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






2. Learner centered; informal; impersonal






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






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






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

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






7. Proxemity; space relationship between people

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8. Lack of bias.






9. Process to ensure continuity in key leadership positions.






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






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






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






13. 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






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






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






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






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

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






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






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






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






23. Modeling - awareness programs - training - desensitization






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






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






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






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






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






29. 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






30. 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






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






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






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






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






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






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






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






39. Workforce planning built based on strategic plan.






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






41. 360-feedback; development plans; simulations






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






43. Race - age - gender - generational - ethnicity






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






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

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






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






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






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






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