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. 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






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






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






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






5. Race - age - gender - generational - ethnicity






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

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






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






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






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






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






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






13. Workforce planning built based on strategic plan.






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






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






16. Identies development needs of current and future leaders.






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






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






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






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






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






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






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






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






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






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






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






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






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






31. Professional guidance used to make good career decisions.






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






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






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






35. 360-feedback; development plans; simulations






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






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






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






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






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






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

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






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






45. 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






46. Proxemity; space relationship between people

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

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48. Learner centered; informal; impersonal






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






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

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