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






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






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






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






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






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

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






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






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






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

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






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

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






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






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






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

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






18. Race - age - gender - generational - ethnicity






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






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






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






22. Lack of bias.






23. 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






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






25. Proxemity; space relationship between people

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






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






28. Process to ensure continuity in key leadership positions.






29. Identies development needs of current and future leaders.






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






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






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






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






34. Professional guidance used to make good career decisions.






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






36. 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






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






38. Identifies past - present and future performance gaps.






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






40. 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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41. Does the measurement measure what it was intended to measure?






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






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






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






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






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






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






48. How a company views their world - their value system

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49. Learner centered; informal; impersonal






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