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. How a company views their world - their value system

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






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






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






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






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






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






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






9. Modeling - awareness programs - training - desensitization






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






11. Learner centered; informal; impersonal






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






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






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

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






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






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






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






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






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






22. Race - age - gender - generational - ethnicity






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






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






25. Lack of bias.






26. 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






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






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






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






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

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






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






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






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






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






36. 1. Analysis; 2. Synthesis; 3 Diagnose; 4. Pronosis; 5. Councel; 6. Follow up

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






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






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

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






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






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






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






44. Process to ensure continuity in key leadership positions.






45. 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






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






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






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






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

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50. 360-feedback; development plans; simulations