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. 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






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

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






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






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






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






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






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






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






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






11. 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






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






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






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






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






16. Learner centered; informal; impersonal






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






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






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






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






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






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






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






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






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






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






27. Process to ensure continuity in key leadership positions.






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






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






30. Identifies past - present and future performance gaps.






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






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






33. Professional guidance used to make good career decisions.






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






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






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






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

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






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






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






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






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






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

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46. Modeling - awareness programs - training - desensitization






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






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






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






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