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






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






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






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






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






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






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






8. Identies development needs of current and future leaders.






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






10. Top down - pool identified - managers recommend; Bottom up - manager names successors to positions; career plan - internal growth; Market driven - hire-away from competitors; Future driven - hire to future needs which have been identified






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






12. Professional guidance used to make good career decisions.






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

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






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






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






17. Process to ensure continuity in key leadership positions.






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






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






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






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






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






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






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






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






26. The collective knowledge - skills - competencies and value in an organization.






27. 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






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






29. Lack of bias.






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

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






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






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






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






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






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

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






38. Race - age - gender - generational - ethnicity






39. 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






40. Learner centered; informal; impersonal






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






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






43. Identifies past - present and future performance gaps.






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






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






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






47. Proxemity; space relationship between people

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






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






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