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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. Workforce planning built based on strategic plan.






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






3. 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






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






5. 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






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






7. Lack of bias.






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






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






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






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

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






13. 360-feedback; development plans; simulations






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






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






16. Process to ensure continuity in key leadership positions.






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






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






19. 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






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






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

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






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






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






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






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






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






28. Identies development needs of current and future leaders.






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






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






31. Race - age - gender - generational - ethnicity






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






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

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34. Learner centered; informal; impersonal






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






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






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






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






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






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






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






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






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






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






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






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






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






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






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

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







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