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






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






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






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






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






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






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






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






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

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






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






13. Identifies past - present and future performance gaps.






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






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






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






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






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






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






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






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

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






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






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






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






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






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






28. Workforce planning built based on strategic plan.






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






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






31. 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






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






33. 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






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






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






36. Modeling - awareness programs - training - desensitization






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

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38. Race - age - gender - generational - ethnicity






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






40. Proxemity; space relationship between people

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

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42. Learner centered; informal; impersonal






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






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






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






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






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






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






49. 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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50. 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