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
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