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. Professional guidance used to make good career decisions.






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

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

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






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






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






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






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






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

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11. Proxemity; space relationship between people

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






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






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






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






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






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






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

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






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






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






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






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






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






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






26. Affect success of the organization; improve the bottom line.






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






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






29. 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






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






31. Process to ensure continuity in key leadership positions.






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






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






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






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






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






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






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






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

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






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






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






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






44. Matches individuals to their best career choice through interviews and 6 types of work environments; People flourish in environments similar to their personalty traits: realistic (physical strength) - investigative (ideas and thoughts) - artistic (se

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






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






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

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






49. Identies development needs of current and future leaders.






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