Certified Human Resource Business Partner (Chrbp) Course (Module 6), Sept. 5 2020

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Certified Human Resource Business Partner (Chrbp) Course (Module 6), Sept. 5 2020 - Quiz

Certified Human Resource Business Partner (CHRBP) Course (Module 6) Designing Succession Plan Assessment (Individual, MCQs) (30 Marks, 20-minute assessment, Q1 – Q10: 2 marks each)


Questions and Answers
  • 1. 

    Which is the best description of Succession Planning?

    • A.

      An one-time event

    • B.

      An extremely powerful tool in motivating and retaining top leadership

    • C.

      Reacting only when a position becomes open

    • D.

      Well decided by HR

    Correct Answer
    B. An extremely powerful tool in motivating and retaining top leadership
    Explanation
    Succession planning is described as an extremely powerful tool in motivating and retaining top leadership. This means that it is not a one-time event or a reactive measure taken only when a position becomes open. Instead, it is a proactive process that identifies and develops potential leaders within an organization to ensure a smooth transition of leadership positions. By investing in succession planning, organizations can motivate and retain top leadership by providing growth opportunities and ensuring a talent pipeline for future leadership roles.

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  • 2. 

    Generally, the link of Succession Planning Leadership Capacity is to facilitate Organizational Performance. The desired result/s is/are

    • A.

      Addresses the needs of the organization

    • B.

      Helps an organization to prepare for an unexpected event

    • C.

      Effective, sustainable and strong organizations

    • D.

      All of the above

    Correct Answer
    D. All of the above
    Explanation
    The link between Succession Planning Leadership Capacity and Organizational Performance is to address the needs of the organization, help it prepare for unexpected events, and ultimately create effective, sustainable, and strong organizations.

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  • 3. 

    Contemporary succession planning SHOULD be done in isolation of the broader HR / workforce planning process. Specifically, a gap analysis might identify succession planning as one of several priority strategies for the organization.

    • A.

      True

    • B.

      False

    Correct Answer
    B. False
    Explanation
    The statement is false because contemporary succession planning should not be done in isolation of the broader HR/workforce planning process. It is important to integrate succession planning with other HR strategies and align it with the organization's overall goals and objectives. By considering the broader workforce planning process, organizations can ensure that succession planning is effectively integrated into the overall talent management strategy and that there is alignment between succession planning and other HR initiatives.

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  • 4. 

    Companies have moved from a traditional to a more integrated approach to succession planning in order to accomplish which one of the following statements provides the CORRECT Bench Pool/Strengths?

    • A.

      Model & Role

    • B.

      Meeting the demands of more fluid organizational structures

    • C.

      Reacting only when a position becomes open

    • D.

      Line mangers  relying solely on their own knowledge/comfort with potential talentsOption 4

    Correct Answer
    B. Meeting the demands of more fluid organizational structures
    Explanation
    The correct answer is "Meeting the demands of more fluid organizational structures." This answer suggests that companies have shifted to a more integrated approach to succession planning in order to adapt to the changing nature of organizational structures. This implies that traditional succession planning methods may not be effective in addressing the needs of organizations with fluid structures, and a more integrated approach is necessary to identify and develop talent that can navigate and thrive in such environments.

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  • 5. 

    In terms of describing the DEVELOPMENTAL Focus of the Integrated Succession Planning Design approach. Which of the following statements that best describe this?

    • A.

      Integrative succession planning targets high-potential talent at all ranks of the organization.

    • B.

      Individuals in the succession planning pool are reviewed frequently through 360-degree evaluations and leadership templates to assess progress relative to developmental goals

    • C.

      Organization’s "best and brightest” quality for accelerated, individually tailored developmental curriculum

    • D.

      Focused on developing leaders for the future; identifying and building competencies to ensure that the leadership pipeline is maintained.

    Correct Answer
    C. Organization’s "best and brightest” quality for accelerated, individually tailored developmental curriculum
    Explanation
    The correct answer states that the Integrated Succession Planning Design approach focuses on developing the organization's "best and brightest" by providing them with an accelerated, individually tailored developmental curriculum. This means that the approach prioritizes the growth and development of high-potential talent within the organization, ensuring that they receive targeted and personalized training to enhance their skills and prepare them for future leadership roles.

