PresidentLemurMaster1046
Please read the article and answer the following…
Please read the article and answer the following questions.
file:///Users/penglianthang/Downloads/Intro-to-Diversity-and-Inclusion_Stahl-Bjorkman-Farnda.pdf
1. One of the biggest challenges facing companies all over the world is:
a. Creating a compelling strategy
b. Gaining a competitive edge by building and sustaining a strong talent pipeline
c. Implementing best practices
2. The differential approach to talent management considers sorting employees based on their performance and potential has generated criticism because, emphasis is placed on high potential employees. Companies favoring this approach:
a. all of the above
b. worked aggressively to weed out employees who didn’t meet performance expectations and were deemed to have little potential
c. gave less recognition, financial rewards, and development attention to the bulk of the other employees
d. focused most of the rewards, incentives and attention on their top talent
3. The inclusive approach to talent management:
a. focuses on the middle 70% of performers in the company to bring up their performance.
b. is used for different groups based on an assessment of how best to leverage their value that each group brings to the company.
c. attempts to address the needs of employees at all levels of the organization.
d. focuses on the bottom 10% of performers in the company to bring up their performance.
4. Successful companies adhere to six principles of leveraging diverse talent management:
a. developing seasoned to management.
b. by developing strategic priorities.
c. Development and training, performance management, retention, compensation & rewards, talent review, and recruitment and selection,
d. Alignment with strategy, internal consistency, management involvement, employer branding through differentiation, balancing global needs, and cultural embeddedness,
5. Principle #1: Alignment with strategy
a. all of the above
b. means finding the right people to implement the strategy and must be flexible to adapt to changing needs of business conditions.
c. means the company must consider what kind on talent is needed to execute direction.
d. is a natural starting point for talent management.
6. Principle #2: Internal consistency
a. IBM used only HR customer service satisfaction survey to measure consistency using a qualitative and quantitative approach.
b. IBM only uses its people systems in its HR department to measure its internal consistency.
c. will not be achieved if practices are in isolation and can actually be counterproductive.
7. Principle #3: Cultural Embeddedness
a. considers values is not a good indicator of performance.
b. considers culture fit assumes that formal qualifications are not always the best predictor of performance, but considers how well the employee’s values match the direction of the company.
c. is not considered a competitive advantage.
8. Principle #4: Management Involvement
a. The responsibility for talent developments rests solely with the individual.
b. is one of the most potent tools a company can use to develop leaders
c. considers line managers can act as coaches, mentors, and encourage talented employees to move around within the organization for career development
d. Is not as essential as the other principles.
9. Principle #5: Balance of global and local needs:
a. balance in talent management is not needed for both globalization and local implementation
b. the challenge is to be either global or local to compete in the marketplace.
c. locally adapted approaches create opportunities for diverse talent pools, they limit a company’s ability to build on its global learning in hiring, assessing, developing and retaining top global talent.
10. Principle #6: Employer branding through differentiation
a. Cross training opportunities are not important for talent management.
b. In order to attract employees with the right skills and attitudes, companies need to find ways to present similarities to diverse talent.
c. One way companies are trying to get an edge on competitors in attracting talent is by stressing their corporate social responsibility activities.
