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. Learner centered; informal; impersonal






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






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






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






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






6. Modeling - awareness programs - training - desensitization






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






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






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






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






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






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






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






14. Workforce planning built based on strategic plan.






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


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






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






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






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






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






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






22. 360-feedback; development plans; simulations






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






24. 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






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


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






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






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






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






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






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






32. Professional guidance used to make good career decisions.






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






34. 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






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






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






37. Identifies past - present and future performance gaps.






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






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






40. DECIDES - a rational decision making process with 7 steps: Define - Establish an plan - Clarify values - Identify Alteratives - Discover potential outcomes - Eliminate alternatives - Start action


41. 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






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






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






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






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






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






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






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






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






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