
Comparing Talent Management Models
Authored by Syeda Fatima
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Professional Development
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15 questions
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1.
MULTIPLE CHOICE QUESTION
30 sec • 1 pt
Which of the following best describes the main focus of the Harvard Model of talent management?
Emphasising cost minimisation and strict control of employees
Balancing the interests of employees, management, and wider stakeholders
Prioritising short-term productivity over employee development
Focusing solely on financial outcomes
2.
MULTIPLE CHOICE QUESTION
30 sec • 1 pt
Which model is most closely associated with David Ulrich?
The Harvard Model
The High Potential Identification Model
The Ulrich Model of HR Roles
The McKinsey 7S Model
3.
MULTIPLE CHOICE QUESTION
30 sec • 1 pt
In the Ulrich Model, which of the following is NOT one of the four key HR roles?
Strategic Partner
Change Agent
Employee Champion
Financial Controller
4.
MULTIPLE CHOICE QUESTION
30 sec • 1 pt
Which of the following is a key characteristic of the Harvard Model of talent management?
Treating employees as resources to be managed for maximum efficiency
Viewing employees as assets whose interests should be aligned with organisational goals
Focusing exclusively on external recruitment
Ignoring employee well-being
5.
MULTIPLE CHOICE QUESTION
30 sec • 1 pt
The High Potential Identification Model is primarily used to:
Identify employees for redundancy
Select employees for leadership development and succession planning
Measure financial performance
Monitor attendance
6.
MULTIPLE CHOICE QUESTION
30 sec • 1 pt
Which of the following is NOT typically a criterion in High Potential Identification Models?
Learning agility
Technical skills only
Leadership potential
Motivation to progress
7.
MULTIPLE CHOICE QUESTION
30 sec • 1 pt
According to the Ulrich Model, which HR role is responsible for ensuring employee needs and concerns are addressed?
Strategic Partner
Change Agent
Employee Champion
Administrative Expert
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