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






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


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






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






5. Learner centered; informal; impersonal






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






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






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






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






10. 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






11. Modeling - awareness programs - training - desensitization






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






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






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






15. Professional guidance used to make good career decisions.






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






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


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






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






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






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






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






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






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






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


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


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






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


29. Process to ensure continuity in key leadership positions.






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


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






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






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






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






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






36. 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






37. Lack of bias.






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






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






40. 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






41. 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






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






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






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






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






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






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






48. Race - age - gender - generational - ethnicity






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


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