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






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

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






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

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






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






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






8. Learner centered; informal; impersonal






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






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






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






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






13. Accents; Gross translation errors; Nuance - no similar command of the same language






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

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15. Professional guidance used to make good career decisions.






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






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






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






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






20. 360-feedback; development plans; simulations






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






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






23. 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






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






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






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






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






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






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






30. Identifies past - present and future performance gaps.






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






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






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






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






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






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






37. Race - age - gender - generational - ethnicity






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






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






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






41. 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






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






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






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






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






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






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






48. Matches individuals to their best career choice through interviews and 6 types of work environments; People flourish in environments similar to their personalty traits: realistic (physical strength) - investigative (ideas and thoughts) - artistic (se

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49. Lack of bias.






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