MHA 702 exam 3 Chapters 10-16 + Special Topics |
Questions with 100% Correct Answers | Verified |
Latest Update 2026
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Terms in this set (320)
Succession planning -useful for managerial positions (CEO, COO etc)
-prepares single designated successor
-proactive approach to ensuring continuity of
leadership
Career planning -succession plans for middle managers
-focuses on many particular individuals
-prepares several candidates for a position
Senior organization leaders Expected to retire over 5 to 10 years
Organizations without succession Uneasiness is intensified and negatively affect
plans performance
Leaving development of future leaders to chance
CEO is responsible for Initiating succession planning
Organizations with succession plans More likely to have smoother leadership transition
Board of directors is responsible for Appointing a successor
Succession planning should begin 4 years prior to CEO leaving
, HR responsibility Managing succession planning process
Succession planning saves -Money
organizations -Executive search fees eliminated
-Maintains leadership continuity when inside
person is promoted
Grooming an internal person -key element of for-profit succession planning
Hiring outside of an organization -requires 6-12 months before financial performance
regains the level that existed prior to replacement
5 principles to succession planning -board driven, collaborative process
-governing boards 2 or 3 most important task*
-communicate openly between board and ceo
-agreements made must be communicated to
succeeding board leadership and must be
honored
-governing board has final say
A continuous process -succession planning must be continuous
-successor should always be available
-significant development assignments can be
arranged to ensure appropriate experiences are
encountered
Feedback loops Are critical in succession planning
Goals and timelines -created and monitored
-important for transition
-a clear exit strategy prepared for outgoing CEO
-post succession assessment to evaluate process
-HR should review effectiveness to improve
process
Questions with 100% Correct Answers | Verified |
Latest Update 2026
Save
Terms in this set (320)
Succession planning -useful for managerial positions (CEO, COO etc)
-prepares single designated successor
-proactive approach to ensuring continuity of
leadership
Career planning -succession plans for middle managers
-focuses on many particular individuals
-prepares several candidates for a position
Senior organization leaders Expected to retire over 5 to 10 years
Organizations without succession Uneasiness is intensified and negatively affect
plans performance
Leaving development of future leaders to chance
CEO is responsible for Initiating succession planning
Organizations with succession plans More likely to have smoother leadership transition
Board of directors is responsible for Appointing a successor
Succession planning should begin 4 years prior to CEO leaving
, HR responsibility Managing succession planning process
Succession planning saves -Money
organizations -Executive search fees eliminated
-Maintains leadership continuity when inside
person is promoted
Grooming an internal person -key element of for-profit succession planning
Hiring outside of an organization -requires 6-12 months before financial performance
regains the level that existed prior to replacement
5 principles to succession planning -board driven, collaborative process
-governing boards 2 or 3 most important task*
-communicate openly between board and ceo
-agreements made must be communicated to
succeeding board leadership and must be
honored
-governing board has final say
A continuous process -succession planning must be continuous
-successor should always be available
-significant development assignments can be
arranged to ensure appropriate experiences are
encountered
Feedback loops Are critical in succession planning
Goals and timelines -created and monitored
-important for transition
-a clear exit strategy prepared for outgoing CEO
-post succession assessment to evaluate process
-HR should review effectiveness to improve
process
