Talent and Knowledge Management (TKM) Internal Assessment I

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Information about Talent and Knowledge Management (TKM) Internal Assessment I
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Published on December 16, 2017

Author: gcmohanta29

Source: authorstream.com

slide 1: TALENT MANAGEMENT AND KNOWLEDGE MANAGEMENT QUESTIONS AND ANSWERS FOR INTERNAL ASSESSMENT-I – By Dr. G C Mohanta PhD SECTION – A Answer all questions. Each question carries ½ mark. Write the choice in the given bracket for the following: 1. Talent Management increases .................................................................................... d a Employee Satisfaction b Worker Productivity c Service Levels d All e None 2. Talent management does/do not cover ………………………………………………….c a Recruitment b Performance management c Job satisfaction d All e None 3. A senior manager must understand to perform effectively in following areas/area .........c a Line and staff function b Home office field offices c Both d None 4. On-Boarding techniques lead to ................................................................................... d a Lower job satisfaction b Poor job performance c Both d None 5. Competencies required for excellent performance is/are ............................................... a a Commitment b Environment c Both dNone 6. The following is/are various types of competencies ………………………………………………………………..c a Core competencies b Threshold competencies c Both d None 7. Implementation of talent management strategy results in ……………………………. d a Poor business results b Reliance on external hires for senior positions c Both d None 8. Some competency models are organized based on type of competency ..................... d a Leadership b Personal effectiveness c Technical capacity d All e None 9. Factors considered in selecting the data collection methods is/are .......................... d a Reliability b Practicality c Efficiency d All e None 10. Leadership should recognize importance of following in talent management …… a a Succession planning b Vendor c Customer d All e None 11. Integrated talent competency based human capital management results in ......... c a Higher turnover b Reduced morale c Reduced cost d All e None. slide 2: 12. To develop a talent management information strategy companies need to practice a form of ruthless ……………………………………………………………………………….. b a Quality Control b Reassessment c Maintenance d All e None 13. Process for developing an information system should be based on measures …….. a a A lean flexible systems b Motivation d Cooperation d All e None 14. The project statement for talent management information strategy includes …….. c a Project mission b List of project stakeholders c Both d None 15. Components to be incorporated into the talent management information system …. d a Succession planning b Performance appraisal c Career plans d All e None 16. The following is/are behavioural competency ……………………………………… d a Communication b Conflict management c Creativity and innovation d All e None 17. The following lays out a behaviour pattern for each level ………………………… b a Definition b Scale c Both d None 18. Relationship building competency is/are ………………………………………… a a Ability to develop contacts b Performance management c Deployment d All e None 19. Leadership competency characteristics is/are …………………………………………. d a Decisiveness b Development of people c Achievement orientation d All e None 20. Interpersonal competency characteristics is/are ……………………………………. e a Team Leadership b Impact and Influence c Achievement orientation d All e None SECTION – B Answer all questions. Each question carries ½ mark. Fill in the Blanks for the following: 1. Strategic recruitment is setting well-defined recruitment goals objectives and identifying recruitment sources channels. 2. Deployment is about matching the correct employee to a critical job or project. 3. Implementation of talent management strategy will result in increased retention of high performers. 4. Core competencies are skills behaviours required to be effective in specific job organization culture. 5. Technical knowledge skill are technical competencies. slide 3: 6. Self-image trait motive are behavioural competencies. 7. A persons ability to do something well is known as skill. 8. Information that a person uses in a particular area is known as knowledge. 9. A persons view of himself identity personality and worth is known as self-image. 10. A typical aspect of a persons behaviour is known as trait. 11. What drives someones behaviour in a particular area is known as motive. 12. Many managers fail as they got promotion based on their technical job performance. 13. Nine box grid specifies categories of employees based on various potential levels against performance levels. 14. Each Talent Pool member has an assigned mentor. 15. It is essential as part of Talent Management to rate employees on a variety of competencies or skill sets. 16. An organisation must have a pay strategy based on employee assessment. 17. Effective performance management leads to improvement of human capital values. 18. Project statement for talent management information strategy is prepared based on needs of the organisation. 19. Threshold competencies are the characteristics required by a jobholder to perform a job effectively. 20. Differentiating competencies are the characteristics which differentiate superior performers from average performers. SECTION – C Answer all questions. Each question carries One mark. 1. What is Talent Ans. Talent is the sum of a person’s abilities - his or her intrinsic gifts skills knowledge experience intelligence judgment attitude character and drive. It also includes his or her ability to learn and grow. 2. What is Talent Management Ans. Talent Management is a set of business practices that manage the planning acquisition development retention and advancement of talent in order to achieve business goals and optimize performance. slide 4: 3. What are the benefits of Succession Planning Ans. The following are the benefits of Succession Planning: a Better Retention b Better training goals c Better preparation for leadership d Greater employee satisfaction e Enhanced commitment to work and workplace and f Improved corporate image. 4. What are the purposes of Talent Management Grid Ans. The purposes of Talent Management Grid are as follows: i To enable assessing the potential of individuals in the business i To prioritize the investment on human resource overall strategy iii Horizontal axis assesses the leadership performance vertical axis assesses leadership potential and v A combination of potential performance decides the box in which an employee will be placed. 5. What is a Talent Management System Ans. Talent management system incorporates important aspects of building managing equipping workforce to achieve strategic mission. Important components of talent management system are: i Selection ii On-boarding iii Performance management iv Engaging developing v Career advancement and vi Succession planning. 6. How do you build a talent reservoir Ans. Acceleration Pool System APS is used for grooming executive talent and building a talent reservoir. APS develops a group of high-potential candidates for undefined jobs at the executive level. Senior managers can only focus on specific skill and knowledge development of high-potential candidates. Development of pool members is accelerated through "stretch" assignments. 7. What are the steps in developing a valid competency model Ans. There are seven steps in developing a Competency Model: i Defining objectives ii Obtain support of a sponsor iii Develop and implement a communication education plan iv Plan methodology v Identify competencies create competency model vi Apply competency model and vii Evaluate and update competency model. 8. What is Competency Ans. Any attitude skill behaviour motive or other personal characteristic that is essential for an individual to perform a job. Competencies also refer to skills or knowledge that leads to superior performance. 9. What are the purposes of Talent Management Information System Ans.The following are the purposes of Talent Management Information System: i Employee competency assessment ii Succession planning iii Training professional development iv Compensation and v Providing additional features as required integration. slide 5: 10. What are the processes in developing Talent Management Information Strategy Ans. The following are the processes in developing Talent Management Information Strategy: i List components to be incorporated into the system ii Prepare project statement iii Prepare data flow chart iv Develop management plan and v Analyze existing systems request for proposals.

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