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
Non-traditional job movements
Leadership Assessment
Analysis performed BEFORE Job Analysis (4)
Competancy Assessment


2. MBTI; consists of categories that identify 16 types of personalities. Used in career development. No measure of maturity - intellegence or mental health.
How could you collect data for Job Analysis?
Steps to Job Analysis
Differences between GenX and Bboomers.
Meyers-Briggs Type Indicator


3. Super; Ginzberg - starting at 18....; Trait-and-factor; Personality / topology (Roe - Holland)
Key tenets in an organization's support of management development programs
Career development theories (4)
Task Analysis
Personality Test


4. Summary statement - often with a resume - that highlights a person's work history and skills.
Types of Leadership Programs
Career Profile
An organization include more diverse people through implementing programs such as...
ADA


5. Provides accurate picture of a person's personality.
Non-traditional job movements
Personal Inventory Instrument
Differences between GenX and Bboomers.
Gizberg's Theories


6. Identifies all skill and knowledge gaps and skills and required knowledge to meet future workforce needs.
Organziational Analysis
Competancy Assessment
Workforce Plan
HRD


7. Activiites that ensure an organization can meet its goals; the right people in the right place at the right time.
Meyers-Briggs Type Indicator
7 Steps in Workforce Planning
Analysis performed BEFORE Job Analysis (4)
Workfocre Planning


8. Where at least 2 levels of mgmt review employees and their candidacy for positions.
Personality Test
Leadership Assessment
Multi-rater Feedback
High-Power Distance


9. More experienced person provides constructive advice and feedback; goal to improve performance.
Human Capital
Succession Planning
HRD
Coaching


10. Analysis that is conducted to understand target population - demographics; all prior to job analslys - training or other interventions.
Implications for multiple languages?
Low-Power Distance
High-Power Distance
Audience Analysis


11. Workforce planning built based on strategic plan.
Task Analysis
How does workforce planning differ from strategic planning?
Leadership Assessment
High-Power Distance


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

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13. Adults need to be involved in planning their instruction;Experience provides basis for learning;Must have immediate relevance to their jobs;Problem centered
According to Malcolm Knowles - how do people learn?
Trait and Factor Counceling
Workforce Plan
DiSC Personality Profile


14. Martson; Uses 4 dimensions: Dominance - Influence - Supportiveness - Conscientiousness
Career counceling competancies
What is a competancy assessment?
Fairness
DiSC Personality Profile


15. Done by in-line manager; regular (1 per year); short/long term career objectives; relevant skills/training
Fairness
Career coaching
DiSC Personality Profile
Holland's Occupational Congruency Model


16. A questionnaire that asks people - bosses - direct reports - peers - customers - how well a manage performs in any number of areas.
Personality Test
SWOT
Multiple modalities
360-Degree Feedback Evaluation


17. Race - age - gender - generational - ethnicity
Behavioral Career Counceling
Job Functions
What areas does Diversity include?
Mentoring


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

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19. Formal; Cross-functional - temp assignment in different department; Cross-country - temp assignment in another country
Job Descriptions
Job rotation
DiSC Personality Profile
Strategic Planning


20. Pre-analysis (organization - cost-benefit - etc..); Analysis completed; Project plan - prioritize titles/functions - develop implementation strategy
Steps to Job Analysis
Career Anchors Theory
Leadership Assessment
Psychodynamic Theory


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

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22. Accents; Gross translation errors; Nuance - no similar command of the same language
Analysis performed BEFORE Job Analysis (4)
Implications for multiple languages?
Andragogy
Personality Test


23. All tools of succession planning. ; Assessments; Training; Mentoring/coaching; Job-rotation; OJT
Fairness
Types of Leadership Programs
What are the U.S. space distances?
Task Analysis


24. Testing based on one's core values; allign to career choice
Values driven testing
Roe's Theory of Occupation
Fairness
HRD


25. 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
ADA
Career counceling competancies
IDPs
Psychodynamic Theory


26. An individuals approach to learning; way they feel - behave - info they posess.
What are some benefits of job-rotations?
Learning Style
Career counceling
Cost-Benefit Analysis


27. Process to ensure continuity in key leadership positions.
Replacement Planning
Human Resource Audit
What is 'proximecs'?
Williamson's 6 Steps in Career Counceling


28. Lack of bias.
Validity
What are types of succession planning approaches?
Fairness
Learning Style


29. Explain duties of the job but do not get into specific tasks.
Personal Inventory Instrument
Job Descriptions
Career counceling competancies
Krumboltz's Model


30. Less accurate way picturing a person's personalitiy; found on internet sites.
Meyers-Briggs Type Indicator
What is meant by 'power distance'?
Personality Test
Job Analysis


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

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32. Done by a professional; several times in a career; broad occupational interests
What is a competancy assessment?
Coaching
Career counceling
Job Descriptions


33. Climb-the-ladder (traditional); spiral - consultants - transfers kills from one industry to another; attend workshops.
Super Development Framework
Personal Inventory Instrument
Career development models (3)
Analysis performed BEFORE Job Analysis (4)


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

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35. 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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36. Divid job into required competencies or skills: mgrial/admin - supervisory - functional
Competancy Assessment
How could you collect data for Job Analysis?
What are types of succession planning approaches?
Personality Test


37. Proxemity; space relationship between people

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38. Examine a single task within a job and break down into 2+ steps; time consuming; lots of detail.
DiSC Personality Profile
According to Malcolm Knowles - how do people learn?
What is meant by 'power distance'?
Task Analysis


39. Revolve around KSAs; organization identifies competancies required; part of succession planning; tests - interviews - etc..
What is a competancy assessment?
Low-Power Distance
Organziational Analysis
Validity


40. 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
Holland's Occupational Congruency Model
Key tenets in an organization's support of management development programs
Career Profile
Strategic Planning


41. Professional guidance used to make good career decisions.
Career Advising
Task Analysis
Coaching
7 Steps in Workforce Planning


42. The collective knowledge - skills - competencies and value in an organization.
Psychodynamic Theory
Job rotation
What is a competancy assessment?
Human Capital


43. Career development practice - more experienced person shares wisdom/experience to a protege. Three types: one-on-one - group - virtual
Mentoring
Gizberg's Theories
Workfocre Planning
Meyers-Briggs Type Indicator


44. Learner centered; informal; impersonal
Gizberg's Theories
How could you collect data for Job Analysis?
Organziational Analysis
Low-Power Distance


45. Schein - concept where career decisions based on talents - motives and values; your 'anchors' or comfort zone.
Career Anchors Theory
Job Functions
Coaching
360-Degree Feedback Evaluation


46. Individual Development Plans; Plans for improvement on the current job or job advancement; usually integrated with a performance appraisal.
What are the U.S. space distances?
IDPs
What are some benefits of job-rotations?
Task Analysis


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

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48. Tool to predict career success and choice; identifies what motivates a person.
Non-traditional job movements
Coaching
Learning Style
Psychodynamic Theory


49. A variety of exercises including oral - simulations - interview simulations - etc...
Fairness
What areas does Diversity include?
Assessment Center
Steps to Job Analysis


50. Human Resource Development. The organized education and learning offered by employers.
Succession Planning
HRD
Williamson's 6 Steps in Career Counceling
Multi-rater Feedback