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. 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






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






3. Proxemity; space relationship between people

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






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






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

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






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






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

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10. 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






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






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






13. Professional guidance used to make good career decisions.






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






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

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16. Workforce planning built based on strategic plan.






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






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






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






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






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






22. Identies development needs of current and future leaders.






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






24. Career development practice - more experienced person shares wisdom/experience to a protege. Three types: one-on-one - group - virtual






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






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






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






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






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






30. Identifies past - present and future performance gaps.






31. Lack of bias.






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

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






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






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






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






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






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






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






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






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






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






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






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






45. Learner centered; informal; impersonal






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






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






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






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






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

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