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






2. 360-feedback; development plans; simulations






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






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

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






6. Process to ensure continuity in key leadership positions.






7. Workforce planning built based on strategic plan.






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






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






10. 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






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






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






13. Lack of bias.






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






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






16. 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






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






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






20. Race - age - gender - generational - ethnicity






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






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






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






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






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






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

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

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






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






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






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






32. 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






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






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






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






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






37. Identifies past - present and future performance gaps.






38. Modeling - awareness programs - training - desensitization






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

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






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

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






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






44. 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






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






46. Proxemity; space relationship between people

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47. Learner centered; informal; impersonal






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






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






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