Question 1

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

Accepted Answer

The weakness described refers to a lack of succession planning, which is the process of identifying and developing employees within an organization who have the potential to fill key leadership and management positions in the future. Without effective succession planning, organizations may struggle to identify and develop internal candidates for promotion, leading to talent gaps and a reliance on external hiring.

Question 2

What is the most common and most effective leader development activity as rated by HR managers?
A)computer-based learning
B)tests,assessments,or other measures of skills
C)special projects within one's own job responsibilities
D)coaching with external coaches or mentors

Accepted Answer

Special projects within one's own job responsibilities are the most common and most effective leader development activity as rated by HR managers. This is because special projects allow employees to develop new skills and knowledge, and to take on more responsibility. They also provide employees with the opportunity to work with different people and to learn from others.

Question 3

Which of the following is NOT a risk that would be managed by HR professionals when considering succession management?
A)transition risk
B)vacancy risk
C)assumed risk
D)readiness risk

Accepted Answer

Transition risk, vacancy risk, and readiness risk are all risks that would be managed by HR professionals when considering succession management. However, "assumed risk" is not a commonly used term in the context of succession management, therefore it is not a risk that would be managed by HR professionals.

Question 4

An individual worker's skill and knowledge requirements are matched to the specific jobs within an organization.What is this process called?
A)Markov analysis
B)job specification and job matching
C)succession and replacement planning
D)HRM systems

Accepted Answer

The answer of An individual worker's skill and knowledge requirements...

Question 5

Which of the following is NOT a reason that links succession planning to effective HR planning?
A)It enables smooth internal employee movement and continuity.
B)It improves employee opportunities for management.
C)It supports new organizational structures and flexibility.
D)It motivates employees and promotes them for performance.

Accepted Answer

The answer of Which of the following is NOT a...

Question 6

What is another term for succession analysis?
A)chain effect analysis
B)replacement analysis
C)HR supply analysis
D)movement analysis

Accepted Answer

Succession analysis is also known as replacement analysis, as it involves identifying and developing potential replacements for key positions within an organization. A is incorrect as "chain effect analysis" is not a commonly used term in HR. C is too broad and does not specifically refer to succession analysis. D is incorrect as "movement analysis" could refer to a variety of different types of analysis within HR.

Question 7

A succession management approach not only depends on internal candidates but also tracks external candidates.Which of the following is an advantage of external candidates?
A)External candidates bring new knowledge and skills to the organization.
B)External recruitment and selection costs are lower.
C)There is less internal disruption waiting to see who the new leader is with external candidates.
D)Organizations have more and better information about external candidates.

Accepted Answer

External candidates bring fresh perspectives, ideas, and experiences and can contribute to the organization in a unique way. They can bring in new knowledge and skills that may not be available in the current workforce, fostering innovation and growth. Therefore, recruiting external candidates can be an advantage for organizations. Options B and C are incorrect as there is no evidence to support the claims that external recruitment and selection costs are lower or there is less internal disruption. Option D is not entirely correct as the organization may not have more and better information about external candidates compared to internal candidates who have a performance record and are already familiar with the organization.

Question 8

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

Accepted Answer

Succession planning is an organizational HR supply planning method that is assuming much greater importance due to the predicted shortages in the market supply of health care workers. Succession planning involves identifying and developing employees within an organization who have the potential to fill key leadership and healthcare positions in the future. By identifying and developing these employees, organizations can ensure a steady supply of qualified and capable healthcare workers to meet future demands. HRMS database, staffing inventories, and movement analysis are also important HR supply planning methods, but they may not be as relevant in addressing the specific challenge of future shortages in the market supply of health care workers.

Question 9

Refer to Scenario: Pacific Health Care.Why would PHC want to conduct succession planning for effective HR planning?
A)It enables PHC to respond appropriately when unpredictable changes occur.
B)It supports the PHC's organizational dependency on skilled and knowledgeable employees.
C)Although succession planning is costly and time consuming,it increases employee commitment and motivation.
D)Although succession planning is costly and time consuming,it increases organizational efficiency and productivity.

Accepted Answer

Succession planning helps organizations like PHC to prepare for unexpected changes by ensuring that there are qualified individuals ready to fill key roles, thus maintaining continuity and stability.

Question 10

Why would an organization want to conduct succession planning?
A)Succession planning provides for business continuity and future direction during inevitable change.
B)Succession planning supports employee resiliency and career development.
C)Although succession planning is costly and time consuming,it increases employee commitment and motivation.
D)Although succession planning is costly and time consuming,it increases organizational efficiency and productivity.

Accepted Answer

Succession planning is important for ensuring that an organization has a plan in place for when key employees retire, move on, or are suddenly unavailable. This helps ensure business continuity and future direction during change. It also helps identify and develop high-performing employees for future leadership roles. While it may require some investment of time and resources, it can ultimately save an organization from disruption and instability. Option B, C, and D are not the best choice as they do not provide a comprehensive explanation of the importance of succession planning.

Question 11

Most internal candidates succeed in their new organization.What is the percentage of success of internal job candidates?
A)50 percent
B)67 percent
C)75 percent
D)80 percent

Accepted Answer

The answer of Most internal candidates succeed in their new...

