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. 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






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






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






4. Learner centered; informal; impersonal






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






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






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






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






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






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






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






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






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






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






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






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






17. Workforce planning built based on strategic plan.






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

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






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






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






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






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






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






26. Professional guidance used to make good career decisions.






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






28. Race - age - gender - generational - ethnicity






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






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






31. 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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32. 1. Analysis; 2. Synthesis; 3 Diagnose; 4. Pronosis; 5. Councel; 6. Follow up

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






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






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






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






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






38. Done by in-line manager; regular (1 per year); short/long term career objectives; relevant skills/training






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






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






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






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






43. Proxemity; space relationship between people

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






45. 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






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

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






48. Process to ensure continuity in key leadership positions.






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






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