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. Race - age - gender - generational - ethnicity






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






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






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






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






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






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






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

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






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






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






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






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

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






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






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






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






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






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






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






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

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






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






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






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






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






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






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






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






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






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






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






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






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






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






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






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






38. 360-feedback; development plans; simulations






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






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






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






42. Process to ensure continuity in key leadership positions.






43. Proxemity; space relationship between people

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44. All tools of succession planning. ; Assessments; Training; Mentoring/coaching; Job-rotation; OJT






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






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

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






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






50. 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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