HCAD 710 Ch 10,13 Test 2 Questions & Answers 2024/2025
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HCAD 710 Ch 10,13
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HCAD 710 Ch 10,13
HCAD 710 Ch 10,13 Test 2 Questions & Answers 2024/2025
middle management term for succession planning - ANSWERScareer planning
why you should have a succession plan - ANSWERSeliminates stress, no planning can leave an organization vulnerable, ensures smoother transitions, no planning leaves...
HCAD 710 Ch 10,13 Test 2 Questions &
Answers 2024/2025
middle management term for succession planning - ANSWERScareer planning
why you should have a succession plan - ANSWERSeliminates stress, no planning can leave an
organization vulnerable, ensures smoother transitions, no planning leaves things to chance.
motivating factors behind creation of succession plans - ANSWERSceo responsible for succession
planning, should begin 4 years before ceo is expected to step down, Hr will have responsibility for
managing succession planning process, will save organizations money, executive search fees are
eliminated, organization maintains leadership continuity when inside person is groomed and promoted
grooming internal person - ANSWERStraditionally considered a key element in succession planning
Five principles of CEO Succession planning - ANSWERSboard driven collaborative process, should be one
of governing boards two or three most important tasks, selecting successor must be collaborative effort,
includes CEO but essential governing board have final accountability, governing board and CEO should
communicate openly about the process, any promises the board makes must be communicated to the
succeeding board leadership and honored
continuous process of succession - ANSWERSmust be continuous, successor should always be available
being groomed and ready to step in, by identifying successor for CEO assignments can be arranged to
ensure appropriate experiences are encountered. feedback loops are critical
procedures for CEO succession - ANSWERSspecific goals and time lines created and monitored, transition
should occur as planned, exit strategy eveloped for outgoing CEO<, post succession assessment should
be conducted to evaluate process, Hr should review overall effectiveness of the program to help
understand what worked and what didnt
grooming a successor - ANSWERSbegin early in career so insights can be developed and skills acquired.
give developmentally diverse tasks. grooming inside person helps organization ensure institutional
memories will be preserved. ceo's who have been groomed support this process
, potential pitfalls of succession planning - ANSWERSinside candidates may have connections to Social
networks and ties to an organization that can complicate change, Groomed CEO could have limited or
inappropriate experiences, possibility that outgoing team is damaged so a whole new regime needs to
be brought in. may inventory potential employees, often called assessing their inside bench. if no
potential successor tehy need to consider hiring an outside person. can be coming costly with expense of
maintaining 2 salaries
how long can it take to train outside CEO successor - ANSWERS18 months to 5 years
why organizations don't create succession plans - ANSWERSplanning can be overriden with more
pressing issues, lack of experience with process, belief it hastens CEOs departure, afraid it will show lack
of faith in ceo, self imposed fears an concerns, fail to see how it benefits their organization
myths of succession planning - ANSWERSbelieves it hastens ceos departure, Ceos fear they will lose
power,dont want to imply loss of faith in the CEO
legal concerns in recruiting - ANSWERSlaws exert considerable influence on employment process,
especially ones dealing with title VII and civil rights
partnerships with HR- recruiting - ANSWERSHR and dept manager work together to obtain employees,
dept manager provides approved personnel to HR, obtain position description, provide candidates to
management. dept manager must follow procedures and steps
Actions in recruiting - ANSWERSafter candidates obtained, management interviews candidates, then
approved candidates go to HR
Manager interviews candidates - ANSWERSuse standard questions, discuss position, organization and
benefits, avoid discussing compensation, creates list of acceptable candidates in order of preference
HR steps - ANSWERScheck references, make formal job offer, inform manager of outcome
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