Question 1

Human resources can become a core competency in the area(s)of __________.

Accepted Answer

A)  Clinical expertise 
B)  Outstanding customer service 
C)  Continuity of care expertise 
D)  One or more of the above 
A)  Clinical expertise 
B)  Outstanding customer service 
C)  Continuity of care expertise 
D)  One or more of the above

Question 2

In many organizations,HR can be considered a core competency.

Accepted Answer

A) True 
 B)False

Question 3

Forecasting is a virtually infallible projection of HR supply and demand if environmental scanning information and the HRIS are used appropriately together.

Accepted Answer

A) True 
 B)False

Question 4

The dominant role in HR in the past has been the administrative role.

Accepted Answer

A) True 
 B)False

Question 5

The process of studying the environment of the organization to pinpoint opportunities and threats is called __________.

Accepted Answer

A)  Environmental scanning 
B)  Environmental risk assessment 
C)  Organizational scanning 
D)  Organizational risk assessment 
A)  Environmental scanning 
B)  Environmental risk assessment 
C)  Organizational scanning 
D)  Organizational risk assessment

Question 6

The HR plan typically would not include __________.

Accepted Answer

A)  Closure of nearby hospitals 
B)  Patient census data 
C)  The opening of a new nursing unit 
D)  Supply vendor information 
A)  Closure of nearby hospitals 
B)  Patient census data 
C)  The opening of a new nursing unit 
D)  Supply vendor information

Question 7

Conducting an assessment of the labor market for hard-to-fill healthcare positions is not valuable.

Accepted Answer

A) True 
 B)False

Question 8

Possible areas for human resources core competencies,as defined by the text,include __________.

Accepted Answer

A)  Staffing 
B)  Patient Safety 
C)  Documentation 
D)  Marketing 
A)  Staffing 
B)  Patient Safety 
C)  Documentation 
D)  Marketing

Question 9

HR management of women working in healthcare must acknowledge __________.

Accepted Answer

A)  Decreasing legal issues involving employers and employees 
B)  Less desire for full time employment 
C)  That healthcare industry offers the most career choices 
D)  Variety in benefits programs and HR policies 
A)  Decreasing legal issues involving employers and employees 
B)  Less desire for full time employment 
C)  That healthcare industry offers the most career choices 
D)  Variety in benefits programs and HR policies

Question 10

Which of the following are the roles typically identified for HR?

Accepted Answer

A)  Administrative 
B)  Strategic 
C)  Employee Advocate 
D)  All of the above 
A)  Administrative 
B)  Strategic 
C)  Employee Advocate 
D)  All of the above

Question 11

Manufacturing jobs are increasing in the United States.

Accepted Answer

A) True 
 B)False

Question 12

Effective HR management has the potential to create a competitive advantage for an organization.

Accepted Answer

A) True 
 B)False

Question 13

Strategic HR management refers to __________.

Accepted Answer

A)  Use of employees to help an organization gain or keep a competitive advantage 
B)  Planning for career development and training 
C)  Developing key internal business processes 
D)  Training all management staff on performance review procedures 
A)  Use of employees to help an organization gain or keep a competitive advantage 
B)  Planning for career development and training 
C)  Developing key internal business processes 
D)  Training all management staff on performance review procedures

Question 14

An organizational mission answers which of the following questions?

Accepted Answer

A)  Where is the organization going? 
B)  What are the organization's beliefs? 
C)  Why does the organization exist? 
D)  Who does the organization impact? 
A)  Where is the organization going? 
B)  What are the organization's beliefs? 
C)  Why does the organization exist? 
D)  Who does the organization impact?

Question 15

HR strategies are developed to provide more specific direction for the management of HR activities.

Accepted Answer

A) True 
 B)False

Question 16

What questions should be addressed during an internal assessment of positions?
-What jobs now exist?
-How many individuals are performing each job?
-What are the reporting relationships of jobs?
-How essential is each job?
-What jobs can be "redesigned" or duties changed?
-What jobs will be needed to implement the organizational strategy?
-What are the characteristics of anticipated jobs?

