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. 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






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






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






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






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






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






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






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

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






10. Learner centered; informal; impersonal






11. 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






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






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






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

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15. Race - age - gender - generational - ethnicity






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






18. 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






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






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






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






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






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






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






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






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






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






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






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






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






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






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

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33. 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






34. Modeling - awareness programs - training - desensitization






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






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






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






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






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






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






41. Identifies past - present and future performance gaps.






42. Workforce planning built based on strategic plan.






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






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






45. Lack of bias.






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






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






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






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






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