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






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






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






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


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. Hire - fire - promote - demote - lateral move






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






8. Learner centered; informal; impersonal






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


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






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






12. Proxemity; space relationship between people


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






14. Modeling - awareness programs - training - desensitization






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






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






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


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






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






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






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






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






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


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


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






26. 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






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






28. Identies development needs of current and future leaders.






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






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






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






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






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






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






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






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






37. Process to ensure continuity in key leadership positions.






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


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


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


41. Identifies past - present and future performance gaps.






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






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






44. Workforce planning built based on strategic plan.






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






46. Lack of bias.






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






48. Professional guidance used to make good career decisions.






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






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