Question 1

Describe two advantages and two disadvantages of using job rotation as a development opportunity for potential future leaders.

Accepted Answer

From the organization's standpoint,rotat

Question 2

Which of the following is a risk that would be managed by HR professionals when considering succession management?

Accepted Answer

A) talent pool risk 
B) leadership risk 
C) potential risk 
D) readiness risk 
A) talent pool risk 
B) leadership risk 
C) potential risk 
D) readiness risk

Question 3

In the textbook,what reason is given why the majority of companies still use traditional and passive instructional techniques for management development,although they are the least effective?

Accepted Answer

A) because these techniques are cheaper than external ones 
B) because these techniques are fast and easy to use 
C) because these techniques are controlled by the company 
D) because these techniques are customized to the company 
A) because these techniques are cheaper than external ones 
B) because these techniques are fast and easy to use 
C) because these techniques are controlled by the company 
D) because these techniques are customized to the company

Question 4

Which of the following is NOT considered to be a downside of employee rotations?

Accepted Answer

A) increased time spent learning new jobs 
B) cost of errors while learning new jobs 
C) loss of efficiency while learning new jobs 
D) increased fatigue while learning new jobs 
A) increased time spent learning new jobs 
B) cost of errors while learning new jobs 
C) loss of efficiency while learning new jobs 
D) increased fatigue while learning new jobs

Question 5

After an organization has identified the skills and competencies needed to meet its HR plans,what would be the next step in the succession management process?

Accepted Answer

A) identifying high-potential employees 
B) monitoring and evaluating the employees' skills development 
C) aligning succession management plans with strategy 
D) providing developmental opportunities and experiences 
A) identifying high-potential employees 
B) monitoring and evaluating the employees' skills development 
C) aligning succession management plans with strategy 
D) providing developmental opportunities and experiences

Question 6

Refer to Scenario: Pacific Health Care.The administrators in PHC's facilities need to prepare job information that will list the tasks,duties,and responsibilities of the RN and LPN jobs along with the knowledge,skills,and abilities needed for LPNs and RNs to successfully perform their jobs.What is this job information called?

Accepted Answer

A) job performance standards 
B) job summary 
C) job description 
D) job design 
A) job performance standards 
B) job summary 
C) job description 
D) job design

Question 7

Which of the following is NOT a competency identified by Catano and his colleagues?

Accepted Answer

A) knowledge competencies 
B) distinctive competencies 
C) role competencies 
D) core competencies 
A) knowledge competencies 
B) distinctive competencies 
C) role competencies 
D) core competencies

Question 8

Refer to Scenario 1: Pacific Health Care.An analysis by PHC 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?

Accepted Answer

A) job design 
B) succession planning 
C) HR supply planning 
D) specification planning 
A) job design 
B) succession planning 
C) HR supply planning 
D) specification planning

Question 9

Identify an organization you are familiar with (such as from your work experience or from the course textbook).Discuss the reasons why the organization would implement succession planning.

Accepted Answer

∙ To improve internal candidate pools
∙

Question 10

What is succession planning,and what are three of its benefits to organizations?

Accepted Answer

Succession planning is the process of tr

Question 11

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

Accepted Answer

A) broadened the HRM systems 
B) broadened the assessment process 
C) broadened the HR role 
D) broadened the focus to be more strategic 
A) broadened the HRM systems 
B) broadened the assessment process 
C) broadened the HR role 
D) broadened the focus to be more strategic

Question 12

Core competencies are characteristics,such as business knowledge,shared by different positions within an organization

Accepted Answer

A) True 
 B)False

Question 13

What is a traditional approach to 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

Refer to Scenario: Pacific Health Care.An LPN at PHC must be a current full practising licensure with the College of Licensed Practical Nurses of British Columbia (CLPNBC).An individual worker's LPN licence and other skill and knowledge requirements are matched to specific jobs at PHC.What is this process called?

Accepted Answer

A) succession and replacement planning 
B) Markov analysis 
C) job specification and job matching 
D) HRM systems 
A) succession and replacement planning 
B) Markov analysis 
C) job specification and job matching 
D) HRM systems

Question 15

Role competencies are characteristics,such as thinking skills,that every member of the organization is expected to possess.

