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. Identifies past - present and future performance gaps.
DiSC Personality Profile
Career development theories (4)
Performance Gap Analysis
Career Anchors Theory


2. More traditional; teacher focused; Japanese culture; formal
High-Power Distance
Validity
Learning Style
Career Advising


3. Less accurate way picturing a person's personalitiy; found on internet sites.
Human Resource Audit
Personality Test
Performance Gap Analysis
Human Capital


4. Williamson; approach to career decision making.; Trait - can be measured; intellegence; Factor - characteristic required to be successful; a score
4 Types of Job Analysis
Trait and Factor Counceling
Career coaching
Job Analysis


5. Career development practice - more experienced person shares wisdom/experience to a protege. Three types: one-on-one - group - virtual
Meyers-Briggs Type Indicator
Trait and Factor Counceling
Job Analysis
Mentoring


6. More experienced person provides constructive advice and feedback; goal to improve performance.
Holland's Occupational Congruency Model
What is a company's 'culture'?
Coaching
Job Functions


7. Where at least 2 levels of mgmt review employees and their candidacy for positions.
Values driven testing
WIIFM
Multi-rater Feedback
4 Types of Job Analysis


8. All tools of succession planning. ; Assessments; Training; Mentoring/coaching; Job-rotation; OJT
HRD
Types of Leadership Programs
7 Steps in Workforce Planning
Competancy Assessment


9. Knowledge - Skills - Attitude (or Ability); Bloom's taxonomy
Career counceling
Workforce Plan
KSA
Career development theories (4)


10. Professional guidance used to make good career decisions.
7 Steps in Workforce Planning
Career Advising
According to Malcolm Knowles - how do people learn?
Analysis performed BEFORE Job Analysis (4)


11. 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
What are some benefits of job-rotations?
Validity
Personal assessment and the market?
7 Steps in Workforce Planning


12. The collective knowledge - skills - competencies and value in an organization.
Low-Power Distance
An organization include more diverse people through implementing programs such as...
Job Functions
Human Capital


13. Part of succession planning; identify successors and ability to move up.
Human Resource Audit
Multiple modalities
WIIFM
Differences between GenX and Bboomers.


14. Major responsibilities of a deparment with specific outcomes to customers (internal & external)
Career counceling competancies
Gizberg's Theories
Career Anchors Theory
Job Functions


15. Divid job into required competencies or skills: mgrial/admin - supervisory - functional
An organization include more diverse people through implementing programs such as...
Competancy Assessment
SWOT
What are the U.S. space distances?


16. A variety of exercises including oral - simulations - interview simulations - etc...
Workfocre Planning
Assessment Center
Analysis performed BEFORE Job Analysis (4)
Values driven testing


17. Analysis that is conducted to understand target population - demographics; all prior to job analslys - training or other interventions.
Audience Analysis
4 Types of Job Analysis
Human Capital
Validity


18. Super; Ginzberg - starting at 18....; Trait-and-factor; Personality / topology (Roe - Holland)
Holland's Occupational Congruency Model
ADA
Career Profile
Career development theories (4)


19. Learner centered; informal; impersonal
Low-Power Distance
Steps to Job Analysis
Task Analysis
Workforce Plan


20. First step in building a strategic plan; values critical to the organization.
Performance Gap Analysis
Organziational Analysis
Human Resource Audit
According to Malcolm Knowles - how do people learn?


21. Does the measurement measure what it was intended to measure?
What is a competancy assessment?
Career Advising
Validity
SWOT


22. Using different modes to train (online / ILT - workshops - etc..)
Holland's Occupational Congruency Model
What areas does Diversity include?
Multiple modalities
Fairness


23. Affect success of the organization; improve the bottom line.
An organization include more diverse people through implementing programs such as...
What is 'proximecs'?
What is the importance of Managerial Leadership and Development?
Learning Style


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

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

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26. Individual Development Plans; Plans for improvement on the current job or job advancement; usually integrated with a performance appraisal.
4 Types of Job Analysis
Job Analysis
ADA
IDPs


27. Intimate - < 18'; Personal - 18' to 4'; Social - 4' to 12'; Public - 12' +
What are the U.S. space distances?
Trait and Factor Counceling
Competancy Assessment
Differences between GenX and Bboomers.


28. Identifies all skill and knowledge gaps and skills and required knowledge to meet future workforce needs.
Super Development Framework
Workforce Plan
IDPs
WIIFM


29. 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
Krumboltz's Model
Career counceling competancies
Traditional job movements
What are the U.S. space distances?


30. Gen X - technology savy - self-reliant - global - 2 income families; Baby Boomers - stable in career - balanced life - distrustful of govt / authority
Leadership Assessment
List types of assessment tools.
High-Power Distance
Differences between GenX and Bboomers.


31. All duties and tasks done for a single job; KSAs required and resources needed.
Job Analysis
What are some benefits of job-rotations?
Meyers-Briggs Type Indicator
WIIFM


32. Strenths - Weaknesses - Opportunities - Threats; Analysis tool - part of strategic planning; identify factors within and outside an organization.
SWOT
Reliability
What are types of succession planning approaches?
Holland's Occupational Congruency Model


33. 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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34. Leverages concepts from psychology; scientific approach to career decision-making based on behaviors.
Behavioral Career Counceling
Personality / Topology Theories
Assessment Center
Career Anchors Theory


35. 360-feedback; development plans; simulations
KSA
List types of assessment tools.
Personality Test
Key tenets in an organization's support of management development programs


36. 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
Holland's Occupational Congruency Model
Career counceling
Strategic Planning
Multi-rater Feedback


37. Career development theory; DE Super; careers move thru 5 phases from childhood to adulthood.
Succession Planning
Roe's Theory of Occupation
Super Development Framework
What is 'proximecs'?


38. Identies development needs of current and future leaders.
Traditional job movements
Leadership Assessment
Low-Power Distance
Behavioral Career Counceling


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

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40. Proxemity; space relationship between people

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41. Tool to predict career success and choice; identifies what motivates a person.
Career Profile
Psychodynamic Theory
How could you collect data for Job Analysis?
SWOT


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

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43. Pre-analysis (organization - cost-benefit - etc..); Analysis completed; Project plan - prioritize titles/functions - develop implementation strategy
Vocational testing
Job Descriptions
Steps to Job Analysis
Multi-rater Feedback


44. Determine future of organization in terms of career development; realistic vision; link present and future possibilities.
Career counceling competancies
Personal assessment and the market?
Holland's Occupational Congruency Model
SWOT


45. Climb-the-ladder (traditional); spiral - consultants - transfers kills from one industry to another; attend workshops.
SWOT
Career development models (3)
Career counceling
Low-Power Distance


46. Lack of bias.
Cost-Benefit Analysis
Fairness
7 Steps in Workforce Planning
Holland's Occupational Congruency Model


47. Concept to be used in instructional methods; motivate user by having them see the benefit they will derive.
Career coaching
WIIFM
Workfocre Planning
What are the U.S. space distances?


48. Identifying key positions and candidates to meet short and long term timeframes; identify needs of candidates; Who is qualified? Who is ready?
Human Resource Audit
Succession Planning
High-Power Distance
Task Analysis


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

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50. Adults need to be involved in planning their instruction;Experience provides basis for learning;Must have immediate relevance to their jobs;Problem centered
Job rotation
Values driven testing
Organziational Analysis
According to Malcolm Knowles - how do people learn?