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






2. Proxemity; space relationship between people

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3. 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






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






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






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






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






8. 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






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






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

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






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






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

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

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15. Identies development needs of current and future leaders.






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






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






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






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

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






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






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






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






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






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






26. 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






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






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






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






30. Professional guidance used to make good career decisions.






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






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






33. Process to ensure continuity in key leadership positions.






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






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

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






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

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38. Identifies past - present and future performance gaps.






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






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






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






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






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






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






46. 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






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






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






50. Race - age - gender - generational - ethnicity