Question 1

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

Accepted Answer

The answer of HR planning has evolved into succession planning...

Question 2

Replacement planning is the process of finding replacement employees for key managerial positions.

Accepted Answer

Replacement planning is a real human resource function to identify employees who can be immediately adopted as potential successors for key managerial positions.

Question 3

If a contract is transactional in nature,it will list the responsibilities of each party in the employer-employee relationship.

Accepted Answer

If a contract is transactional, it is focused on outlining the specific tasks or transactions to be completed by each party. In the case of an employment relationship, this would likely involve listing the responsibilities of both the employer and employee.

Question 4

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

Accepted Answer

This method, known as job rotation, allows the new employee to quickly learn about various aspects of the organization, understand how different departments interact, and identify where they might fit best in the long term.

Question 5

Refer to Scenario: Pacific Health Care.Which of the following would NOT be a risk that would be managed by PHC's HR professionals when considering succession management?

Accepted Answer

While potential risk may sound like a risk that HR professionals should manage when considering succession management, it is actually a term that is not commonly used in the context of succession planning. The other options - transition risk, vacancy risk, and readiness risk - are all common risks that HR professionals need to manage when planning for succession within an organization.

Question 6

In succession management,there must be a pipeline for talent only for critical roles such as the CEO and senior management.

Accepted Answer

Succession management should include a pipeline for talent across various levels of the organization, not just for critical roles like the CEO and senior management, to ensure leadership and key position continuity throughout the organization.

Question 7

Mentors are almost always more senior people who volunteer within an organization,while coaches are volunteers from outside the organization

Accepted Answer

This statement is not entirely true. While mentors can be more senior people within an organization who volunteer their time and expertise to coach and guide others, they can also be external mentors who are not necessarily more senior than their mentees. Coaches, on the other hand, can be either internal or external to the organization and focus on helping individuals achieve specific goals or improve their skills. Therefore, the distinction between mentors and coaches is not solely determined by whether they are volunteers from within or outside the organization.

Question 8

According to the textbook,about one half of the HR managers surveyed didn't consider grooming potential leaders a high priority.

Accepted Answer

The textbook states that "approximately half of the HR managers surveyed indicated that developing potential leaders was not a high priority for them." This means that about half of the HR managers did not consider grooming potential leaders to be a high priority.

Question 9

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

The weakness described in the scenario is succession planning, which involves identifying and preparing internal employees for potential promotion or transfer to key positions within an organization. Option A (job design) refers to creating or redesigning jobs to better match organizational needs, Option C (HR supply planning) involves analyzing the labor market to predict future staffing needs, and Option D (specification planning) refers to the process of creating position descriptions and defining job responsibilities.

Question 10

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

The answer of Refer to Scenario: Pacific Health Care.An LPN...

Question 11

Once high-potential or star employees are discovered,it is important for an organization to communicate to them that they are valued and have leadership potential,while at the same time making commitments to their promised career progression.

Accepted Answer

The answer of Once high-potential or star employees are discovered,it...

Question 12

Counselling and friendship are two benefits derived from mentorship.

Accepted Answer

Mentorship relationships often involve regular one-on-one meetings, during which the mentor can offer advice and support on a range of personal and professional issues. This can include counseling on career development, as well as more general advice on life and relationships. Additionally, the relationship that forms between mentor and mentee often takes on many characteristics of friendship, including trust, mutual respect, and a willingness to help one another. Therefore, both counseling and friendship can be seen as key benefits of mentorship.

Question 13

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.

Accepted Answer

The answer of HR should own the talent management process...

Question 14

Traditional approaches to management development included a senior leadership course and one developmental assignment.

Accepted Answer

Traditional approaches to management development typically involved sending senior leaders to a specific course or program, and then giving them one developmental assignment that would stretch their skills and knowledge.

Question 15

Mentors are executives who coach,advise,and encourage junior employees.

Accepted Answer

Mentors are indeed executives who coach, advise, and encourage junior employees.

Question 16

Job rotation includes both lateral and vertical moves within an organization.

Accepted Answer

Job rotation can involve both lateral moves, which involve a change in department, function, or position at the same level within the organization, as well as vertical moves, which involve a promotion to a higher position within the organization.

Question 17

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?

Accepted Answer

The HR process described in the scenario is job analysis, which involves gathering information about a job's duties, tasks, knowledge, skills, abilities, equipment used, working conditions, effort, job context, and performance standards necessary to perform the work successfully. Job specification typically refers to a written statement that describes the qualifications, skills, knowledge, and abilities required for a particular job. Human resource planning involves identifying the organization's current and future staffing needs, while job evaluation involves determining the relative worth of different jobs in an organization.

Question 18

According to Peter Drucker,only one quarter of organizations know who would take charge if their CEO resigned today.

Accepted Answer

Peter Drucker did not specifically state that only one quarter of organizations know who would take charge if their CEO resigned today. His work primarily focused on management practices, leadership, and organizational effectiveness, without making such a specific claim about CEO succession planning.

Question 19

Before considering developmental opportunities and experiences to develop managers,two main questions should be asked: "Are leaders born or made?" and "Should leaders be bought or made?"

Accepted Answer

These two questions are important to consider because they influence the approach to developing managers. If leaders are believed to be born, then organizations may focus primarily on identifying and recruiting individuals with natural leadership abilities. If leaders are believed to be made, then organizations may invest more in training and development programs to build leadership skills. Similarly, if leaders are believed to be bought (through external hiring or acquisitions), then organizations may prioritize these strategies over internal development.

Question 20

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

Job description is a document that lists the tasks, duties, and responsibilities of a job, along with the knowledge, skills and abilities required to perform it. It provides detailed information about the job's requirements and expectations, and serves as a basis for recruiting, training, evaluating, and compensating employees. Job performance standards, on the other hand, are criteria used to measure the quality, quantity, accuracy, and timeliness of an employee's work, and are based on the job description. Job summary is a brief overview of the job's key features, and job design refers to the process of structuring, organizing, and allocating tasks, duties, and responsibilities among employees.

Quiz 7: Succession Management