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






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






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


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






5. 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






6. Identifies past - present and future performance gaps.






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






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






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






10. Race - age - gender - generational - ethnicity






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






12. Ability to repeat the same measurement the same way over time.






13. Identies development needs of current and future leaders.






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






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






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






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






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






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






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






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






22. 'Adult Learning';Malcolm Knowles - how people learn: self-concept - prior experience - readiness to learn - orientation to learning - motiviation to learn.






23. 360-feedback; development plans; simulations






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






25. 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


26. Professional guidance used to make good career decisions.






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






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






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


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






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






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






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






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


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






36. Proxemity; space relationship between people


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






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






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






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






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. Workforce planning built based on strategic plan.






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






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






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






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






47. How a company views their world - their value system


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






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






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