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






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






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






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

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






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






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






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






9. 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






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






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






13. 360-feedback; development plans; simulations






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






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






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






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






18. Identies development needs of current and future leaders.






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






20. 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






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






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






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






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






25. Professional guidance used to make good career decisions.






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






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






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






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






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

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






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






33. 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






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






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






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






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






38. Race - age - gender - generational - ethnicity






39. 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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40. 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






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






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






43. Process to ensure continuity in key leadership positions.






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






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






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






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






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






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

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