Question 1

The organizational mission is at the very center of the HR strategic plan.

Accepted Answer

A) True 
 B)False  False

Question 2

HR forecasting should be done over which three planning periods?

Accepted Answer

A)  Historic, current, and future 
B)  Short range, intermediate, and long range 
C)  Tactical, conceptual, and strategic 
D)  None of the above 
A)  Historic, current, and future 
B)  Short range, intermediate, and long range 
C)  Tactical, conceptual, and strategic 
D)  None of the above B

Question 3

HR organizational strategies should confine themselves to addressing the major areas of workforce planning,compensation,and staffing.

Accepted Answer

A) True 
 B)False  False

Question 4

The HR plan should be updated __________.

Accepted Answer

A)  Monthly 
B)  Quarterly 
C)  Annually 
D)  Every three years 
A)  Monthly 
B)  Quarterly 
C)  Annually 
D)  Every three years

Question 5

A manager's best guess might be adequate for staffing forecasts.

Accepted Answer

A) True 
 B)False

Question 6

An economic change that has altered occupational patterns in the United States is __________.

Accepted Answer

A)  There has been a job shift towards telecommunications 
B)  New jobs created in healthcare are decreasing 
C)  Agricultural employment is increasing 
D)  Employee numbers in all areas are increasing 
A)  There has been a job shift towards telecommunications 
B)  New jobs created in healthcare are decreasing 
C)  Agricultural employment is increasing 
D)  Employee numbers in all areas are increasing

Question 7

Increased unemployment rates have indicated no current workforce shortage of skilled workers.

Accepted Answer

A) True 
 B)False

Question 8

List at least three of the areas examined by environmental scanning to help identify labor market opportunities.
-Workforce composition and work patterns
-Geographic and competitive concerns
-Economic conditions
-Government influence

Accepted Answer

→Workforce composition and wor

Question 9

The collective value of the capabilities,knowledge,skills,life experiences,and motivation in an organization's workforce is referred to as __________.

Accepted Answer

A)  Human resources 
B)  Intellectual capital 
C)  Human capital 
D)  Workforce value 
A)  Human resources 
B)  Intellectual capital 
C)  Human capital 
D)  Workforce value

Question 10

HR functions are primarily outsourced for which of the following reasons?

Accepted Answer

A)  To save money on employee benefits 
B)  Because internal HR personnel usually do not have an adequate level of expertise in the outsourced area 
C)  To be able to focus on more strategic initiatives 
D)  Because legislation is making compliance in the outsourced areas more difficult for internal HR departments 
A)  To save money on employee benefits 
B)  Because internal HR personnel usually do not have an adequate level of expertise in the outsourced area 
C)  To be able to focus on more strategic initiatives 
D)  Because legislation is making compliance in the outsourced areas more difficult for internal HR departments

Question 11

The HR strategic planning process includes __________.

Accepted Answer

A)  Forecasting 
B)  Customer satisfaction survey 
C)  Cost/benefit analysis 
D)  Budgeting 
A)  Forecasting 
B)  Customer satisfaction survey 
C)  Cost/benefit analysis 
D)  Budgeting

Question 12

The greatest shift occurring between the HR management roles is __________.

Accepted Answer

A)  Less administrative and more strategic 
B)  Less operational and more administrative 
C)  Less operational and more employee advocate 
D)  Less employee advocate and more strategic 
A)  Less administrative and more strategic 
B)  Less operational and more administrative 
C)  Less operational and more employee advocate 
D)  Less employee advocate and more strategic

Question 13

Which of the following is true about changing demographic trends in the workforce?

Accepted Answer

A)  The black labor force is projected to be more than the Hispanic labor force by 2010 
B)  More than half of all U.S. women will be in the labor force by 2010 
C)  The average age of the U.S. population available for the workplace is decreasing 
D)  Asian and Hispanic ethnic groups are projected to increase most rapidly. 
A)  The black labor force is projected to be more than the Hispanic labor force by 2010 
B)  More than half of all U.S. women will be in the labor force by 2010 
C)  The average age of the U.S. population available for the workplace is decreasing 
D)  Asian and Hispanic ethnic groups are projected to increase most rapidly.

Question 14

Which of the following is not a critical success factor to HR planning in healthcare organizations?

Accepted Answer

A)  A highly compensated HR manager 
B)  Thorough annual analyses of the HR plan 
C)  Strategic alignment with the organization's objectives 
D)  Unambiguous purpose and measurable progress 
A)  A highly compensated HR manager 
B)  Thorough annual analyses of the HR plan 
C)  Strategic alignment with the organization's objectives 
D)  Unambiguous purpose and measurable progress

Question 15

Accommodating individuals with disabilities will become more common in the future.

Accepted Answer

A) True 
 B)False

Question 16

What are at least three changes employers can make to affect greater employment of individuals with disabilities?
-Define essential tasks in the job
-Indicate what knowledge,skills and abilities are needed to perform the job
-Accommodate by offering flexible work schedules
-Alter facilities to become more accessible
-Purchase special equipment
-Revise health and medical examinations related to employment

Accepted Answer

→Define essential tasks in the job
→Indi

Question 17

An HRIS is developed to __________.

