Question 1

In succession planning,what would be the starting point for HR planning?

Accepted Answer

A) the job position 
B) the organization's strategy 
C) the employees' competencies 
D) the role of the manager and employees 
A) the job position 
B) the organization's strategy 
C) the employees' competencies 
D) the role of the manager and employees

Question 2

Mentoring is the systematic process of determining critical roles with the organization,identifying and evaluating possible successors,and developing them for these roles.

Accepted Answer

A) True 
 B)False

Question 3

Mentors are almost always more senior people who volunteer within an organization,while coaches are volunteers from outside the organization

Accepted Answer

A) True 
 B)False

Question 4

Succession readiness codes state what the employee's level of performance will be in the future.

Accepted Answer

A) True 
 B)False

Question 5

Refer to Scenario: Pacific Health Care.With demographic trends predicting even greater shortages in the market supply of health care workers,what organizational HR supply planning method is now assuming much greater importance?

Accepted Answer

A) HRMS database 
B) staffing inventories 
C) succession planning 
D) movement analysis 
A) HRMS database 
B) staffing inventories 
C) succession planning 
D) movement analysis

Question 6

What is one way that replacement planning has evolved into succession management?

Accepted Answer

A) expanded the data collection 
B) expanded the time horizon 
C) expanded the HR role 
D) expanded the jobs requirements 
A) expanded the data collection 
B) expanded the time horizon 
C) expanded the HR role 
D) expanded the jobs requirements

Question 7

An acceleration pool is a group of candidates whose development an organization wishes to accelerate.

Accepted Answer

A) True 
 B)False

Question 8

According to the CEO of Maritime Life Insurance,what is the best indicator of whether an employee is ready for a top position?

Accepted Answer

A) education 
B) intelligence 
C) rotation 
D) attitude 
A) education 
B) intelligence 
C) rotation 
D) attitude

Question 9

An organization identifies the employees who are critical to the success of the organization.What is this HR process called?

Accepted Answer

A) talent segmentation 
B) talent pooling 
C) talent development 
D) talent management 
A) talent segmentation 
B) talent pooling 
C) talent development 
D) talent management

Question 10

Succession management might be viewed as part of the talent management process of an organization that focuses on the flow of employees,starting from selection to career management to exit,through the organization.

Accepted Answer

A) True 
 B)False

Question 11

Peter Drucker said that "most managers are born,not made!"

Accepted Answer

A) True 
 B)False

Question 12

What is one way that replacement planning has evolved into succession management?

Accepted Answer

A) improving the data collection 
B) improving the evaluation system 
C) improving the HR supply 
D) improving the stability of jobs 
A) improving the data collection 
B) improving the evaluation system 
C) improving the HR supply 
D) improving the stability of jobs

Question 13

What is another term for succession analysis?

Accepted Answer

A) chain effect analysis 
B) replacement analysis 
C) HR supply analysis 
D) movement analysis 
A) chain effect analysis 
B) replacement analysis 
C) HR supply analysis 
D) movement analysis

Question 14

Replacement planning refers to the systematic process of determining critical roles within the organization,identifying and evaluating possible successors,and developing them for these roles.

Accepted Answer

A) True 
 B)False

Question 15

Succession management depends on internal and external candidates.Which of the following is an advantage of internal candidates?

Accepted Answer

A) Internal candidates may have better skills to lead the organization through a major transformation. 
B) Internal candidates bring new knowledge acquired through training and development. 
C) Internal candidates prevent the organization from becoming stagnant. 
D) Internal candidates can preserve the corporate culture. 
A) Internal candidates may have better skills to lead the organization through a major transformation. 
B) Internal candidates bring new knowledge acquired through training and development. 
C) Internal candidates prevent the organization from becoming stagnant. 
D) Internal candidates can preserve the corporate culture.

Question 16

Succession management used to focus mainly on the CEO.However,there must be a pipeline of talent for the most critical roles.Which of the following is one of these pipeline positions?

Accepted Answer

A) senior management team 
B) managers 
C) front line supervisors 
D) administrators 
A) senior management team 
B) managers 
C) front line supervisors 
D) administrators

Question 17

A succession management approach should track not only on internal candidates but also external candidates.Discuss the advantages and disadvantages of internal and external candidates? Which method is preferred?

Accepted Answer

Advantages of Internal Candidates:
∙ Org

Question 18

Which employee characteristic is NOT typically associated with the process of succession management?

Accepted Answer

A) skilled 
B) trained 
C) available 
D) reliable 
A) skilled 
B) trained 
C) available 
D) reliable

Question 19

A replacement chart has potential management successors coded to indicate their future availability.If a manager is coded "PN," what does this represent?

Accepted Answer

A) preferred nominee 
B) professional development needed 
C) promotable now 
D) practicum needed 
A) preferred nominee 
B) professional development needed 
C) promotable now 
D) practicum needed

Question 20

What negative consequence might result if there is a delay in naming a successor when a key executive,such as a CEO,suddenly quits?

