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






3. Human Resource Development. The organized education and learning offered by employers.






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






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






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






7. Proxemity; space relationship between people

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






9. 360-feedback; development plans; simulations






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






11. Workforce planning built based on strategic plan.






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






13. Professional guidance used to make good career decisions.






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






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. Provides accurate picture of a person's personality.






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






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






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






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

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






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






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






25. I - reaction of student; II - increased learning/knowledge; III - behavior improvement; IV - effect on business based on trainee performance

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






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






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






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






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






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






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






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






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

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






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






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

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






39. Learner centered; informal; impersonal






40. Identies development needs of current and future leaders.






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






42. 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






43. Modeling - awareness programs - training - desensitization






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






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






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






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






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

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






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