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






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






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






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






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






6. Learner centered; informal; impersonal






7. 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






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






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






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






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






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






13. Identies development needs of current and future leaders.






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






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


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






17. 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






18. 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






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






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






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






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






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


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






25. Resource for career exploration; person seeking career change asks questions.






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


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


28. 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






29. Workforce planning built based on strategic plan.






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






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






32. Modeling - awareness programs - training - desensitization






33. Race - age - gender - generational - ethnicity






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






36. Professional guidance used to make good career decisions.






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






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






39. Identifies past - present and future performance gaps.






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






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






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






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






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






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






46. Lack of bias.






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






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


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


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