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

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2. Identifies past - present and future performance gaps.






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






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

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






6. Affect success of the organization; improve the bottom line.






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






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






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






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






11. Lack of bias.






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






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






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






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






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






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






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






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






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

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






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






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

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






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






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






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






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






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






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






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






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






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






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






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






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






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






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






40. Learner centered; informal; impersonal






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






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






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






44. 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






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






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






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

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48. Process to ensure continuity in key leadership positions.






49. 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






50. Identies development needs of current and future leaders.