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. Workforce planning built based on strategic plan.






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






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






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






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






6. 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






7. 360-feedback; development plans; simulations






8. Identifies past - present and future performance gaps.






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






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






11. Race - age - gender - generational - ethnicity






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






13. 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






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






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






16. Proxemity; space relationship between people

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






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






19. Concept to be used in instructional methods; motivate user by having them see the benefit they will derive.






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






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






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






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






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






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






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






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






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






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






30. Lack of bias.






31. Done by a professional; several times in a career; broad occupational interests






32. 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






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

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

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

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






38. Process to ensure continuity in key leadership positions.






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

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






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






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






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






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






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






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






48. Identies development needs of current and future leaders.






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






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