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






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






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






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

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






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






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

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






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






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






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






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






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

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






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






17. Workforce planning built based on strategic plan.






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






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






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

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






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

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






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






25. 360-feedback; development plans; simulations






26. Learner centered; informal; impersonal






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






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






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






30. 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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31. Race - age - gender - generational - ethnicity






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






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






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






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






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






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






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






39. Professional guidance used to make good career decisions.






40. Process to ensure continuity in key leadership positions.






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






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






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

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44. 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






45. Identifies past - present and future performance gaps.






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






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






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






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






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