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






2. 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






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






4. 360-feedback; development plans; simulations






5. 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






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






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






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






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






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






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






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






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






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






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






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

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






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






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






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

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






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






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






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






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






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






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






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






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






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






33. Race - age - gender - generational - ethnicity






34. 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






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






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






37. Identifies past - present and future performance gaps.






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






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






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

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






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

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






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






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






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

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






48. Workforce planning built based on strategic plan.






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






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