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






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






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






4. Modeling - awareness programs - training - desensitization






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






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






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


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






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






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






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






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






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






14. Identifies past - present and future performance gaps.






15. 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






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


17. 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






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






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






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






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






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






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






24. Lack of bias.






25. 360-feedback; development plans; simulations






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






27. Learner centered; informal; impersonal






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






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


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






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






32. MBTI; consists of categories that identify 16 types of personalities. Used in career development. No measure of maturity - intellegence or mental health.






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






34. All duties and tasks done for a single job; KSAs required and resources needed.






35. Workforce planning built based on strategic plan.






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






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






38. Race - age - gender - generational - ethnicity






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






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






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






42. 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






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






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






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






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






47. 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






48. 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






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






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