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






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

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






5. More traditional; teacher focused; Japanese culture; formal






6. Workforce planning built based on strategic plan.






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






8. 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






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






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






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






12. Race - age - gender - generational - ethnicity






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






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






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

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






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






18. Does the measurement measure what it was intended to measure?






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






20. Resource for career exploration; person seeking career change asks questions.






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






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






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






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






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






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






28. Proxemity; space relationship between people

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






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






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






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






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

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






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






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






38. Process to ensure continuity in key leadership positions.






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






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

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






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






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






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






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






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






47. Identifies past - present and future performance gaps.






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






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. Provides accurate picture of a person's personality.