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






2. 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


3. 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






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






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






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






7. Proxemity; space relationship between people


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






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






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






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






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






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






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






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


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






17. 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






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






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






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


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






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


23. Professional guidance used to make good career decisions.






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






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






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


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






28. Learner centered; informal; impersonal






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






30. Lack of bias.






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






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






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






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






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






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






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






38. Modeling - awareness programs - training - desensitization






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






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






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






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






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






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






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






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






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


48. Race - age - gender - generational - ethnicity






49. 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






50. Process to ensure continuity in key leadership positions.