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






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






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






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






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






6. Workforce planning built based on strategic plan.






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






8. Identies development needs of current and future leaders.






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






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






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






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


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






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






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






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






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






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






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






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






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






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






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


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






25. 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






26. Proxemity; space relationship between people


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






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






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






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






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






32. 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






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


34. Learner centered; informal; impersonal






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






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






37. Process to ensure continuity in key leadership positions.






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


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






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






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






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






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


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


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






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






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






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






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