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Career Planning And Talent Management
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Career Planning And Talent Management
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25 Questions

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

20. Lack of bias.

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

22. 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

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

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

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

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