4.Question 4What does the retention phase of career development involve? 1 pointExploring the education and skills needed for a roleLearning about different career pathsUpdating job skills and building a professional network Applying for and accepting a role5.Question 5True or False: Lectures, tutorials, workshops, and seminars are examples of training methods. 1 pointTrueFalse6.Question 6Which of the following refers to the “selection” step in learning and development planning? Select all that apply.1 pointSelection indicates how training or development should be assessed Selection defines the training method of delivery Selection determines who should receive the training or developmentSelection evaluates the effectiveness of the training or development. 7.Question 7What will an HR team learn after a training needs analysis?1 pointHow well employees performed and whether they should receive a promotion Any gaps between existing management skills and the roles they are required to performHow much the training budget is for the upcoming year, and how many employees can attend training Any gaps between existing employee skills and the skills required to perform a job or meet the organization’s objectives8.Question 8An organization offers discounted education as a career development tool. What does this involve?1 pointSharing management experiences with employeesSubsidizing tuition for employees’ formal educationEncouraging employees to learn about employees in different rolesAllowing new employees to work with experienced employees 9.Question 9True or False: Networking encourages employees to get to know individuals within their industry or in different roles within the organization.1 pointTrueFalse10.Question 10What does succession planning enable HR teams to do? 1 pointDevelop compensation and benefits packages for employeesIdentify high-potential employees for managerial or executive roles within an organizationCoordinate employee training and development programsOffer employees opportunities to further their education

12.Question 12An employee creates meaningful and relevant roles for themselves within their organization. What stage of the career life cycle are they in? 1 pointEstablishment ExplorationMaintenanceDisengagement

20.Question 20How do you calculate training costs per employee? 1 pointTotal revenue divided by the number of employeesNumber of training hours divided by the number of employees Total cost of training divided by the number of employeesAverage salary divided by the number of employees 21.Question 21What refers to the amount of time and effort learners put into the learning process?1 pointTeam building Learner engagement Adult learning Learning objectives22.Question 22A graduate applies for a job, accepts a job offer, and chooses a career in marketing. What career development phase are they in? 1 pointAssessment Commitment InvestigationPreparation23.Question 23Which of the following is an example of a career development tool?1 pointJob rotationPerformance evaluation Employee recognition Skills assessment

Unlike training, the process of career development: Question 4Select one:A.is initiated by employees.B.has a broad scope.C.has a short-term focus.D.benefits the organization

All the following statements accurately describe staff retention practice except:Group of answer choicesRetention management typically focus on voluntary turnover to better understand job satisfaction and employee management.Retention is important to ensure that the organisation is equipped to deal with current and future challenges.Talent retention is a critical human resource strategy to retain the skilled employees within the organisation. Retention is important for keeping employee costs down.  Competitive compensation is the most important and effective retention lever.

Multiple Select QuestionSelect all that applyAccording to the text, when evaluating the stages of career planning, what are some of the characteristics of and concerns about the advancement and midcareer adjustment stage?Multiple select question.dealing with shock of unfulfilled expectationsdeveloping career contactsassessing personal interests and goalsassisting in training a successorconcentrating on specializationseeking new challenges and responsibilityfinding satisfactiondetermining amount of involvement after retirement