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. 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






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






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

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






5. Proxemity; space relationship between people

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






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






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






9. Identies development needs of current and future leaders.






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






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






12. Knowledge - Skills - Attitude (or Ability); Bloom's taxonomy






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






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






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






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






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






18. 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






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






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






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






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






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






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






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






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






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






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






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






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






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

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






33. Professional guidance used to make good career decisions.






34. Workforce planning built based on strategic plan.






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






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






37. 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






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






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






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






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






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






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






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






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






47. 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






48. 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






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

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