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






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






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






4. 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






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


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






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






8. Race - age - gender - generational - ethnicity






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






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






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






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






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






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






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






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


17. Affect success of the organization; improve the bottom line.






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






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






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






21. Proxemity; space relationship between people


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






23. 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






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






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






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






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


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






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






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


31. Revolve around KSAs; organization identifies competancies required; part of succession planning; tests - interviews - etc..






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






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






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






35. Identifies past - present and future performance gaps.






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






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


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


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






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






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






42. 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






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






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






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






46. 360-feedback; development plans; simulations






47. Process to ensure continuity in key leadership positions.






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






49. Learner centered; informal; impersonal






50. 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