MHA 702 Test 4 Chapters 10-12
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1. What is succession planning? - A proactive strategy used by organizations to identify and
prepare future leaders to ensure smooth leadership transi-
tions
- Focuses on specific roles (like CEO), ensures continuity, and
prevents disruption.
2. The key difference between - succession planning prepares a single, designated succes-
succession planning and ca- sor
reer planning is the focus - Career planning prepares several candidates for a single
position
3. Why is succession planning im- - It ensures organizational stability
portant? - prepares for retirements
- improves leadership transitions
- prevents uncertainty when leaders leave.
4. Internal vs External successors - Internal candidates adjust faster and preserve culture; -
external hires bring new ideas but require more time to
adapt and may disrupt performance.
5. When should succession plan- Ideally, 4 years before the leadership transition and should
ning begin? be a continuous process with a ready successor always in
development
6. Key principles of succession - Board-driven process
planning - collaboration with the CEO
- clear communication
- governing board accountability
7. Barriers to succession planning - Fear of change
- lack of time
- misconceptions
, MHA 702 Test 4 Chapters 10-12
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- focus on short-term priorities
- Many are self-imposed myths
8. Why is employee training im- - Improves performance
portant? - increases retention
- builds skills
- keeps employees motivated and engaged
- allows new employees to understand the role and expec-
tations for the position
9. Manager's role in training Managers identify training needs, support development, act
as instructors, and ensure continuous learning.
10. What is new employee orienta- A structured introduction covering policies, expectations,
tion? benefits, and organizational structure; often required by reg-
ulation.
11. What is cross-training? Training employees to perform multiple roles within the
same pay grade to increase flexibility and efficiency.
12. What makes training effective? Combination of lecture, demonstration, and hands-on prac-
tice with repetition and clear expectations.
13. What is mentoring? - A developmental relationship where experienced employ-
ees guide new employees
- It is low-cost and effective for growth.
14. What causes training needs? - Performance gaps, customer complaints, errors, and orga-
nizational changes
- requires needs analysis.
15. Role of HR in recruiting - HR manages recruitment
- provides candidates
, MHA 702 Test 4 Chapters 10-12
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- conducts reference checks
- ensures legal compliance
16. Manager's role in recruitment - Managers interview candidates
- rank preferences
- evaluate fit while avoiding compensation discussions.
17. What should the managerial in- - standardized list of questions
terview include? - discussion of position, organization, and benefits
- avoid discussing compensation
18. Why should HR handle refer- - Ensures consistency
ence checks? - reduces legal risks
- prevents bias
- maintains compliance with employment laws.
19. What is negligent hiring? Failure to properly vet candidates, which can result in harm
or legal liability for the organization.
20. Sources of recruitment Networking, advertising, internet job postings, and search
firms; networking is often most effective.
21. What is promotion from with- Filling positions with current employees to boost morale,
in? encourage growth, and maintain organizational culture.
22. Risks of external hiring Can demoralize staff, increase turnover, and disrupt internal
development if overused.
23. What is salary bumping? Employees push for higher wages due to competition and
fear of losing talent to other employers.
24. Recruiting during labor short- Organizations offer incentives like bonuses, relocation assis-
ages tance, and loan repayment to attract scarce talent.
Study online at https://quizlet.com/_j9fex8
1. What is succession planning? - A proactive strategy used by organizations to identify and
prepare future leaders to ensure smooth leadership transi-
tions
- Focuses on specific roles (like CEO), ensures continuity, and
prevents disruption.
2. The key difference between - succession planning prepares a single, designated succes-
succession planning and ca- sor
reer planning is the focus - Career planning prepares several candidates for a single
position
3. Why is succession planning im- - It ensures organizational stability
portant? - prepares for retirements
- improves leadership transitions
- prevents uncertainty when leaders leave.
4. Internal vs External successors - Internal candidates adjust faster and preserve culture; -
external hires bring new ideas but require more time to
adapt and may disrupt performance.
5. When should succession plan- Ideally, 4 years before the leadership transition and should
ning begin? be a continuous process with a ready successor always in
development
6. Key principles of succession - Board-driven process
planning - collaboration with the CEO
- clear communication
- governing board accountability
7. Barriers to succession planning - Fear of change
- lack of time
- misconceptions
, MHA 702 Test 4 Chapters 10-12
Study online at https://quizlet.com/_j9fex8
- focus on short-term priorities
- Many are self-imposed myths
8. Why is employee training im- - Improves performance
portant? - increases retention
- builds skills
- keeps employees motivated and engaged
- allows new employees to understand the role and expec-
tations for the position
9. Manager's role in training Managers identify training needs, support development, act
as instructors, and ensure continuous learning.
10. What is new employee orienta- A structured introduction covering policies, expectations,
tion? benefits, and organizational structure; often required by reg-
ulation.
11. What is cross-training? Training employees to perform multiple roles within the
same pay grade to increase flexibility and efficiency.
12. What makes training effective? Combination of lecture, demonstration, and hands-on prac-
tice with repetition and clear expectations.
13. What is mentoring? - A developmental relationship where experienced employ-
ees guide new employees
- It is low-cost and effective for growth.
14. What causes training needs? - Performance gaps, customer complaints, errors, and orga-
nizational changes
- requires needs analysis.
15. Role of HR in recruiting - HR manages recruitment
- provides candidates
, MHA 702 Test 4 Chapters 10-12
Study online at https://quizlet.com/_j9fex8
- conducts reference checks
- ensures legal compliance
16. Manager's role in recruitment - Managers interview candidates
- rank preferences
- evaluate fit while avoiding compensation discussions.
17. What should the managerial in- - standardized list of questions
terview include? - discussion of position, organization, and benefits
- avoid discussing compensation
18. Why should HR handle refer- - Ensures consistency
ence checks? - reduces legal risks
- prevents bias
- maintains compliance with employment laws.
19. What is negligent hiring? Failure to properly vet candidates, which can result in harm
or legal liability for the organization.
20. Sources of recruitment Networking, advertising, internet job postings, and search
firms; networking is often most effective.
21. What is promotion from with- Filling positions with current employees to boost morale,
in? encourage growth, and maintain organizational culture.
22. Risks of external hiring Can demoralize staff, increase turnover, and disrupt internal
development if overused.
23. What is salary bumping? Employees push for higher wages due to competition and
fear of losing talent to other employers.
24. Recruiting during labor short- Organizations offer incentives like bonuses, relocation assis-
ages tance, and loan repayment to attract scarce talent.
