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






2. Identies development needs of current and future leaders.






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






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






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






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






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






9. 360-feedback; development plans; simulations






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






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

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12. Identifies past - present and future performance gaps.






13. Starting at age 18 - people move from career exploration through events (including education) to a specific career path.

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

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15. 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






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






17. 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






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






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






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






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






22. Workforce planning built based on strategic plan.






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






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






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






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






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

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






29. Learner centered; informal; impersonal






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






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






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






33. Process to ensure continuity in key leadership positions.






34. 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






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






36. How a company views their world - their value system

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






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






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






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

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






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






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






44. 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






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






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






47. Race - age - gender - generational - ethnicity






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






50. Modeling - awareness programs - training - desensitization







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