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






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






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


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


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


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






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






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






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






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






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






12. Proxemity; space relationship between people


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






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






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






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






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






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






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






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






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






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






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






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






25. 360-feedback; development plans; simulations






26. 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


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






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






29. 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






30. Professional guidance used to make good career decisions.






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






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






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






34. Taks Analysis - job->tasks->steps;Performance Gap Analysis- past - present - future;Content Analysis - subject matter;Competency assessment - by skillset






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


36. Workforce planning built based on strategic plan.






37. Race - age - gender - generational - ethnicity






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






39. Testing based on one's core values; allign to career choice






40. 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






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


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






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


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






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






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






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






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






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






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