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






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






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






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






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






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






8. Professional guidance used to make good career decisions.






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

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






11. 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






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






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






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






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






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

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






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






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






20. Workforce planning built based on strategic plan.






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






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






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






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






25. 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






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






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






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






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






30. 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






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






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






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






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






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






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






37. Learner centered; informal; impersonal






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






39. Process to ensure continuity in key leadership positions.






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






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






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

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






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






45. Identifies past - present and future performance gaps.






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






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






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






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






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

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