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






2. Identies development needs of current and future leaders.






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






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






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






6. Workforce planning built based on strategic plan.






7. 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






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






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






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






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






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

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






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






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






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






17. 360-feedback; development plans; simulations






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

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






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

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






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






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






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






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






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






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






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






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






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






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






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






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

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






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

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






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

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38. Race - age - gender - generational - ethnicity






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






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

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41. Modeling - awareness programs - training - desensitization






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






43. Professional guidance used to make good career decisions.






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






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

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46. 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






47. Identifies past - present and future performance gaps.






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






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






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