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. Workforce planning built based on strategic plan.






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






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






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






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






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






7. Proxemity; space relationship between people

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






9. Provides accurate picture of a person's personality.






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






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






12. Race - age - gender - generational - ethnicity






13. 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






14. 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






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






16. Professional guidance used to make good career decisions.






17. Identies development needs of current and future leaders.






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






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






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






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






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






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






24. 360-feedback; development plans; simulations






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






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

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






28. 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






29. Identifies past - present and future performance gaps.






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






31. Learner centered; informal; impersonal






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






33. 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






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






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






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

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






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






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






40. Revolve around KSAs; organization identifies competancies required; part of succession planning; tests - interviews - etc..






41. Process to ensure continuity in key leadership positions.






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






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






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






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






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






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






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






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