ODV 410 reference: Strategic Talent Management

ISBN: 9781000041941

By: Robert J. Greene

Page 1: Question 1 (1 point) 1 2 3 A model that projects how well an organization will be staffed in critical areas is called a(n) _______ . 4 5 6 0 human capital planning models 0 competency models 0 workforce flow analysis 0 assessment model Quiz Information Question 2 (1 point) Combining estimates with projections of likely events such as turnover to provide an estimate of the magnitude of shortages is called _______ . 0 assessment models 0 competency models 0 human capital planning models 0 workforce flow analysis Question 3 (1 point) A tool used by organizations to test possible strategies against defined alternative futures in an attempt to consider and plan for all possible change outcomes. 0 human capital planning 0 replacement planning 0 scenario-based planning 0 succession planning Page 1: Question 4 (1 point) 2 3 A short-term plan used to identify an individual who would replace a specific employee if they were to unexpectedly exit the organization. 5 6 scenario-based planning 7 8 human capital planning -- replacement planning Quiz Information succession planning Question 5 (1 point) A long-range plan that looks at aggregate supply and demand in a specific position. human capital planning scenario-based planning succession planning replacement planning Question 6 (1 point) Short- and long-range talent planning that examines external factors as well as internal factors that will impact the supply-demand balance in the workforce is called replacement planning succession planning human capital planning scenario-based planningQuiz Information QUBStiOI'l 7 (1 point) A model that identifies sources of supply and losses, projects net gains or losses and then determines whether talent will be adequate for an organization is called a(n) O competency models 0 human capital planning models 0 workforce flow analysis 0 assessment models Question 8 (1 point) Complements to job descriptions that define what employees must be competent to do and what the specifications are for each competence level. 0 competency models 0 assessment models 0 workforce flow analysis 0 human capital planning models