nuance - no similar command of the same language






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






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






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






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






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






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

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27. Human Resource Development. The organized education and learning offered by employers.






28. Learner centered; informal; impersonal






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






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






31. 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






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






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






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

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






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






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






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






39. Process to ensure continuity in key leadership positions.






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






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

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






46. Lack of bias.






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






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






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

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