Accepted Answer

A) decreased operating performance for up to two years 
B) increased recruitment and selection of middle managers 
C) decreased opportunities for management development 
D) increased likelihood that the successor will be a family member 
A) decreased operating performance for up to two years 
B) increased recruitment and selection of middle managers 
C) decreased opportunities for management development 
D) increased likelihood that the successor will be a family member

In succession planning,what would be the starting point for HR planning?

Mentoring is the systematic process of determining critical roles with the organization,identifying and evaluating possible successors,and developing them for these roles.

Mentors are almost always more senior people who volunteer within an organization,while coaches are volunteers from outside the organization

Succession readiness codes state what the employee's level of performance will be in the future.

Refer to Scenario: Pacific Health Care.With demographic trends predicting even greater shortages in the market supply of health care workers,what organizational HR supply planning method is now assuming much greater importance?

What is one way that replacement planning has evolved into succession management?

An acceleration pool is a group of candidates whose development an organization wishes to accelerate.

According to the CEO of Maritime Life Insurance,what is the best indicator of whether an employee is ready for a top position?

An organization identifies the employees who are critical to the success of the organization.What is this HR process called?

Succession management might be viewed as part of the talent management process of an organization that focuses on the flow of employees,starting from selection to career management to exit,through the organization.

Peter Drucker said that "most managers are born,not made!"

What is one way that replacement planning has evolved into succession management?

What is another term for succession analysis?

Replacement planning refers to the systematic process of determining critical roles within the organization,identifying and evaluating possible successors,and developing them for these roles.

Succession management depends on internal and external candidates.Which of the following is an advantage of internal candidates?

Succession management used to focus mainly on the CEO.However,there must be a pipeline of talent for the most critical roles.Which of the following is one of these pipeline positions?

A succession management approach should track not only on internal candidates but also external candidates.Discuss the advantages and disadvantages of internal and external candidates? Which method is preferred?

Which employee characteristic is NOT typically associated with the process of succession management?

A replacement chart has potential management successors coded to indicate their future availability.If a manager is coded "PN," what does this represent?

What negative consequence might result if there is a delay in naming a successor when a key executive,such as a CEO,suddenly quits?

Strategic Management

Aligning HR With Strategy

Environmental Influences on HRM

The HR Forecasting Process

Determining HR Demand

Ascertaining HR Supply

Information Technology for HR Planning

Change Management

Downsizing and Restructuring

Strategic International HRM

Mergers and Acquisitions

Outsourcing

HR Assessment and Analytics

Filters

Exam 7: Succession Management

In succession planning,what would be the starting point for HR planning?

Mentoring is the systematic process of determining critical roles with the organization,identifying and evaluating possible successors,and developing them for these roles.

Mentors are almost always more senior people who volunteer within an organization,while coaches are volunteers from outside the organization

Succession readiness codes state what the employee's level of performance will be in the future.

Refer to Scenario: Pacific Health Care.With demographic trends predicting even greater shortages in the market supply of health care workers,what organizational HR supply planning method is now assuming much greater importance?

What is one way that replacement planning has evolved into succession management?

An acceleration pool is a group of candidates whose development an organization wishes to accelerate.

According to the CEO of Maritime Life Insurance,what is the best indicator of whether an employee is ready for a top position?

An organization identifies the employees who are critical to the success of the organization.What is this HR process called?

Succession management might be viewed as part of the talent management process of an organization that focuses on the flow of employees,starting from selection to career management to exit,through the organization.

Peter Drucker said that "most managers are born,not made!"

What is one way that replacement planning has evolved into succession management?

What is another term for succession analysis?

Replacement planning refers to the systematic process of determining critical roles within the organization,identifying and evaluating possible successors,and developing them for these roles.

Succession management depends on internal and external candidates.Which of the following is an advantage of internal candidates?

Succession management used to focus mainly on the CEO.However,there must be a pipeline of talent for the most critical roles.Which of the following is one of these pipeline positions?

A succession management approach should track not only on internal candidates but also external candidates.Discuss the advantages and disadvantages of internal and external candidates? Which method is preferred?

Which employee characteristic is NOT typically associated with the process of succession management?

A replacement chart has potential management successors coded to indicate their future availability.If a manager is coded "PN," what does this represent?

What negative consequence might result if there is a delay in naming a successor when a key executive,such as a CEO,suddenly quits?

Strategic Management

Aligning HR With Strategy

Environmental Influences on HRM

The HR Forecasting Process

Determining HR Demand

Ascertaining HR Supply

Information Technology for HR Planning

Change Management

Downsizing and Restructuring

Strategic International HRM

Mergers and Acquisitions

Outsourcing

HR Assessment and Analytics

Filters