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






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






3. 360-feedback; development plans; simulations






4. 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






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


6. 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






7. 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






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






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






10. Taks Analysis - job->tasks->steps;Performance Gap Analysis- past - present - future;Content Analysis - subject matter;Competency assessment - by skillset






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






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






13. 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


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






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






16. Workforce planning built based on strategic plan.






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






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






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






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






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






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






23. Interview; Survey - open ended questions; Observe; Work log/diary






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






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






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






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


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






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






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






31. Learner centered; informal; impersonal






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


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






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






35. Modeling - awareness programs - training - desensitization






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


37. Proxemity; space relationship between people


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






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






40. Lack of bias.






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






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


43. Identies development needs of current and future leaders.






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






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






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






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


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






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






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