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






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

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






4. 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






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






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






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






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






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






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






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






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






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






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






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






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






18. Modeling - awareness programs - training - desensitization






19. Learner centered; informal; impersonal






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






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






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






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






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






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






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

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27. 360-feedback; development plans; simulations






28. Race - age - gender - generational - ethnicity






29. 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






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






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






32. 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






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






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

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






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






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






38. Identifies past - present and future performance gaps.






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






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

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






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






43. Professional guidance used to make good career decisions.






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






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






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






47. Analyze organization - values and culture of organization; Cost benefit analysis - is the effort worth the cost?; Audience analysis - who is the target?; Environmental analysis - SWOT






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






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






50. Proxemity; space relationship between people

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