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






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






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






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






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






7. 360-feedback; development plans; simulations






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






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






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






11. Identies development needs of current and future leaders.






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






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

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






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






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






17. Workforce planning built based on strategic plan.






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






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






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






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






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

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

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






25. Type of ROI - used to prove an intervention generated financial benefit.






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






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

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






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






30. Process to ensure continuity in key leadership positions.






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

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






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






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






35. Proxemity; space relationship between people

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






37. Lack of bias.






38. Modeling - awareness programs - training - desensitization






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






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






41. 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






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






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

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






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






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






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






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






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






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