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






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

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






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






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






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






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

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






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






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






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

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






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






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






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






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






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






19. 360-feedback; development plans; simulations






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






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






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

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






24. 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






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






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






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






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






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






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






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

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






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






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






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






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






37. Proxemity; space relationship between people

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






40. Professional guidance used to make good career decisions.






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






42. Individual Development Plans; Plans for improvement on the current job or job advancement; usually integrated with a performance appraisal.






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






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






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






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






48. 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






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






50. 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