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






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






3. 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






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






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






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






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






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






9. Modeling - awareness programs - training - desensitization






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






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






12. Identies development needs of current and future leaders.






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






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






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






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






17. 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






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

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19. 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






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






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






22. Learner centered; informal; impersonal






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

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






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






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






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

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






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






30. Workforce planning built based on strategic plan.






31. Identifies past - present and future performance gaps.






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






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






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






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






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

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






38. Proxemity; space relationship between people

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






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






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






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






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






44. Divid job into required competencies or skills: mgrial/admin - supervisory - functional






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






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






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






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






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






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