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






2. 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






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






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






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






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






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






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






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






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






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






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






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






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






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






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






17. Identifies past - present and future performance gaps.






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

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






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

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21. Professional guidance used to make good career decisions.






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






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






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






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






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






27. Proxemity; space relationship between people

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






29. Learner centered; informal; impersonal






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






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

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






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






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






35. 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






36. Lack of bias.






37. Process to ensure continuity in key leadership positions.






38. 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






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






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






41. Race - age - gender - generational - ethnicity






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






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






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






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






46. Type of ROI - used to prove an intervention generated financial benefit.






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






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






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