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






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






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






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






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






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

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

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






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






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






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






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






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






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






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






16. Professional guidance used to make good career decisions.






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

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






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






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






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






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






23. Identifies past - present and future performance gaps.






24. Lack of bias.






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






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






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






28. Workforce planning built based on strategic plan.






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






30. Proxemity; space relationship between people

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






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

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






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

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






37. 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






38. 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






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






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






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






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






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






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






45. Identies development needs of current and future leaders.






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

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47. 360-feedback; development plans; simulations






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






49. Race - age - gender - generational - ethnicity






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