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






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






3. Learner centered; informal; impersonal






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






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


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






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


8. Lack of bias.






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






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


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






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






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






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






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






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






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






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






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






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






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






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






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






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






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






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






27. 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






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






29. 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






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






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






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






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






34. DECIDES - a rational decision making process with 7 steps: Define - Establish an plan - Clarify values - Identify Alteratives - Discover potential outcomes - Eliminate alternatives - Start action


35. Professional guidance used to make good career decisions.






36. Race - age - gender - generational - ethnicity






37. Identifies past - present and future performance gaps.






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






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






40. Proxemity; space relationship between people


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






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






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






44. Identies development needs of current and future leaders.






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






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






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






48. Workforce planning built based on strategic plan.






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






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