Accepted Answer

A) True 
 B)False

Question 16

What are three of the key characteristics that are critical to the perceptions of the effectiveness of succession management?

Accepted Answer

∙ a timeframe for achieving planned acti

Question 17

Companies that have implemented effective succession management have experienced three outcomes.According to your textbook,which of the following is one of these outcomes?

Accepted Answer

A) improved organizational development 
B) an increase in leadership development 
C) an increase in shareholder value 
D) reduced absenteeism and turnover 
A) improved organizational development 
B) an increase in leadership development 
C) an increase in shareholder value 
D) reduced absenteeism and turnover

Question 18

A common use of job rotation is to take a functional generalist,such as an accountant,and rotate this individual through specialist areas,such as HR and production,in preparation for management.

Accepted Answer

A) True 
 B)False

Question 19

The first type of document used in succession planning is referred to as a succession/ replacement table.

Accepted Answer

A) True 
 B)False

Question 20

Why would an organization want to conduct succession planning?

Accepted Answer

A) It provides for business continuity and future direction during inevitable change. 
B) It supports employee resiliency and career development. 
C) It is costly and time-consuming but increases employee commitment and motivation. 
D) It is costly and time-consuming but increases organizational efficiency and productivity. 
A) It provides for business continuity and future direction during inevitable change. 
B) It supports employee resiliency and career development. 
C) It is costly and time-consuming but increases employee commitment and motivation. 
D) It is costly and time-consuming but increases organizational efficiency and productivity.

Describe two advantages and two disadvantages of using job rotation as a development opportunity for potential future leaders.

Which of the following is a risk that would be managed by HR professionals when considering succession management?

In the textbook,what reason is given why the majority of companies still use traditional and passive instructional techniques for management development,although they are the least effective?

Which of the following is NOT considered to be a downside of employee rotations?

After an organization has identified the skills and competencies needed to meet its HR plans,what would be the next step in the succession management process?

Which of the following is NOT a competency identified by Catano and his colleagues?

Refer to Scenario 1: Pacific Health Care.An analysis by PHC 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?

Identify an organization you are familiar with (such as from your work experience or from the course textbook).Discuss the reasons why the organization would implement succession planning.

What is succession planning,and what are three of its benefits to organizations?

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

Core competencies are characteristics,such as business knowledge,shared by different positions within an organization

What is a traditional approach to succession analysis?

Role competencies are characteristics,such as thinking skills,that every member of the organization is expected to possess.

What are three of the key characteristics that are critical to the perceptions of the effectiveness of succession management?

Companies that have implemented effective succession management have experienced three outcomes.According to your textbook,which of the following is one of these outcomes?

A common use of job rotation is to take a functional generalist,such as an accountant,and rotate this individual through specialist areas,such as HR and production,in preparation for management.

The first type of document used in succession planning is referred to as a succession/ replacement table.

Why would an organization want to conduct succession planning?

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

Describe two advantages and two disadvantages of using job rotation as a development opportunity for potential future leaders.

Which of the following is a risk that would be managed by HR professionals when considering succession management?

In the textbook,what reason is given why the majority of companies still use traditional and passive instructional techniques for management development,although they are the least effective?

Which of the following is NOT considered to be a downside of employee rotations?

After an organization has identified the skills and competencies needed to meet its HR plans,what would be the next step in the succession management process?

Which of the following is NOT a competency identified by Catano and his colleagues?

Refer to Scenario 1: Pacific Health Care.An analysis by PHC 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?

Identify an organization you are familiar with (such as from your work experience or from the course textbook).Discuss the reasons why the organization would implement succession planning.

What is succession planning,and what are three of its benefits to organizations?

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

Core competencies are characteristics,such as business knowledge,shared by different positions within an organization

What is a traditional approach to succession analysis?

Role competencies are characteristics,such as thinking skills,that every member of the organization is expected to possess.

What are three of the key characteristics that are critical to the perceptions of the effectiveness of succession management?

Companies that have implemented effective succession management have experienced three outcomes.According to your textbook,which of the following is one of these outcomes?

A common use of job rotation is to take a functional generalist,such as an accountant,and rotate this individual through specialist areas,such as HR and production,in preparation for management.

The first type of document used in succession planning is referred to as a succession/ replacement table.

Why would an organization want to conduct succession planning?

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