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. Type of ROI - used to prove an intervention generated financial benefit.






2. Race - age - gender - generational - ethnicity






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






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






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

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






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






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






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






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






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






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






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






14. 1. Identify Corporate Mission;2. What are future needs;3. What is it really like?;4. Analyze gaps;5. Design learning strategy;6. Evaluate and measure;7. Improve






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






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






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

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18. Process to ensure continuity in key leadership positions.






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

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20. Identifies past - present and future performance gaps.






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






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






23. Modeling - awareness programs - training - desensitization






24. Lack of bias.






25. Proxemity; space relationship between people

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






27. Professional guidance used to make good career decisions.






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

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






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






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






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






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






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






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






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






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






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






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






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






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

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42. Workforce planning built based on strategic plan.






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






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

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






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

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






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






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






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