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. Lack of bias.






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






3. Leverages concepts from psychology; scientific approach to career decision-making based on behaviors.






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






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






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






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






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






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






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






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






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






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






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

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






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






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






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






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






21. Identies development needs of current and future leaders.






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

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23. 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






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






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






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






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






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






29. Race - age - gender - generational - ethnicity






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






31. Workforce planning built based on strategic plan.






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






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






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






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






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






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






38. Professional guidance used to make good career decisions.






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






40. A questionnaire that asks people - bosses - direct reports - peers - customers - how well a manage performs in any number of areas.






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

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






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






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






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






46. Proxemity; space relationship between people

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47. Process to ensure continuity in key leadership positions.






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






49. 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






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