21.Identifying, developing, and tracking employees in order to enable them to eventually assume a higher level position is called __________.
a.talent inventoryc.succession planning
b.a replacement chartd.trend analysis
22.The replacement chart is a great resource in __________.
a.talent inventoryc.succession planning
b.replacement chartd.trend analysis
23.Using __________ and other tools to monitor indicators of employee
a.talent inventoryc.succession planning
b.a replacement chartd.employee surveys
24.Many firms conduct annual __________ of work attitudes, satisfaction, and
a.talent inventoriesc.succession planning
b.trend analysisd.employee surveys
25.Comparing labor supply and demand forecasts to identify future talent needs is called __________.
a.talent inventoryc.succession planning
b.trend analysisd.gap analysis
26.Companies develop __________ to proactively address either a talent shortage or
a.talent inventoriesc.action plans
b.trend analysisd.gap analysis
27.A(n) __________ is a strategy for proactively addressing an expected talent shortage or surplus.
a.talent inventoryc.action plan
b.trend analysisd.gap analysis
28.A(n) __________ should reinforce the firm’s business strategy, talent philosophy,
a.talent inventoryc.action plan
b.trend analysisd.gap analysis
29.__________breaks work down into its simplest elements and then
a.Scientific managementc.Efficiency
b.HR managementd.Motivation
30.The foundation of __________ is the belief that productivity is maximized when
a.scientific managementc.efficiency
b.HR managementd.motivation