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Career Planning And Talent Management

Subject : soft-skills
  • Answer 50 questions in 15 minutes.
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  • Match each statement with the correct term.
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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. Analysis that is conducted to understand target population - demographics; all prior to job analslys - training or other interventions.

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

3. Learner centered; informal; impersonal

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

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

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

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

8. Lack of bias.

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

27. 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

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

29. 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

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

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

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

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

34. DECIDES - a rational decision making process with 7 steps: Define - Establish an plan - Clarify values - Identify Alteratives - Discover potential outcomes - Eliminate alternatives - Start action

35. Professional guidance used to make good career decisions.

36. Race - age - gender - generational - ethnicity

37. Identifies past - present and future performance gaps.

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

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

40. Proxemity; space relationship between people

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

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

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

44. Identies development needs of current and future leaders.

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

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

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

48. Workforce planning built based on strategic plan.

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

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