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Test your basic knowledge |
Career Planning And Talent Management
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Study First
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
Job Analysis
According to Malcolm Knowles - how do people learn?
Personal Inventory Instrument
Low-Power Distance
2. Lack of bias.
Fairness
Succession Planning
Krumboltz's Model
360-Degree Feedback Evaluation
3. Explain duties of the job but do not get into specific tasks.
Multiple modalities
Job Descriptions
Types of Leadership Programs
Reliability
4. Process to ensure continuity in key leadership positions.
Analysis performed BEFORE Job Analysis (4)
Validity
Replacement Planning
Strategic Planning
5. All duties and tasks done for a single job; KSAs required and resources needed.
Job Analysis
Mentoring
Career development models (3)
According to Malcolm Knowles - how do people learn?
6. Less accurate way picturing a person's personalitiy; found on internet sites.
Career Anchors Theory
Career Advising
Personality Test
An organization include more diverse people through implementing programs such as...
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. 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
Reliability
Analysis performed BEFORE Job Analysis (4)
Fairness
Career coaching
9. Identies development needs of current and future leaders.
Job rotation
Career development theories (4)
Leadership Assessment
SWOT
10. Interview; Survey - open ended questions; Observe; Work log/diary
How could you collect data for Job Analysis?
Roe's Theory of Occupation
4 Types of Job Analysis
Holland's Occupational Congruency Model
11. Concept to be used in instructional methods; motivate user by having them see the benefit they will derive.
According to Malcolm Knowles - how do people learn?
Implications for multiple languages?
Multi-rater Feedback
WIIFM
12. Major responsibilities of a deparment with specific outcomes to customers (internal & external)
Organziational Analysis
Job Functions
What is 'proximecs'?
Environmental Analysis
13. Breaks occpations into 8 groups of service and 6 descision levels; basis for tests to determine best career choice.
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14. Done by a professional; several times in a career; broad occupational interests
Differences between GenX and Bboomers.
Personality / Topology Theories
Career counceling
Trait and Factor Counceling
15. Type of ROI - used to prove an intervention generated financial benefit.
Personal Inventory Instrument
Steps to Job Analysis
Career Anchors Theory
Cost-Benefit Analysis
16. Gen X - technology savy - self-reliant - global - 2 income families; Baby Boomers - stable in career - balanced life - distrustful of govt / authority
Differences between GenX and Bboomers.
Strategic Planning
Low-Power Distance
4 Types of Job Analysis
17. 'Adult Learning';Malcolm Knowles - how people learn: self-concept - prior experience - readiness to learn - orientation to learning - motiviation to learn.
WIIFM
Values driven testing
Reliability
Andragogy
18. Part of succession planning; identify successors and ability to move up.
Human Resource Audit
Organziational Analysis
360-Degree Feedback Evaluation
Job Analysis
19. Professional guidance used to make good career decisions.
Career Advising
Replacement Planning
Krumboltz's Model
Multi-rater Feedback
20. 1. Analysis; 2. Synthesis; 3 Diagnose; 4. Pronosis; 5. Councel; 6. Follow up
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21. A questionnaire that asks people - bosses - direct reports - peers - customers - how well a manage performs in any number of areas.
360-Degree Feedback Evaluation
Workfocre Planning
Multi-rater Feedback
Career coaching
22. Career development theory; DE Super; careers move thru 5 phases from childhood to adulthood.
Super Development Framework
Career counceling
Implications for multiple languages?
Psychodynamic Theory
23. Taks Analysis - job->tasks->steps;Performance Gap Analysis- past - present - future;Content Analysis - subject matter;Competency assessment - by skillset
4 Types of Job Analysis
Job Analysis
Leadership Assessment
SWOT
24. Climb-the-ladder (traditional); spiral - consultants - transfers kills from one industry to another; attend workshops.
Personal Inventory Instrument
Super Development Framework
Job Descriptions
Career development models (3)
25. All tools of succession planning. ; Assessments; Training; Mentoring/coaching; Job-rotation; OJT
Types of Leadership Programs
Vocational testing
What is meant by 'life long learning'?
Organziational Analysis
26. First step in building a strategic plan; values critical to the organization.
Implications for multiple languages?
