45 Questions
What is the primary purpose of the Career Planning process in the company?
To reconcile individual career plans with organisational objectives
Who is responsible for facilitating the analysis and documentation of employee career objectives?
The line manager/career coaches
What is the primary purpose of reviewing career paths of employees?
To determine the need for modification or update based on current realities
What is the outcome of the Career Planning process for each employee?
A defined career path
What is the output of the generic career paths process?
A grouping of jobs into career families and possible career paths
What is the purpose of reviewing the content of the Profile Forms periodically?
To assess future talent needs and ensure viability
What is one of the activities involved in the Career Planning process?
Identification of possible career options
What is the frequency of measuring the percentage of employees without a clear career path?
Annually
Who is responsible for notifying relevant line managers and job holders/employees of their career paths?
N-5
What is the purpose of the career discussion meeting?
To discuss the employee's career path and development
What is the primary purpose of the Career Management Framework?
To provide a structured approach for mapping and managing individual career plans
What is included in the information provided by the career paths defined by NNPC Limited?
Current priorities for developing people within NNPC Limited
What is the focus of the skills and competencies developed through the Career Management Framework?
Meeting the current and future talent needs of NNPC Limited
What is the purpose of the job ladders provided in the career paths?
To graphically depict various job career paths
What is the primary goal of the Career Management Framework in relation to employees' career development?
To support employees in achieving their current and future career aspirations
What is the basis for measuring the performance of an employee in a role?
Reference Job Description
What is the purpose of a career progression review?
To identify career path misalignments and development opportunities
What is required for changes to the Organisational Structure and defined Job Roles?
Official reason and Corporate HCM approval
What is considered when selecting career development opportunities for employees?
Available opportunities, organisational needs, and demonstrated skills and competencies
What is attached to every job role within NNPC Limited?
Defined Job Description (JD)
What is a key factor considered when determining the career path of new hires?
Qualifications
Who is responsible for obtaining approved career paths and uploading them to the system?
N-5
What is the purpose of the meeting scheduled by N-5?
To discuss career opportunities and agree on career development plans
Who reviews the recommended career paths and gives approval?
N-2
What is the role of N-4 in the Career Planning process?
To review career paths and obtain input from N-3 and N-2
The Career Planning process is responsible for identifying the need for modification or update of employee career paths based on current realities.
True
The percentage of employees without a clear career path is measured quarterly.
False
The Career Planning process involves developing specific career plans for individual employees.
True
The generic career paths are developed by N-4.
False
The career discussion meeting is scheduled by N-5.
False
The Career Planning process is only for new hires.
False
The output of the generic career paths process is a list of job ladders.
False
N-4 is responsible for notifying relevant line managers and job holders/employees of their career paths.
False
The Career Planning process involves reviewing employee business qualification or experience requirements.
True
The target percentage of employees without a clear career path is 50%.
False
NNPC Limited groups the jobs into ______ and specifies the possible career paths for employees.
career families
The ______ of employee without a clear career path is measured annually.
percentage
N-4 is responsible for ______ generic career paths for key jobs across NNPC Limited.
developing
N-5 is responsible for ______ the specific career plan for developing individual employees.
detailing
The primary goal of the Career Management Framework is to ______ employees' career development.
support
Match the following career planning processes with their corresponding descriptions:
N-4 = Regularly review career path of employees to identify need for modification N-5 = Plan career paths for individual employees N-2 = Notify relevant line managers and job holders/employees of their career paths N-3 = Develop generic career paths for key jobs across NNPC Limited
Match the following HCM processes with their corresponding output documents:
Generic Career Paths = Groups jobs into career families and specifies possible career paths Specific Career Paths = Details the specific career plan for developing individual employees Profile Forms = Includes information on employee business qualification or experience requirements Key Performance Indicators = Tracks percentage of employees without a clear career path
Match the following career planning activities with their corresponding frequencies:
Review career paths of employees = Annually Measure percentage of employees without a clear career path = As Required Notify relevant line managers and job holders/employees = As Required Develop generic career paths for key jobs = Annually
Match the following HCM processes with their corresponding responsible parties:
Obtaining list of confirmed staff = N-5 Developing generic career paths = N-4 Notifying line managers and job holders/employees = N-2 Scheduling career discussion meeting = N-5
Match the following career planning outputs with their corresponding descriptions:
Generic Career Paths = Specifies possible career paths for employees Specific Career Paths = Details individual employee's career plan Job Ladders = Includes information on employee career progression Key Performance Indicators = Tracks employee performance metrics
This quiz assesses understanding of career development and planning, including setting objectives, aspirations, and priorities, and periodic review of profile forms to identify future talent needs.
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