Accepted Answer

→What jobs now exist?
→How many individu

Question 17

What are some of the factors to consider when estimating the external supply of potential employees available to the organization?

Accepted Answer

A)  Technological developments and shifts 
B)  Individuals graduating from schools 
C)  Economic forecasts for the next few years 
D)  All of the above 
A)  Technological developments and shifts 
B)  Individuals graduating from schools 
C)  Economic forecasts for the next few years 
D)  All of the above

Question 18

Core competency means __________.

Accepted Answer

A)  A unique capability that creates high value and differentiates an organization from its competition 
B)  An area of expertise that is achieved only through formal training 
C)  The most central function in an organization that typically interfaces with most other functions 
D)  All of the above 
A)  A unique capability that creates high value and differentiates an organization from its competition 
B)  An area of expertise that is achieved only through formal training 
C)  The most central function in an organization that typically interfaces with most other functions 
D)  All of the above

Question 19

The external environment of HR supply sources includes __________.

Accepted Answer

A)  Non-traditional work schedules 
B)  Employees working from virtual offices 
C)  Flexibility in work locations to create flexibility in staffing 
D)  All of the above 
A)  Non-traditional work schedules 
B)  Employees working from virtual offices 
C)  Flexibility in work locations to create flexibility in staffing 
D)  All of the above

Question 20

Compliance with Equal Employment Opportunity (EEO)would be considered a/an __________ role for HR.

Accepted Answer

A)  Administrative 
B)  Operational 
C)  Employee advocate 
D)  Strategic 
A)  Administrative 
B)  Operational 
C)  Employee advocate 
D)  Strategic

Human resources can become a core competency in the area(s)of __________.

In many organizations,HR can be considered a core competency.

Forecasting is a virtually infallible projection of HR supply and demand if environmental scanning information and the HRIS are used appropriately together.

The dominant role in HR in the past has been the administrative role.

The process of studying the environment of the organization to pinpoint opportunities and threats is called __________.

The HR plan typically would not include __________.

Conducting an assessment of the labor market for hard-to-fill healthcare positions is not valuable.

Possible areas for human resources core competencies,as defined by the text,include __________.

HR management of women working in healthcare must acknowledge __________.

Which of the following are the roles typically identified for HR?

Manufacturing jobs are increasing in the United States.

Effective HR management has the potential to create a competitive advantage for an organization.

Strategic HR management refers to __________.

An organizational mission answers which of the following questions?

HR strategies are developed to provide more specific direction for the management of HR activities.

What are some of the factors to consider when estimating the external supply of potential employees available to the organization?

Core competency means __________.

The external environment of HR supply sources includes __________.

Compliance with Equal Employment Opportunity (EEO)would be considered a/an __________ role for HR.

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

Human resources can become a core competency in the area(s)of __________.

In many organizations,HR can be considered a core competency.

Forecasting is a virtually infallible projection of HR supply and demand if environmental scanning information and the HRIS are used appropriately together.

The dominant role in HR in the past has been the administrative role.

The process of studying the environment of the organization to pinpoint opportunities and threats is called __________.

The HR plan typically would not include __________.

Conducting an assessment of the labor market for hard-to-fill healthcare positions is not valuable.

Possible areas for human resources core competencies,as defined by the text,include __________.

HR management of women working in healthcare must acknowledge __________.

Which of the following are the roles typically identified for HR?

Manufacturing jobs are increasing in the United States.

Effective HR management has the potential to create a competitive advantage for an organization.

Strategic HR management refers to __________.

An organizational mission answers which of the following questions?

HR strategies are developed to provide more specific direction for the management of HR activities.

What are some of the factors to consider when estimating the external supply of potential employees available to the organization?

Core competency means __________.

The external environment of HR supply sources includes __________.

Compliance with Equal Employment Opportunity (EEO)would be considered a/an __________ role for HR.

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