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. Race - age - gender - generational - ethnicity






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






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






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

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5. Proxemity; space relationship between people

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






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






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






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






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






11. Learner centered; informal; impersonal






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






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






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






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






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






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






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






19. Professional guidance used to make good career decisions.






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






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






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






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

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






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






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






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






28. Ability to repeat the same measurement the same way over time.






29. Workforce planning built based on strategic plan.






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






31. 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






32. Modeling - awareness programs - training - desensitization






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






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






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






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






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






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






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






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






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






42. Process to ensure continuity in key leadership positions.






43. Identifies past - present and future performance gaps.






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






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






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






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






48. 360-feedback; development plans; simulations






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

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

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