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






2. Proxemity; space relationship between people

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






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






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






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






7. Process to ensure continuity in key leadership positions.






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

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






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






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






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






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

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14. Modeling - awareness programs - training - desensitization






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






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






17. Learner centered; informal; impersonal






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






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






20. Race - age - gender - generational - ethnicity






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






22. Matches individuals to their best career choice through interviews and 6 types of work environments; People flourish in environments similar to their personalty traits: realistic (physical strength) - investigative (ideas and thoughts) - artistic (se

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

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






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






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






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






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






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






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






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






32. Workforce planning built based on strategic plan.






33. Identies development needs of current and future leaders.






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






35. 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






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






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

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






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






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

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






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






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






45. 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






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






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






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






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






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