Instructor Resource
Kavanagh and Johnson, Human Resource Information Systems: Basics, Applications, and Future Directions, 4e
SAGE Publishing, 2018
Chapter 9: Talent Management
Test Bank
Multiple Choice
1. Talent management is focused on _____.
a. retaining talented employees
b. recruiting and hiring employees
c. training and promoting employees
d. all of these
2. From the SHRM poll on what HR professionals felt was the top investment challenge
over the next 10 years, about ______ said the top challenge was obtaining human
capital and optimizing human capital investments.
a. 70%
b. 35%
c. 47%
d. 85%
3. The most important aspect of a job description is that it is ______.
a. used for compensation
b. accurate and up to date
c. based on scientific methods
d. found to be legal
4. The talent management life cycle refers to
a. success and failure in finding new employees
b. the long-term talent management strategy
c. reusing the human resources planning (HRP) repeatedly
d. none of these
5. The KSAs for a specific job would be used for the ______.
a. organizational structure of the company
b. company’s culture
c. recruitment of new employees
d. company’s success
6. The results of human resources planning (HRP) are estimates of
a. sales revenues for the next year
b. the number of employees needed for growth or decline
c. the level of profitability needed to avoid bankruptcy
d. the amount of new technology needed to meet demand
7. In human resources planning, the forecast for labor demand is based on ______.
a. training needs and performance appraisal
b. skills inventories and the labor market
Instructor Resource
Kavanagh and Johnson, Human Resource Information Systems: Basics, Applications, and Future Directions, 4e
SAGE Publishing, 2018
c. annual employee turnover and expected strategic directions
d. budget allocations and degree of automation
8. The part of the supply estimate in HRP that is internal is based on
a. the historic movement of employees within the company by job
b. the unemployment percentage in the company’s geographic location
c. pay raises and bonuses given to excellent employees
d. the level of the TM program within the company
9. The need for both a long-term talent management strategy and a short-term tactical
strategy is necessary because of ______.
a. increased usage of HRIS in TM
b. changes in corporate brand management
c. the changing dynamics in the marketplace
d. all of these
10. In order to develop talent within an organization, HRM programs must create
______.
a. an adaptable workforce
b. a global perspective
c. an external environment assessment department
d. a specific career progression plan for employees
11. Using workforce analytics to manage talent involves asking questions about
employees by using a(n) ______.
a. Internet survey of all employees
b. record of employee performance evaluations
c. Internet survey of employees in higher-level jobs
d. query program against an employee data warehouse
12. Which one of the following attributes is not among common attributes of talented
individuals?
a. ability and willingness to listen to the ideas of others
b. ability to communicate with others using multiple media
c. ability to exercise leadership
d. imagination
1. Talent management is really a new title for the HR professional who is in charge of
recruiting and new hiring at a company.
2. The HRP program is closely related to strategic HRM.
3. Forecasting in HRP is concerned with the identification of strategic options and
estimates of the need for human capital demand and supply.
4. The “planning for HR programs” phase in HRP is based on the estimated need for
new employees.
5. In HRP, it is crucial that the knowledge, skills, and abilities (KSA) required in the
forecasted jobs be known.
6. In order for HR departments to take on a value creation role to support corporate and
business unit strategy, they must change and develop into a high-performance system
for TM.
7. Corporate culture is based on the KSA requirements of all jobs in the company.
8. Investing in human capital is one of the most significant expenditures for
corporations.
9. Social networks (e.g., Facebook and LinkedIn) are excellent and have no drawbacks
for use in a talent management program.
10. In spite of the multiple definitions of talent management, they all have in common
that to gain competitive advantage in the marketplace an organization’s talent in its
Essay
1. What is the talent management life cycle?
Instructor Resource
Kavanagh and Johnson, Human Resource Information Systems: Basics, Applications, and Future Directions, 4e
SAGE Publishing, 2018
2. What is a good definition of talent management?
3. What are the five common attributes of talented employees?
4. How can an HRIS assist in the process of developing and maintaining accurate and
up–to-date job descriptions?
Instructor Resource
Kavanagh and Johnson, Human Resource Information Systems: Basics, Applications, and Future Directions, 4e
SAGE Publishing, 2018
5. Based on changes in organizational strategy and business objectives, what three
factors related to an organization’s employees are estimated by the use of an HRP
6. Describe the three major phases of the HRP process model.
7. Why do companies need a long-term talent management strategy and a short-term
tactical strategy?
8. Why do organizations need an adaptable workforce?
Instructor Resource
Kavanagh and Johnson, Human Resource Information Systems: Basics, Applications, and Future Directions, 4e
SAGE Publishing, 2018
9. What is the importance of the link between talent management and HRIS?
10. How can workforce analytics, as part of an HRIS, help to measure and improve a
talent management program?