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. Hire - fire - promote - demote - lateral move






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

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






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






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






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






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






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






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






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






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






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






14. Race - age - gender - generational - ethnicity






15. 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






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






17. Identies development needs of current and future leaders.






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






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






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






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






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






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






24. 360-feedback; development plans; simulations






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






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






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






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






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






31. Learner centered; informal; impersonal






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

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






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






35. 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






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






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






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






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






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






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






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

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






44. 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






45. Modeling - awareness programs - training - desensitization






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






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

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






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






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