Question_DOC2_12Dec_7th

| August 14, 2017

TRUE/FALSE
1. Talent management is growing
in importance because skilled workers are harder to find.
2. Talent management has a
broader range of activities than does training and development

3. Talent management is often
focused on just the high potential employees in the organization.

4. Organization-centered career
planning focuses on identifying career paths within the organization.

5. A career path designed to
retain employees must map out steady upward progression through the
organization.
6. An individual’s career will
typically cycle between periods of stability and less-stable periods of
transition.
7. The primary reason why people
choose one career over another is the prospect of high compensation.
8. Phased-retirement is a means
of gracefully allowing older employees with outdated skills to gradually
leave the organization.
9. Jennifer was looking forward
to early retirement so that she could “get a life.” But she is finding it
difficult to decide how to spend
her time. Jennifer describes herself as lacking direction. This is a
common problem for retirees
regardless of the age at which they retire.
10. Job rotation is a good method
for dealing with plateaued employees.
11. Marcia has introduced herself
as experiencing an involuntary career transition. You would probably be
correct in thinking that Marcia
is being terminated or laid off.

12. Recent college graduates
often experience entry shock in their first job because they resent the close
supervision and the
highly-defined problems they are assigned at work after the relative freedom
and
independence of school.

13. Not all jobs are compatible
with the flexibility that women with small children prefer.

14. By 2020 it is anticipated
that women will make up almost half of corporate officer positions.

15. Job sequencing allows women
to interrupt their careers for family considerations without having a
negative impact on their ultimate
advancement.

16. Dual career ladders have been
established by many large companies to deal with the problems faced by
two-earner families.
17. Most global firms find it is
better to have expatriates rather than locals staff the management positions
of their foreign operations
because expatriates have a better understanding of the firm’s operations and
goals.

18. Organizations that have
extensive employee development programs run the risk of being “training
programs” for other firms that
hire away their employees. Consequently, organizational development
efforts need to be closely tied
to current and immediate organizational needs.

19. Since development is not tied
to the employee’s current job requirements, it is not necessary that
development activities be tied to
organizational strategy.
20. Assessment centers are
specially equipped training facilities that are used to evaluate individual
employees one-on-one with
evaluators.

21. Psychological testing can
furnish useful information to employers about such factors as leadership
style, initiative, and
supervisory skills.
22. Job rotation tends to be
expensive because it takes time for rotated employees to become familiar with
their new units.
23. The learning organization is
an organization in which information is shared, leaders value learning,
and the culture supports
employees who want to develop new skills.

24. Ann’s supervisor is
enthusiastic about instituting outdoor training into their organization. Ann is
concerned that it may not be
appropriate because the physical nature of the training and the hazards
involved and a number of Ann’s
subordinates are physically-challenged. Ann’s concerns are realistic.

25. John has been promoted to
supervisor and is having a difficult time dealing with the people problems
his new position entails. John
would be a good candidate for human relations training.

26. If an individual is unlucky
and has supervisors with poor management skills, he/she will be unable to
develop good management skills
because of this negative model.

27. One of the major problems
with management development efforts is inadequate HR planning.

28. Encapsulated development
occurs when a single work unit in an organization is used to pilot test new
training programs.

29. Succession planning should be
done for all key jobs in the organization, regardless of hierarchical
level.

30. A replacement chart
identifies which employees are qualified to move into key positions when they
become vacant.

31. A favored way organizations
develop sustained competitive advantages through human resources is to
hire outside talent into the firm
rather than to take years to develop the talent internally.

32. In most closely-held family
firms formal succession plans are not needed because succession is passed
on through succeeding
generations.
33. Succession planning tends to
reduce turnover costs for organizations.
ESSAY
1. What is talent management and
how is it linked to other HR functions? Why is it growing in
importance?

2. What is the difference between
organization-centered and individual-centered career planning? Why
should HR departments facilitate
individual-centered career planning if these individuals might not
stay with the organization for
their entire career?
3. Why is succession planning
important? What key mistakes are often made in succession planning?

4. Describe some methods of
assessing the development needs of employees and their advantages and
disadvantages.
.

5. What are the main career
challenges for women? What can organizations do to make better use of its
female talents?

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