Deck 11: Talent Management

Question 1

Which one of the following attributes are not among common attributes of talented individuals?

A)Ability and willingness to listen to the ideas of others
B)Ability to communicate with others using multiple media
C)Ability to exercise leadership
D)Imagination

Answer 1

C

Question 2

Talent management is focused on:

A)retaining talented employees
B)recruiting and hiring employees
C)training and promoting employees
D)all of the above

Answer 2

D

Question 3

From the SHRM poll on what HR professionals felt was the top investment challenge over the next 10 years, about _______% said the top challenge was obtaining human capital and optimizing on human capital investments.

A)70 %
B)35%
C)47%
D)85%

Answer 3

C

Question 4

The HRP program is closely related to Strategic HRM.

Question 5

The KSAs for a specific job would be used for:

A)organizational structure of the company
B)company's culture
C)recruitment of new employees
D)job evaluation

Question 6

Talent management is really a new title for the HR professional who is in charge of recruiting and hiring new hiring at a company.

Question 7

The talent management lifecycle refers to:

A)success and failure in finding new employees
B)the long-term talent management strategy
C)reusing the human resources planning (HRP)repeatedly
D)none of the above

Question 8

Corporate culture is based on:

A)values that are important to all employees
B)social networking among employees
C)a set of fundamental norms
D)all of the above

Question 9

The part of the supply estimate in HRP that is internal is based on:

A)the historic movement of employees within the company by job
B)the unemployment percentage in the company's geographic location
C)pay raises and bonuses given to excellent employees
D)the level of the TM program within the company

Question 10

The outcome of a TM program is primarily on identifying and developing employees who can contribute to the effectiveness and profitability of the company.

Question 11

The need for both a long-term talent management strategy and a short-term tactical strategy is necessary because of:

A)increased usage of HRIS in TM
B)changes in corporate brand management
C)the changing dynamics in the marketplace
D)all of the above

Question 12

Forecasting in HRP is concerned with the identification of strategic options and estimates of the need for human capital demand and supply.

Question 13

The "planning for HR programs" phase in HRP is based on the estimated need for new employees.

Question 14

A part of the assessment of the internal labor market (ILM)involves determining the number of employees, their skills, their demographic information, and their performance/productivity levels.

Question 15

Using workforce analytics to manage talent involves asking questions about employees by using a (an):

A)internet survey of all employees
B)record of employee performance evaluations
C)internet survey of employees in higher level jobs
D)query program against an employee data warehouse

Question 16

In order to develop talent within an organization, HRM programs must create:

A)an adaptable workforce
B)a global perspective
C)an external environment assessment department
D)a specific career progression plan for employees

Question 17

The results of Human Resources Planning (HRP)are estimates of:

A)sales revenues for the next year
B)number and kinds of employees needed in the future
C)the level of profitability needed to avoid bankruptcy
D)the amount of new technology needed to meet demand

Question 18

In Human Resource Planning, the forecast for labor demand is based on:

A)training needs and performance appraisal
B)skills inventories and the labor market
C)annual employee turnover and expected strategic directions
D)budget allocations and degree of automation

Question 19

The most important aspect of a job description is that it is:

A)used for compensation
B)accurate and up-to-date
C)based on scientific methods
D)found to be legal

Question 20

One of the components of the HRM program that is a criterion for the TM program and is entered into the HRIS is:

A)the number vacancies in jobs of a company
B)the positive change in the company's profits
C)the job performance of talented individuals
D)the decreased production costs

Question 21

In HRP, it is crucial that the knowledge, skills, and abilities (KSA)required in the forecasted jobs be known.

Question 22

Describe the three major phases of the HRP process model?

Question 23

Why do companies need a long-term talent management strategy and a short-term tactical strategy?

Question 24

Investing in human capital is one of the most significant expenditures for corporations.

Question 25

What is the talent management life cycle?

Question 26

Application software products for the talent management program are in early stages of development for use in an HRIS.

Question 27

Corporate culture is based on the KSA requirements of all jobs in the company.

Question 28

In order for HR departments to take on a value creation role to support corporate and business unit strategy, they must change and develop into a high-performance system for TM.

Question 29

How can workforce analytics, as part of an HRIS, help to measure and improve a talent management program?

Question 30

Social networks, e.g., Facebook, and LinkedIn, are excellent and have no drawbacks for use in a talent management program.

Question 31

The HR department of an organization can use an HRIS to monitor and measure the overall contributions of talented employees on a balanced scorecard.

Question 32

What is the importance of the link between Talent Management and HRIS?

Question 33

Why do organizations need an adaptable workforce?

Question 34

What is a good definition of talent management?

Question 35

Information systems for measuring a company's talent