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

2.

Which is the best description of Succession Planning?

An one-time event
An extremely powerful tool in motivating and retaining top leadership
Reacting only when a position becomes open
Well decided by HR

Correct Answer

A. 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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3.

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

Creating a plan that develops talent over time to step into leader roles (staff or volunteer) when needed.
Creating a plan that covers the key management/program roles (in emergency cases).
Examining current status of skills, competencies and abilities among staff and volunteers (at Board level).
All of the above.

Correct Answer

A. 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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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?

Model & Role
Meeting the demands of more fluid organizational structures
Reacting only when a position becomes open
Line mangers relying solely on their own knowledge/comfort with potential talentsOption 4

Correct Answer

A. 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.

The Succession Planning Design Process consists of 6-step, please check and write each of these steps in its correct sequence (2 marks each):-

Monitor and Evaluate

Implement Succession Strategies

Develop Succession Strategies

Identify Talent Pools/Key Leadership Positions

Analyze Gaps

Link Strategic and Workforce Planning Decisions

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

Correct Answer

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

6.

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.

True
False

Correct Answer

A. 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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7.

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

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).
An investment in leader development over time to broaden and sustain leadership capacity ; and support professional development of Board and staff
Prepares organization for unexpected transitions for short-term "stop gap" measure and longer-term replacement strategy
None of the above

Correct Answer

A. 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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8.

What are the TWO distinct elements of Succession Planning?

Organization size and culture
Cost and Opportunity
Designing and Managing
Replacement and Development

Correct Answer

A. 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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9.

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

Educate, motivate and enrol support for Succession planning
Scale of the organization’s budget realities
Infrastructure of the organization’s systems, policies and day-to-day practices
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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10.

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

Integrative succession planning targets high-potential talent at all ranks of the organization.
Individuals in the succession planning pool are reviewed frequently through 360-degree evaluations and leadership templates to assess progress relative to developmental goals
Organization’s "best and brightest” quality for accelerated, individually tailored developmental curriculum
Focused on developing leaders for the future; identifying and building competencies to ensure that the leadership pipeline is maintained.

Correct Answer

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

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

Quiz Preview

Which is the best description of Succession Planning?

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

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?

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.

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

What are the TWO distinct elements of Succession Planning?

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

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