Question

1)

Which of the following is a defining reason for an organization to have a succession management system?

a. to make the HR department's job easier

b. to transfer corporate knowledge

c. to allow training pools of entry-level employees

d. to improve the organization's hiring yield ratio

2)

Which of the following factor distinguishes succession management from replacement planning?

a. Succession management begins with the job.

b. Succession management assumes a stable future.

c. Succession management starts with a systems approach.

d. Succession management is concerned with short-term replacements.

3 )

What has replacement planning evolved into?

a. succession planning

b. career development

c. identification of a talent pool

d. backup or contingency planning

4)

Which is the important first step in a formal succession management process?

a. Monitor succession management.

b. Identify high-potential employees.

c. Identify skills and competencies required.

d. Align plans with business strategy.

5)

What is the primary focus of a competency-based approach to identify the characteristics of successful managers?

a. jobs

b. experience

c. skills

d. individual capabilities

Answer 1

1. to allow training pools of entry-level employees.

It allows the high potential employee to be trained as they arrive so they are ready when the need arises.

2. Succession management starts with a systems approach.

Succession management is at all the levels to ensure a complete preparedness for future.

3. Succession planning.

Succession planning is a modified approach to replacement planning where the need to train the employees is stressed on.

4. Identify skills and competencies required.

Identifying the jobs and then the skills and competencies required for that job is the first step.

5. Skills.

Skills are the focus when conducting competency- based research