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






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






3. Modeling - awareness programs - training - desensitization






4. Race - age - gender - generational - ethnicity






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






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






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






8. Learner centered; informal; impersonal






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






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






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






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






13. 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






14. Identies development needs of current and future leaders.






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






16. 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






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






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






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






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






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






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






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






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






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






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

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






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






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

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






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






32. By National Career Development Association; ethical standards for a professional; Career dev theory; Counseling skills; assessments; information / resources; management of program; Diversity; Supervision; Ethical and legal; Evaluation; Technology






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






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






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






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






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






38. Workforce planning built based on strategic plan.






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






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






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






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






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






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






45. Professional guidance used to make good career decisions.






46. 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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47. How a company views their world - their value system

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






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






50. 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







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Can you answer 50 questions in 15 minutes?


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