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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. 360-feedback; development plans; simulations

2. Done by a professional; several times in a career; broad occupational interests

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

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

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

6. 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

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

8. Contract - temp - job sharing - OT - outsourcing

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

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

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

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

13. 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

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

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

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

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

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

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

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

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

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

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

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

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

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