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






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






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






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






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






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






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






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






9. Professional guidance used to make good career decisions.






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






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






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






13. 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






14. 360-feedback; development plans; simulations






15. 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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16. Modeling - awareness programs - training - desensitization






17. Workforce planning built based on strategic plan.






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

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

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






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

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






23. Process to ensure continuity in key leadership positions.






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






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






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






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






28. Learner centered; informal; impersonal






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






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






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

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






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

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






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






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






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






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






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






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






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

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






44. 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






45. 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






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

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






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

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






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