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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. Identifies past - present and future performance gaps.






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






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






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






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






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






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






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






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






10. Professional guidance used to make good career decisions.






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






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






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






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






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






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






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






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






19. Learner centered; informal; impersonal






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






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






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






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






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.






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






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






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






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






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






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






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.






35. 360-feedback; development plans; simulations






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






38. Identies development needs of current and future leaders.






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.






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






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






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






46. Lack of bias.






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






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






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







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