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






2. 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






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






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

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






6. 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






7. Race - age - gender - generational - ethnicity






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






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






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






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






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






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






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






15. 360-feedback; development plans; simulations






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

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17. Lack of bias.






18. Proxemity; space relationship between people

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

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






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






22. Adults need to be involved in planning their instruction;Experience provides basis for learning;Must have immediate relevance to their jobs;Problem centered






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






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






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






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

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






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






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






30. Done by a professional; several times in a career; broad occupational interests






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

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

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






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






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






36. Process to ensure continuity in key leadership positions.






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






38. Workforce planning built based on strategic plan.






39. Identifies past - present and future performance gaps.






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

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41. 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






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






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






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






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






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






47. Professional guidance used to make good career decisions.






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

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






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