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. Lack of bias.






2. Workforce planning built based on strategic plan.






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






4. 360-feedback; development plans; simulations






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






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






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






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






9. 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






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






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






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






13. Modeling - awareness programs - training - desensitization






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






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






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






17. Identifies past - present and future performance gaps.






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






19. 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






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






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






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






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






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






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






27. Proxemity; space relationship between people

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






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






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






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






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






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






34. Process to ensure continuity in key leadership positions.






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

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






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






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






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






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






41. Professional guidance used to make good career decisions.






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






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






44. Learner centered; informal; impersonal






45. 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






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

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






48. 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






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






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