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






2. Lack of bias.






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






4. Process to ensure continuity in key leadership positions.






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






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






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

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8. 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






9. Identies development needs of current and future leaders.






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






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






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






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

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






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






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






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






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






19. Professional guidance used to make good career decisions.






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

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






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






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






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






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






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






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






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






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






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






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






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






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






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






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






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






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






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






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






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






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






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






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






44. 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






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






46. Identifies past - present and future performance gaps.






47. 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






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






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






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







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Can you answer 50 questions in 15 minutes?


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