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. Provides accurate picture of a person's personality.






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






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

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






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






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






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






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






9. Learner centered; informal; impersonal






10. Increased functional knowledge - build new skill sets - exposure to entire operation; formal program






11. Proxemity; space relationship between people

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






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






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






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






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






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






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






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






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






21. Lack of bias.






22. 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






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






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






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






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






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






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






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






30. 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






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






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






33. Identies development needs of current and future leaders.






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






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






36. 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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37. 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






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






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






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

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






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






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






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






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






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






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






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






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






50. 360-feedback; development plans; simulations