Accepted Answer

A)  Assess internal and external HR needs 
B)  Provide information used in HR decision making 
C)  Identify mismatches between HR supply & demand 
D)  Be the key in the HR planning process 
A)  Assess internal and external HR needs 
B)  Provide information used in HR decision making 
C)  Identify mismatches between HR supply & demand 
D)  Be the key in the HR planning process

Question 18

Healthcare providers,whether acute care hospitals,nursing homes,or physician practices have had to continually re-assess their jobs.

Accepted Answer

A) True 
 B)False

Question 19

To address the issue of balancing work and family,employers can __________.

Accepted Answer

A)  Offering hiring bonuses to individuals without children 
B)  Provide all workers with two weeks of unpaid parental/family leave if there are at least 50 employees 
C)  Provide on-site child care and family friendly policies 
D)  Decrease the hiring of individuals in dual career relationships 
A)  Offering hiring bonuses to individuals without children 
B)  Provide all workers with two weeks of unpaid parental/family leave if there are at least 50 employees 
C)  Provide on-site child care and family friendly policies 
D)  Decrease the hiring of individuals in dual career relationships

Question 20

The strategic management process should address __________.

Accepted Answer

A)  Recruitment and retention, employee satisfaction, compensation, and career development 
B)  Strategic objectives, the external environment, internal business processes, and determining how effectiveness will be measured 
C)  Development of policies and procedures, labor shortages, data privacy issues, and workplace safety 
D)  Competency of the executive staff, shareholder value, the organizational mission, and benefits 
A)  Recruitment and retention, employee satisfaction, compensation, and career development 
B)  Strategic objectives, the external environment, internal business processes, and determining how effectiveness will be measured 
C)  Development of policies and procedures, labor shortages, data privacy issues, and workplace safety 
D)  Competency of the executive staff, shareholder value, the organizational mission, and benefits

The organizational mission is at the very center of the HR strategic plan.

HR forecasting should be done over which three planning periods?

HR organizational strategies should confine themselves to addressing the major areas of workforce planning,compensation,and staffing.

The HR plan should be updated __________.

A manager's best guess might be adequate for staffing forecasts.

An economic change that has altered occupational patterns in the United States is __________.

Increased unemployment rates have indicated no current workforce shortage of skilled workers.

List at least three of the areas examined by environmental scanning to help identify labor market opportunities. -Workforce composition and work patterns -Geographic and competitive concerns -Economic conditions -Government influence

The collective value of the capabilities,knowledge,skills,life experiences,and motivation in an organization's workforce is referred to as __________.

HR functions are primarily outsourced for which of the following reasons?

The HR strategic planning process includes __________.

The greatest shift occurring between the HR management roles is __________.

Which of the following is true about changing demographic trends in the workforce?

Which of the following is not a critical success factor to HR planning in healthcare organizations?

Accommodating individuals with disabilities will become more common in the future.

An HRIS is developed to __________.

Healthcare providers,whether acute care hospitals,nursing homes,or physician practices have had to continually re-assess their jobs.

To address the issue of balancing work and family,employers can __________.

The strategic management process should address __________.

The Nature and Challenges of Healthcare HR Management

Healthcare HR Competencies, Structures, and Quality Standards

Legal Issues Affecting the HR Workplace

Job Design and Analysis

Healthcare Recruitment and Selection

Organizational Relations and Employee Retention in Healthcare

Training and Development in Healthcare Organizations

Performance Management in Healthcare Organizations

Employee Relations in the Healthcare Industry

Labor Relations and Healthcare Organizations

Healthcare Compensation Practices

The Management of Benefits and Variable Pay in Healthcare

Safety, Health, and Security in Healthcare Organizations

Filters

Exam 3: Strategic HR Management

The organizational mission is at the very center of the HR strategic plan.

HR forecasting should be done over which three planning periods?

HR organizational strategies should confine themselves to addressing the major areas of workforce planning,compensation,and staffing.

The HR plan should be updated __________.

A manager's best guess might be adequate for staffing forecasts.

An economic change that has altered occupational patterns in the United States is __________.

Increased unemployment rates have indicated no current workforce shortage of skilled workers.

List at least three of the areas examined by environmental scanning to help identify labor market opportunities. -Workforce composition and work patterns -Geographic and competitive concerns -Economic conditions -Government influence

The collective value of the capabilities,knowledge,skills,life experiences,and motivation in an organization's workforce is referred to as __________.

HR functions are primarily outsourced for which of the following reasons?

The HR strategic planning process includes __________.

The greatest shift occurring between the HR management roles is __________.

Which of the following is true about changing demographic trends in the workforce?

Which of the following is not a critical success factor to HR planning in healthcare organizations?

Accommodating individuals with disabilities will become more common in the future.

An HRIS is developed to __________.

Healthcare providers,whether acute care hospitals,nursing homes,or physician practices have had to continually re-assess their jobs.

To address the issue of balancing work and family,employers can __________.

The strategic management process should address __________.

The Nature and Challenges of Healthcare HR Management

Healthcare HR Competencies, Structures, and Quality Standards

Legal Issues Affecting the HR Workplace

Job Design and Analysis

Healthcare Recruitment and Selection

Organizational Relations and Employee Retention in Healthcare

Training and Development in Healthcare Organizations

Performance Management in Healthcare Organizations

Employee Relations in the Healthcare Industry

Labor Relations and Healthcare Organizations

Healthcare Compensation Practices

The Management of Benefits and Variable Pay in Healthcare

Safety, Health, and Security in Healthcare Organizations

Filters