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Career Planning And Talent Management

Subject : soft-skills
Instructions:
  • Answer 50 questions in 15 minutes.
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  • 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. Explain the how and what of career choice; Roe - Holland - psychodynamic






2. Professional guidance used to make good career decisions.






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






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






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






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






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






8. Proxemity; space relationship between people

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






10. 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






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






12. Learner centered; informal; impersonal






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






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






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






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

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

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






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






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






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






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






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






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

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






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






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






28. 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






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






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






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






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






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






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






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






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

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38. Identifies past - present and future performance gaps.






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






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






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






42. Less accurate way picturing a person's personalitiy; found on internet sites.






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






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






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






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






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






48. Race - age - gender - generational - ethnicity






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






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







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