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






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






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






4. Lack of bias.






5. 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






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

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7. 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






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






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






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






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






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






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

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14. Proxemity; space relationship between people

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






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






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






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






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

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






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






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






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






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






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






27. Workforce planning built based on strategic plan.






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






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






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

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31. Modeling - awareness programs - training - desensitization






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






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






34. Professional guidance used to make good career decisions.






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






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






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






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






39. Identies development needs of current and future leaders.






40. 360-feedback; development plans; simulations






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






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






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






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






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






46. Race - age - gender - generational - ethnicity






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






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

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






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