Exam 7: Succession Management

An employee value proposition is a brand positioning aimed at employees so that the company will be seen as an employer worth working for.

One way of quickly orienting a new employee is to place him or her in a new department every few weeks.

The effective implementation of succession management has been linked to several outcomes.One of these outcomes is the retention of key talent.

If a board of directors brings in an outsider to lead the company,what message is it sending to the shareholders and employees?

What is the typical time period that succession management focuses on,beyond immediate replacements?

Twenty percent of top management positions and 25 percent of middle management positions will become vacant in the near future,and retirements of baby boomers will accelerate this trend.Yet,about one-half of the HR managers consider developing potential leaders as a high priority.What reasons would you give to these HR managers to have them better understand the importance of succession management?

In flat organizations,where promotions are rare,what preferred developmental method is used?

If a job requires proficiency in Facebook,what is this proficiency called?

There are two approaches to identifying the characteristics of a successful manager: experience-based and competency-based.

In a succession/replacement chart,potential successors can be coded to indicate their availability.If an employee is coded "RD," what does this represent?

Why must high-potential employees be given a reason to stay within an organization?

The goals of succession management programs are to identify and prepare future leaders and to ensure business growth.

Key job candidates seem to be attracted to companies that are characterized by growth and development.

Most internal candidates succeed in their new organization.What is the percentage of success of internal job candidates?

The first priority of any succession management program is to have a plan to replace its leaders.

In a succession management approach,few senior leaders give current evaluations on an employee's performance.

In reference to succession plans,employees can trust organizations to provide lifetime job security.

What is the final step in the succession management process?

HR planning is the process of identifying short-term and long-term emergency backups to fill critical positions.

Which of the following would NOT be a risk that would be managed by HR professionals when considering succession management?