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






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

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






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






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






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

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






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

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






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






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






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






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






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






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






17. 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






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






19. Identifies past - present and future performance gaps.






20. The collective knowledge - skills - competencies and value in an organization.






21. 360-feedback; development plans; simulations






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






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






24. Modeling - awareness programs - training - desensitization






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






26. Identies development needs of current and future leaders.






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






28. Professional guidance used to make good career decisions.






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






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






31. Process to ensure continuity in key leadership positions.






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






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






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. Workforce planning built based on strategic plan.






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






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






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






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






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






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






42. Race - age - gender - generational - ethnicity






43. Proxemity; space relationship between people

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

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






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






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






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

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






50. 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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