Question : 71. Which of the following helps employees identify their occupational as : 1251062

71. Which of the following helps employees identify their occupational as well as job interests? 
A. The Myers-Briggs Inventory
B. The Self-Directed Search
C. The Strong-Campbell Interest Inventory
D. The Occupational Outlook Handbook

Self-assessment involves psychological tests such as the Myers-Briggs Type Indicator (described earlier in the chapter), the Strong-Campbell Interest Inventory, and the Self-Directed Search. Self-Directed Search may also help employees identify the relative values they place on work and leisure activities.

72. In the career management process, what is the employee’s responsibility in the action planning phase? 
A. Identify goal and method to determine goal progress.
B. Identify steps and timetable to reach goal.
C. Identify what needs are realistic to develop.
D. Identify opportunities and needs to improve.

During this phase, employees determine how they will achieve their short- and long-term career goals. Action plans may involve any one or combination of development approaches.

73. In the career management process, what is the company’s responsibility in the self-assessment step? 
A. To provide assessment information to identify strengths, weaknesses, interests, and values.
B. To identify opportunities and needs to improve.
C. To communicate performance evaluation, and where the employee fits in the long-range plans of the company.
D. To identify the goal and method to determine goal progress.

Self-assessment refers to the use of information by employees to determine their career interests, values, aptitudes, and behavioral tendencies. In the career management process, the company’s responsibility in the self-assessment step is to provide assessment information to identify strengths, weaknesses, interests, and values.

74. _____ refers to the information employees receive about how the company evaluates their skills and knowledge and where they fit into the company’s plans. 
A. Self-assessment
B. Reality check
C. Goal setting
D. Action planning

The information employees receive about how the company evaluates their skills and knowledge and where they fit into the company’s plans is usually provided by the employee’s manager as part of performance appraisal.

75. The step in the career management process where employees develop short- and long-term career objectives is called: 
A. self-assessment.
B. reality check.
C. goal setting.
D. action planning.

These goals usually relate to desired positions, level of skill application, work setting, or skill acquisition.

76. _____ usually includes descriptions of strengths and weaknesses, career goals, and development activities for reaching the career goal. 
A. Self-assessment
B. Reality check
C. Action plan
D. Development plan

In goal setting the goals are usually discussed with the manager and written into a development plan.

77. _____ may involve any one or a combination of development approaches, which in turn depends on the needs and developmental goals of an employee. 
A. Self-assessment
B. Reality check
C. Action plan
D. Development plan

During action planning phase, employees determine how they will achieve their short- and long-term career goals.

78. Which of the following is NOT a design factor of effective career management and development systems? 
A. Evaluation occurs once at a specific time period.
B. Employees are encouraged to take an active role in career management and development.
C. Employees and managers participate in development of the system.
D. System is positioned as a response to a business need.

A design factor of effective career management and development systems is, evaluation is ongoing and used to improve the system.

79. All of the following are design factors of effective career management and development systems EXCEPT: 
A. employees have access to center information sources.
B. all employees support the career system.
C. career management is linked to other human resource practices.
D. a large, diverse talent pool is created.

A design factor of effective career management and development systems is, senior management supports the career system.

80. A barrier to advancement to higher-level jobs in the company that adversely affects women and minorities is the: 
A. glass escalator.
B. glass ceiling.
C. gray ceiling.
D. minority ceiling.

The barrier may be due to lack of access to training programs, development experiences, or relationships.