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

10 Questions | Total Attempts: 19

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

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

  • 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

  • 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

  • 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

  • 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.

  • 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

  • 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.

  • 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

  • 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

  • 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

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