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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. More traditional; teacher focused; Japanese culture; formal






2. Process to ensure continuity in key leadership positions.






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






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






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






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

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






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






9. 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






10. 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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11. Contract - temp - job sharing - OT - outsourcing






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






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






14. Professional guidance used to make good career decisions.






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






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






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






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






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






20. 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






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






22. 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






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






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






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






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






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






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






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






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






31. Lack of bias.






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






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






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






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






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






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






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






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






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






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

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






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






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






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






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






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

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






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







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Can you answer 50 questions in 15 minutes?


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