Job Descriptions
Organziational Analysis
Low-Power Distance
27. Individual Development Plans; Plans for improvement on the current job or job advancement; usually integrated with a performance appraisal.
Career development models (3)
What are types of succession planning approaches?
IDPs
Replacement Planning
28. Tool to predict career success and choice; identifies what motivates a person.
Psychodynamic Theory
Kirkpatric's 4 Levels of Evaluation
Low-Power Distance
What is meant by 'life long learning'?
29. Explain the how and what of career choice; Roe - Holland - psychodynamic
Personality / Topology Theories
Personal Inventory Instrument
360-Degree Feedback Evaluation
How does workforce planning differ from strategic planning?
30. Martson; Uses 4 dimensions: Dominance - Influence - Supportiveness - Conscientiousness
Human Capital
Traditional job movements
Vocational testing
DiSC Personality Profile
31. Ability to repeat the same measurement the same way over time.
Job rotation
Reliability
Job Functions
Vocational testing
32. Identifies all skill and knowledge gaps and skills and required knowledge to meet future workforce needs.
Traditional job movements
Krumboltz's Model
Workforce Plan
Career development theories (4)
33. An individuals approach to learning; way they feel - behave - info they posess.
ADA
What is the importance of Managerial Leadership and Development?
Learning Style
HRD
34. Identifying key positions and candidates to meet short and long term timeframes; identify needs of candidates; Who is qualified? Who is ready?
Fairness
SWOT
Succession Planning
Strategic Planning
35. Testing based on a person's interests; allign to career choice
Personal Inventory Instrument
What is 'proximecs'?
Career development theories (4)
Vocational testing
36. Leverages concepts from psychology; scientific approach to career decision-making based on behaviors.
What is a competancy assessment?
Behavioral Career Counceling
Krumboltz's Model
Competancy Assessment
37. Helps establish HRD strategic plan - determine organizational strents and weanesseses (internal and external)
Andragogy
Environmental Analysis
Human Resource Audit
Personal Inventory Instrument
38. Increased functional knowledge - build new skill sets - exposure to entire operation; formal program
According to Malcolm Knowles - how do people learn?
Job Functions
What are some benefits of job-rotations?
Career Profile
39. Formal; Cross-functional - temp assignment in different department; Cross-country - temp assignment in another country
Job rotation
Career Profile
Mentoring
Informational Interview
40. Examine a single task within a job and break down into 2+ steps; time consuming; lots of detail.
Task Analysis
What are the U.S. space distances?
How does workforce planning differ from strategic planning?
Personal Inventory Instrument
41. Pre-analysis (organization - cost-benefit - etc..); Analysis completed; Project plan - prioritize titles/functions - develop implementation strategy
Career coaching
SWOT
Trait and Factor Counceling
Steps to Job Analysis
42. Super; Ginzberg - starting at 18....; Trait-and-factor; Personality / topology (Roe - Holland)
Career coaching
Reliability
Career development theories (4)
Leadership Assessment
43. Does the measurement measure what it was intended to measure?
Validity
Career development models (3)
Leadership Assessment
Workforce Plan
44. 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
Career Anchors Theory
What are types of succession planning approaches?
7 Steps in Workforce Planning
Human Capital
45. Using different modes to train (online / ILT - workshops - etc..)
Assessment Center
360-Degree Feedback Evaluation
Multiple modalities
Human Capital
46. Identifies past - present and future performance gaps.
Non-traditional job movements
Performance Gap Analysis
WIIFM
Assessment Center
47. 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
Non-traditional job movements
What is a competancy assessment?
7 Steps in Workforce Planning
What is meant by 'life long learning'?
48. Provides accurate picture of a person's personality.
Cost-Benefit Analysis
Personality / Topology Theories
Career coaching
Personal Inventory Instrument
49. Americans with Disability Act; Prohibits discrimation; right for consideration but doesn't guarantee the job.
Mentoring
What is meant by 'power distance'?
ADA
Organziational Analysis
50. Testing based on one's core values; allign to career choice
What is a competancy assessment?
Cost-Benefit Analysis
Strategic Planning
Values driven testing
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