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






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






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






4. Proxemity; space relationship between people

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






6. Lack of bias.






7. Process to ensure continuity in key leadership positions.






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

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






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






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






12. Workforce planning built based on strategic plan.






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. 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






15. Modeling - awareness programs - training - desensitization






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






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






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






19. Learner centered; informal; impersonal






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






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

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

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






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






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






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






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






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

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






30. Professional guidance used to make good career decisions.






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

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32. Race - age - gender - generational - ethnicity






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






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






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






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






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






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






40. 360-feedback; development plans; simulations






41. 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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42. Ability to repeat the same measurement the same way over time.






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






44. 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






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






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

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47. 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






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






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






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