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. 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






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






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






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

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5. Proxemity; space relationship between people

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






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






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






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






10. Learner centered; informal; impersonal






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






12. Professional guidance used to make good career decisions.






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






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






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

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16. 360-feedback; development plans; simulations






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






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






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






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






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






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






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






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






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






26. 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






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






28. Modeling - awareness programs - training - desensitization






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

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






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






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






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






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






35. Identifies past - present and future performance gaps.






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

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






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






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






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






41. 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






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






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






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






45. Process to ensure continuity in key leadership positions.






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






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






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






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






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