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






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

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

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






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






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






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






8. 360-feedback; development plans; simulations






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






10. Modeling - awareness programs - training - desensitization






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






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






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






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






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






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






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






18. Workforce planning built based on strategic plan.






19. Testing based on one's core values; allign to career choice






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






21. 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






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






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






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






25. Provides accurate picture of a person's personality.






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






27. Process to ensure continuity in key leadership positions.






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






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






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






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






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






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






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






35. Proxemity; space relationship between people

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36. 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






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






38. Identifies past - present and future performance gaps.






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






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

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






42. Lack of bias.






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






44. 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






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

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






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






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






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






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