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






2. Learner centered; informal; impersonal






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






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






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






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






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

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






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






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






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






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






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

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






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






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






17. 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






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






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






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






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






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






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

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






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






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






28. Identies development needs of current and future leaders.






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






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






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






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






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

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34. 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






35. 360-feedback; development plans; simulations






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






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






38. 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






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

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40. Modeling - awareness programs - training - desensitization






41. Done by in-line manager; regular (1 per year); short/long term career objectives; relevant skills/training






42. Explain the how and what of career choice; Roe - Holland - psychodynamic






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






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






45. Identifies past - present and future performance gaps.






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






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






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






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






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