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. 360-feedback; development plans; simulations






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






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






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






5. Professional guidance used to make good career decisions.






6. 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






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






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






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






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






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






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






15. 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






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






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






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






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






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






21. Proxemity; space relationship between people

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






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






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






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






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






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






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






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






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






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






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






33. 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






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






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






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






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






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






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






40. Race - age - gender - generational - ethnicity






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






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






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

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






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






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






47. Learner centered; informal; impersonal






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






49. Workforce planning built based on strategic plan.






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