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






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






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






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






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






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






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






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






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






10. Learner centered; informal; impersonal






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






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






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


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


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






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






17. DECIDES - a rational decision making process with 7 steps: Define - Establish an plan - Clarify values - Identify Alteratives - Discover potential outcomes - Eliminate alternatives - Start action


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






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






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






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






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






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






24. Proxemity; space relationship between people


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






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






27. Professional guidance used to make good career decisions.






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






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






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






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






32. Process to ensure continuity in key leadership positions.






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






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


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






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






37. Formal; Cross-functional - temp assignment in different department; Cross-country - temp assignment in another country






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






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






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






41. Workforce planning built based on strategic plan.






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






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






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






45. Race - age - gender - generational - ethnicity






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






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


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






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






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