Exam 7: Succession Management

Within your organization 30 percent of top management positions and 40 percent of middle management positions will become vacant in the near future.A growing number of the workforce began retiring in 2011 and these retirements of baby boomers are accelerating the loss of critical positions.Discuss how you would implement a formal succession plan for an organization.

According to the textbook,why do some CEOs develop a talent management culture?

As employees cannot trust organizations to provide lifetime job security,so too organizations cannot rely on single individuals or a small group of employees for their succession plans.

HR should own the talent management process in order to mitigate three types of risk to the organization: vacancy risk,readiness risk,and performance risk.

HR planning has evolved into succession planning by creating a talent pool of replacements and improving the evaluation system.

Analyze Case Incident: Pacific Health Care.Discuss the steps you would take to ensure there are successors for future senior nursing administration and management positions.

An organization wants to ensure it develops future leaders.It has begun the succession management process by aligning its succession management plans with strategy and identifying the leadership knowledge skills and abilities needed.What is the next (third)step the organization would take to ensure it develops its own future leaders?

Research in HR has indicated that the best predictor of future performance is current performance.

If an organization wishes to identify high-potential employees,which of the following is a typical approach that might be used?

Succession management used to focus mainly on the CEO.However,there must be a pipeline of talent for the most critical roles that provide long-term value to the organization.Which of the following might be considered as one of these critical roles?

Why is succession management so important in today's workplace?

Counselling and friendship are two benefits derived from mentorship.

Why would an organization want to conduct succession planning?

Analyze Case Incident: Pacific Health Care.Throughout your case incident analysis,assume the role of a human resources consultant.Your task is to advise the organization on how it should align its strategic human resource planning with its organizational strategy.Begin by clearly and succinctly stating the problem and/or opportunity,its impact,and why it is important that these problems/opportunities are addressed.Analyze the causes of the problem/opportunity,identify solutions,and recommend a plan for implementation and justification.Please be specific about the approaches and methods you would recommend to facilitate the workforce forecasting process and,in particular,how the organization will ascertain HR supply for nurse administrators and managers.

Which of the following is NOT considered to be one of the most common development methods?

Refer to Scenario: Pacific Health Care.PHC obtained information about its RN and LPN jobs to determine the duties,tasks,knowledge,skills,abilities,equipment used,working conditions,effort,job context,and performance standards necessary to perform the work successfully.What is this HR process called?

What are the five steps in the succession management process?

Define job rotation,providing an example.Job rotation has several motivational benefits for employees.Describe two benefits.

The effective implementation of succession management has been linked to several outcomes.One of these outcomes is the increase in shareholder value.

HR planning revealed that planning that dealt with determining which internal candidates were best suited for promotion within an organization was a weakness.What is this weakness called?