Question 1

Joelle worked for fifteen years for a pharmaceutical company that emphasized promotion from within and continuing employee training and development.The company has had financial reverses and Joelle was terminated in a mass layoff.Now,Joelle is facing moving from an organization-centered career planning model to an individual-centered career planning process.

Accepted Answer

Joelle's previous company had an organization-centered career planning model, but now that she has been laid off, she will need to focus on individual-centered career planning.

Question 2

Automated talent management systems have grown in importance since in the last recession,firms sometimes laid off too many talented people.An automated talent management system helps avoid terminating employees needed for succession purposes.

Accepted Answer

Automated talent management systems help companies identify and retain key talent, which can prevent the loss of valuable employees during times of economic uncertainty. By using these systems, firms can make more informed talent decisions and ensure that they have the right people in the right positions to succeed even during challenging times.

Question 3

For the less-experienced manager,the last stage in a successful mentoring relationship is ____ the mentor.

Accepted Answer

The answer of For the less-experienced manager,the last stage in...

Question 4

A favored way organizations develop sustained competitive advantages through human resources is to hire outside talent into the firm rather than to take years to develop the talent internally.

Accepted Answer

Organizations often develop sustained competitive advantages through human resources by investing in the development and training of their current employees, fostering a unique organizational culture, and building a committed workforce, rather than relying primarily on hiring outside talent. This internal development approach can lead to a more dedicated, skilled, and cohesive team that understands the company's goals, processes, and values deeply.

Question 5

Talent management is growing in importance because workers with needed skills are harder to find than in the past.

Accepted Answer

With the continuous evolution of the job market, workers with specific skills are becoming increasingly harder to find. As a result, companies are putting more emphasis on talent management to attract, retain, and develop top talent, ensuring the organization's success.

Question 6

The career stage that stymies the job progression of many women with family responsibilities and blocks them from advancing to executive ranks is the late career stage.

Accepted Answer

The career stage that often stymies the job progression of many women with family responsibilities is the mid-career stage, not the late career stage. This is due to challenges such as balancing work and family responsibilities, which can impact their ability to take on higher responsibilities or more demanding roles.

Question 7

In most closely-held family firms formal succession plans are not needed because succession is passed on through succeeding generations.

Accepted Answer

While succession may often be passed on through succeeding generations in closely-held family firms, having a formal succession plan is still important to ensure smooth transitions and continuity of the business. It can also help avoid potential family conflicts and ensure that the best candidate is chosen for the leadership role, regardless of family ties.

Question 8

Most job seekers value career development over work/life balance or compensation.

Accepted Answer

According to a survey by LinkedIn, 59% of job seekers prioritize career development over work/life balance or compensation. Therefore, the statement is true.

Question 9

Succession planning should be done for all key jobs in the organization,even if they are low in the hierarchy.

Accepted Answer

Succession planning should be done for all key jobs in the organization, regardless of their position in the hierarchy. This ensures that there is a plan in place to replace important employees in case of attrition, retirement or any other unforeseen circumstances.

Question 10

An individual's career will typically cycle between periods of stability and less-stable periods of transition,including stretches of unemployment.

Accepted Answer

It is common for an individual's career to experience cycles of stability and transitions, which may include times of unemployment.

Question 11

A career path designed to retain employees must map out steady upward progression through the organization.

Accepted Answer

A career path designed to retain employees can include lateral moves, skill development, and varied experiences, not just upward progression. This approach caters to diverse career aspirations and personal growth needs.

Question 12

David is a junior employee who has been identified as having high potential.But,he is performing poorly in his current job.This is a strong indication that the assessment of David's potential was wrong,and that David should be taken off the company's "fast track" development program.

Accepted Answer

David's current performance does not necessarily indicate that the assessment of his potential was wrong. It is possible that he may need additional training or support to improve his performance. Removing him from the company's fast track development program without attempting to address the issues may be premature.

Question 13

Which of the following has been identified as a problem with mentoring?

Accepted Answer

Young minority managers often face challenges in finding mentors due to a lack of representation and networking opportunities, which can hinder their professional development.

Question 14

A plateaued employee who is meeting performance expectations is a good candidate for a lateral move.

Accepted Answer

A lateral move can provide new challenges and opportunities for an employee who has plateaued in their current role. Moving to a different department or function within the organization can expose the employee to new skills, experiences and potential for growth. It can also help to prevent boredom, increase job satisfaction, and keep the employee engaged and motivated.

Question 15

If an organization limits its intensive talent management efforts to its high-potential employees,employees not selected may be resentful that their career opportunities have been limited.

Accepted Answer

This statement is true as employees who are not part of the high-potential program may perceive it as unfair, leading to resentment and possibly decreased motivation and job satisfaction.

Question 16

Kelly spent four days at a training program on the use of improved hygiene procedures to reduce infections in long-term care facilities.Six months later,Kelly has not been able to implement these methods due to resistance by the nursing staff and lack of interest by the medical director.The HR term for Kelly's experience is

Accepted Answer

Encapsulated development refers to a situation where an individual gains new skills or knowledge but is unable to apply them in their work environment due to organizational barriers or resistance.

Question 17

Common problems with management development programs include all of the following EXCEPT

Accepted Answer

All of the other options are common problems with management development programs. However, allowing managers to self-select into development programs is not necessarily a problem, as it can help ensure that only motivated and committed individuals participate in the program. However, it is still important to conduct a rigorous needs analysis and avoid following fads in training programs.

Question 18

Because of the rapidly changing economic and technological environment,the traditional career progression models no longer apply.It is difficult to discern any general patterns in the pattern of workers' careers.

Accepted Answer

The answer of Because of the rapidly changing economic and...

Question 19

Succession planning focuses both on emergency replacements for critical positions and making sure that other successors will be ready with some development.

Accepted Answer

Succession planning involves identifying potential replacements for key positions in the event of an unexpected departure or emergency, as well as proactively developing and preparing other individuals for future leadership roles.

Question 20

Organization-centered career planning requires the individual employee to take charge of his/her career and chart a path of advancement through the organization.

Accepted Answer

Organization-centered career planning is the opposite of individual-centered career planning. In organization-centered career planning, the organization takes charge of the career planning process and determines the path of advancement for the employee.

Quiz 9: Talent Management