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






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






3. Race - age - gender - generational - ethnicity






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






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






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






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






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






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






10. 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






11. Leverages concepts from psychology; scientific approach to career decision-making based on behaviors.






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






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






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






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






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






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






18. Proxemity; space relationship between people

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






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






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






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






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

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






25. More traditional; teacher focused; Japanese culture; formal






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






27. Lack of bias.






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






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






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






31. Process to ensure continuity in key leadership positions.






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






33. 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






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






35. 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






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






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






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






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






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

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






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






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






45. Identifies past - present and future performance gaps.






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






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






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

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






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