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






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






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






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


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






6. Learner centered; informal; impersonal






7. Lack of bias.






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






9. Race - age - gender - generational - ethnicity






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






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


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






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






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






15. Americans with Disability Act; Prohibits discrimation; right for consideration but doesn't guarantee the job.






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


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






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






19. 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


20. An individuals approach to learning; way they feel - behave - info they posess.






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






22. 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






23. Identifies past - present and future performance gaps.






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






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






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






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






28. Modeling - awareness programs - training - desensitization






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






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






31. Identies development needs of current and future leaders.






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






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






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






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






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






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






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






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






40. Proxemity; space relationship between people


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






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






43. DECIDES - a rational decision making process with 7 steps: Define - Establish an plan - Clarify values - Identify Alteratives - Discover potential outcomes - Eliminate alternatives - Start action


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






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






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






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






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






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






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