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






2. Learner centered; informal; impersonal






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


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






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






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






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






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






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






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






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






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






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






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






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






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






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






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






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






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


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






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






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






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






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






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


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






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






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






30. 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






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






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






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


34. 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






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


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






37. Proxemity; space relationship between people


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






39. Process to ensure continuity in key leadership positions.






40. 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






41. 'Adult Learning';Malcolm Knowles - how people learn: self-concept - prior experience - readiness to learn - orientation to learning - motiviation to learn.






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


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






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






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






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






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






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


49. Identies development needs of current and future leaders.






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