Question 12

Which of the following is the goal of succession management programs?
A)to improve the performance management of leaders and to ensure business continuity
B)to identify leadership positions and develop future leaders
C)to identify and prepare future leaders and to ensure business continuity
D)to identify leadership behaviours that will improve the performance of leaders

Accepted Answer

Succession management programs aim to identify potential future leaders within an organization and provide them with the necessary development opportunities to prepare them for leadership roles. The ultimate goal is to ensure business continuity by ensuring that there are qualified individuals ready to take on leadership positions when needed. This is the most comprehensive and accurate option among the given choices.

Question 13

The effective implementation of succession management has been linked to three outcomes.According to your textbook,which of the following is one of these outcomes?
A)improved performance management
B)reduced senior executive turnover after succession
C)an increase in leadership development
D)increased career opportunities

Accepted Answer

Reduced senior executive turnover after succession is one of the outcomes linked to the effective implementation of succession management.

Question 14

With demographic trends predicting shortages resulting from older retiring workers,what organizational HR supply planning method is now assuming much greater importance?
A)expanding HRMSs in implementing effective supply forecasting procedures
B)expanding staffing inventories
C)long-term succession planning
D)short-term emergency succession planning

Accepted Answer

Long-term succession planning is assuming much greater importance due to the predicted shortages resulting from older retiring workers. This involves identifying and developing employees within the organization who have the potential to assume leadership positions in the future, ensuring a smooth transition of key positions when they become vacant.

Question 15

An organization identifies the employees who are critical to the success of the organization.What is this HR process called?
A)talent segmentation
B)talent pooling
C)talent development
D)talent management

Accepted Answer

Talent segmentation is the process of identifying and categorizing employees based on their skills, performance, and potential impact on the organization's success, which aligns with the description given.

Question 16

Research shows that when a company is doing well,internal candidates are favoured to sustain high performance.What is the reason for this preferring of internal candidates?
A)They have high-potential leader skills.
B)They fit into a talent management culture.
C)They possess valuable firm-specific knowledge.
D)They are more committed to the organization.

Accepted Answer

Internal candidates possess valuable firm-specific knowledge which they have acquired during their tenure with the company. They understand the company culture, processes and systems better than external candidates. This deep knowledge and experience can be leveraged to drive high performance and sustain it.

Answer: D 
 Internal candidates are more committed to the organization as they have already invested significant time and effort into the company. They are likely to feel a sense of loyalty and ownership towards the company, which motivates them to work hard and contribute to the company's success. This commitment can lead to better retention rates and stronger employee engagement, which in turn can drive high performance.

Question 17

There are many reasons organizations have succession management.According to your textbook,what is one of these reasons?
A)to improve internal and external candidate pools
B)to balance employee and employer needs
C)to recognize labour gaps
D)to retain employees

Accepted Answer

Succession management helps in retaining employees by providing them with a clear path for advancement within the organization, which in turn increases their loyalty and commitment to the company.

Question 18

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

Accepted Answer

Internal candidates are already familiar with the company's culture, values, and operations, which allows them to preserve and uphold the corporate culture more effectively than external candidates who might not be as well-versed in these areas.

Question 19

Why is succession planning critical for effective HR planning?
A)It helps to develop employees with new experiences and jobs in case they are laid off.
B)It helps employees to stay motivated because it promotes them for their performance.
C)It helps an organization to stabilize its organizational structures and flexibility.
D)It saves time and money and helps employees to smooth their movement for external hiring.

Accepted Answer

The answer of Why is succession planning critical for effective...

Question 20

What is one reason organizations have succession management programs?
A)to assist employees in their employment transitions in and out of the organization
B)to encourage the advancement of diverse groups
C)to reduce employee absenteeism and turnover
D)to develop leaders slowly and with caution

Accepted Answer

Succession management programs are designed to ensure a diverse pool of candidates is prepared to fill key positions, promoting diversity and inclusion within leadership roles.

Quiz 7: Succession Management

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?

What is the most common and most effective leader development activity as rated by HR managers?

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

An individual worker's skill and knowledge requirements are matched to the specific jobs within an organization.What is this process called?

Which of the following is NOT a reason that links succession planning to effective HR planning?

What is another term for succession analysis?

A succession management approach not only depends on internal candidates but also tracks external candidates.Which of the following is an advantage of external candidates?

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?

Refer to Scenario: Pacific Health Care.Why would PHC want to conduct succession planning for effective HR planning?

Why would an organization want to conduct succession planning?

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

Which of the following is the goal of succession management programs?

The effective implementation of succession management has been linked to three outcomes.According to your textbook,which of the following is one of these outcomes?

With demographic trends predicting shortages resulting from older retiring workers,what organizational HR supply planning method is now assuming much greater importance?

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

Research shows that when a company is doing well,internal candidates are favoured to sustain high performance.What is the reason for this preferring of internal candidates?

There are many reasons organizations have succession management.According to your textbook,what is one of these reasons?

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

Why is succession planning critical for effective HR planning?

What is one reason organizations have succession management programs?