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. Professional guidance used to make good career decisions.






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






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






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






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






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






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






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






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






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






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






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






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






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






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






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






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






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






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






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






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






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






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






24. Career development theory; DE Super; careers move thru 5 phases from childhood to adulthood.






25. 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






26. Process to ensure continuity in key leadership positions.






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






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






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






30. 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


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






32. Learner centered; informal; impersonal






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






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






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






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






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






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






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






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






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






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






43. 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






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


45. Workforce planning built based on strategic plan.






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






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






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. 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






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