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  • 6. 

    What are the TWO distinct elements of Succession Planning?

    • A.

      Organization size and culture

    • B.

      Cost and Opportunity

    • C.

      Designing and Managing

    • D.

      Replacement and Development

    Correct Answer
    C. Designing and Managing
    Explanation
    The two distinct elements of succession planning are designing and managing. Designing involves creating a structured plan for identifying and developing potential successors for key positions within the organization. This includes identifying the skills and competencies required for each role, assessing current employees for their potential to fill those roles, and creating development plans to prepare them for future leadership positions. Managing involves implementing and overseeing the succession plan, including monitoring the progress of potential successors, providing them with necessary training and support, and making adjustments to the plan as needed.

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  • 7. 

    For Executive Succession Planning, what is/are included for both strategic and intentional focus?

    • A.

      Creating a plan that develops talent over time to step into leader roles (staff or volunteer) when needed.

    • B.

      Creating a plan that covers the key management/program roles (in emergency cases).

    • C.

      Examining current status of skills, competencies and abilities among staff and volunteers (at Board level).

    • D.

      All of the above.

    Correct Answer
    D. All of the above.
    Explanation
    The correct answer is "All of the above" because for both strategic and intentional focus in executive succession planning, it is important to create a plan that develops talent over time to step into leader roles when needed, create a plan that covers key management/program roles in emergency cases, and examine the current status of skills, competencies, and abilities among staff and volunteers at the board level.

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  • 8. 

    Crafting a communication strategy for internal and external stakeholders about the leader development plans will help

    • A.

      Educate, motivate and enrol support for Succession planning

    • B.

      Scale of the organization’s budget realities

    • C.

      Infrastructure of the organization’s systems, policies and day-to-day practices

    • D.

      All of the above

    Correct Answer
    A. Educate, motivate and enrol support for Succession planning
    Explanation
    Crafting a communication strategy for internal and external stakeholders about the leader development plans will help educate them about the importance and benefits of succession planning. It will also motivate them to actively participate and support the plans. By effectively communicating the plans, stakeholders will have a clear understanding of the organization's goals and objectives, and they will be more likely to enroll their support and contribute to the success of succession planning. This communication strategy will also help address any concerns or misunderstandings that stakeholders may have, ensuring a smooth implementation of the leader development plans.

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  • 9. 

    There three types of Succession Plans, which of the following statements that describes Strategic Development correctly?

    • A.

      An approach often preferred by founders and long-tenured executives to engage the Board and staff in a more public succession planning (with the anticipation of leaving at a certain time).

    • B.

      An investment in leader development over time to broaden and sustain leadership capacity ; and support professional development of Board and staff

    • C.

      Prepares organization for unexpected transitions for short-term "stop gap" measure and longer-term replacement strategy

    • D.

      None of the above

    Correct Answer
    B. An investment in leader development over time to broaden and sustain leadership capacity ; and support professional development of Board and staff
    Explanation
    The correct answer describes Strategic Development as an investment in leader development over time to broaden and sustain leadership capacity and support the professional development of the Board and staff. This approach focuses on developing leaders within the organization and preparing them for future leadership roles. It also emphasizes the importance of continuous development and growth for both the leaders and the rest of the organization's staff.

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  • 10. 

    The Succession Planning Design Process consists of 6-step, please check and write each of these steps in  its correct sequence (2 marks each):-
    1. Monitor and Evaluate                                              
    2. Implement Succession Strategies                           
    3. Develop Succession Strategies                                   
    4. Identify Talent Pools/Key Leadership Positions      
    5. Analyze Gaps                                                           
    6. Link Strategic and Workforce Planning Decisions   

    • A.

      6-5-4-3-2-1

    • B.

      1-2-3-4-5-6

    • C.

      4-3-2-1-5-6

    • D.

      3-2-2-1-4-5-6

    Correct Answer
    A. 6-5-4-3-2-1
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