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. 360-feedback; development plans; simulations






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






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






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






5. Race - age - gender - generational - ethnicity






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






7. Process to ensure continuity in key leadership positions.






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






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






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






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






12. 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






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






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






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


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


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






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






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






20. Professional guidance used to make good career decisions.






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






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






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






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






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






26. Identies development needs of current and future leaders.






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






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






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






30. Lack of bias.






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






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






33. 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






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






35. 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






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






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






38. Modeling - awareness programs - training - desensitization






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






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






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






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






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






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


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






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






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






48. Learner centered; informal; impersonal






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






50. Identifies past - present and future performance gaps.