Chapter 9 Midterm

Question 0

Companies can reduce risks and increase rewards of talent management by doing what?

Answer 0

Adopting an approach that relies on the ?1) the development of current employees and hiring outside talent (2) the creation of talent pools and broad competences in employees (3) use of short term talent forecast that are likely more reliable (4) establishing a balance between employees and companies ownership of career development

Question 1

What is strategic talent management

Answer 1

The process of identifying the most important jobs in a company that provide a long term advantage and then developing employees so that they can effectively work in those jobs.

Question 2

What is the talent management process

Answer 2

Acquisition and staffing

• recruiting
• selection
• placement

⬇️

Talent management concepts 
Training 
Development
appraisal 
Compensation
Performance mgmt
Career planning 
Succession planning 

⬇️ 
Results and work outcomes 
Build management talent 
Create important job talent
Positive work attitudes 
Retention

Question 3

High potential individuals

Answer 3

High-pos high potential people in the organization. Typically the top 10% of performers

Question 4

Talent pools

Answer 4

Develop a group of talented people with broad general competencies that could be a wide range of jobs.

Question 5

What is a career track?

Answer 5

A series of steps that one takes to become ready to move up

Question 6

What is succession planning?

Answer 6

Dealing successfully with staffing changes such as retirements transfers promotions and turnovers is secession planning.

Succession planning should include a well-designed development system for employees the process should be able to place the right people in the right positions

Question 7

Succession planning process?

Answer 7

The process is linked to strategic planning.

First define positions that are critical to the strategy and then make certain top management is involved with talent identification, mentoring and coaching.

The second step is to assess the talent available in the organization and determine who has the potential who is ready now for promotion and who needs additional development.

Finally evaluate the success of the process it should result in two products 1. identification of potential emergency replacement for critical positions and 2. of the successors who will be ready with some additional development

Question 8

What is organization centered career planning?

Answer 8

Paths that provide for logical progression of people between jobs in an organization.

Starting from sales rep and working up to vp of sales