Question 1

Ideally,how are training needs ranked?

Accepted Answer

A)  By cost 
B)  By importance on the basis of organizational objectives 
C)  By the needs of the organization based on employee surveys 
D)  By government regulation 
A)  By cost 
B)  By importance on the basis of organizational objectives 
C)  By the needs of the organization based on employee surveys 
D)  By government regulation B

Question 2

The healthcare industry ranks at the top in average training dollar spent per employee.

Accepted Answer

A) True 
 B)False  False

Question 3

All of the following are objectives of on-going training and development except __________.

Accepted Answer

A)  Provide training on new technology, techniques, or processes 
B)  Continually ensure employee competence 
C)  Prepare employees for new job duties 
D)  Educate the employee of his/her benefits, compensation, and HR policies 
A)  Provide training on new technology, techniques, or processes 
B)  Continually ensure employee competence 
C)  Prepare employees for new job duties 
D)  Educate the employee of his/her benefits, compensation, and HR policies D

Question 4

The main advantage of simulation training is _________.

Accepted Answer

A)  It allows for safe training when the risks associated with failure are high 
B)  It is readily available to employees 
C)  It is cost efficient 
D)  It can be easily administered by either internal or external personnel 
A)  It allows for safe training when the risks associated with failure are high 
B)  It is readily available to employees 
C)  It is cost efficient 
D)  It can be easily administered by either internal or external personnel

Question 5

Which of the following is/are development activities?

Accepted Answer

A)  Learning specific behaviors 
B)  Demonstrating techniques and processes 
C)  Understanding information concepts and context 
D)  All of the above 
A)  Learning specific behaviors 
B)  Demonstrating techniques and processes 
C)  Understanding information concepts and context 
D)  All of the above

Question 6

A problem with the pre/post measure of evaluating training is __________.

Accepted Answer

A)  Being able to intervene in the workplace at the appropriate times 
B)  The difficulty of constructing a good test 
C)  Being able to eliminate cultural discrimination 
D)  Knowing if the training was really responsible for the change 
A)  Being able to intervene in the workplace at the appropriate times 
B)  The difficulty of constructing a good test 
C)  Being able to eliminate cultural discrimination 
D)  Knowing if the training was really responsible for the change

Question 7

The training process involves three steps: assessment,design,and delivery.

Accepted Answer

A) True 
 B)False

Question 8

Ensuring on-going training and development of healthcare employees is typically the responsibility of the HR department.

Accepted Answer

A) True 
 B)False

Question 9

The process of identifying the backup "players" is referred to as __________.

Accepted Answer

A)  Succession planning 
B)  Replacement design 
C)  Staffing planning 
D)  Organizational development 
A)  Succession planning 
B)  Replacement design 
C)  Staffing planning 
D)  Organizational development

Question 10

Many very talented healthcare professionals such as RNs,respiratory therapists,or pharmacists that could potentially make excellent managers refuse to do so because __________.

Accepted Answer

A)  The rewards do not outweigh the risks 
B)  Requires too much time away from home 
C)  It would remove them from day-to-day patient care responsibilities 
D)  They are opposed to change 
A)  The rewards do not outweigh the risks 
B)  Requires too much time away from home 
C)  It would remove them from day-to-day patient care responsibilities 
D)  They are opposed to change

Question 11

The classic work of Malcolm Knowles on adult learning suggests five principles for designing training for adults. Which statement is not one of them?

Accepted Answer

A)  Have a need to be self-directed 
B)  Are motivated to learn by both extrinsic and intrinsic factors 
C)  Expect the training to be easy to understand and use in their day-to-day responsibilities 
D)  Have a need to know why they are learning something 
A)  Have a need to be self-directed 
B)  Are motivated to learn by both extrinsic and intrinsic factors 
C)  Expect the training to be easy to understand and use in their day-to-day responsibilities 
D)  Have a need to know why they are learning something

Question 12

The following is a typical benefit of training.

Accepted Answer

A)  Reduction in turnover 
B)  Ability to use new capabilities 
C)  Increase in production 
D)  All of the above 
A)  Reduction in turnover 
B)  Ability to use new capabilities 
C)  Increase in production 
D)  All of the above

Question 13

Which orientation component is not typically dealt with during an Organizational Orientation?

Accepted Answer

A)  Mission vision and values 
B)  Job responsibilities 
C)  Security and fire safety 
D)  Customer service requirements 
A)  Mission vision and values 
B)  Job responsibilities 
C)  Security and fire safety 
D)  Customer service requirements

Question 14

A/An __________ identifies the differences between where the organization is with its employee capabilities and where it needs to be.

Accepted Answer

A)  Training evaluation 
B)  Assessment 
C)  Performance consulting activity 
D)  Gap analysis 
A)  Training evaluation 
B)  Assessment 
C)  Performance consulting activity 
D)  Gap analysis

Question 15

When opportunities for promotion are scarce,job rotations through use of lateral transfers are beneficial to __________.

Accepted Answer

A)  Increasing employee compensation 
B)  Developing employees' talents 
C)  Providing a sense of job security 
D)  Increasing loyalty to the organization 
A)  Increasing employee compensation 
B)  Developing employees' talents 
C)  Providing a sense of job security 
D)  Increasing loyalty to the organization

Question 16

The main objective of performance consulting is __________.

Accepted Answer

A)  Boosting workplace performance 
B)  Developing compensation guidelines 
C)  Decreasing employee complaints 
D)  Terminating sub par performers 
A)  Boosting workplace performance 
B)  Developing compensation guidelines 
C)  Decreasing employee complaints 
D)  Terminating sub par performers

Question 17

A typical training responsibility for the HR unit is __________.

Accepted Answer

A)  Continually discuss employees' growth and future potential 
B)  Monitor training needs 
C)  Coordinate training efforts 
D)  All of the above 
A)  Continually discuss employees' growth and future potential 
B)  Monitor training needs 
C)  Coordinate training efforts 
D)  All of the above

Question 18

The Joint Commission on Accreditation of Healthcare Organizations standards require a process for the ongoing and continuous effort of assuring staff competency through orientation,training and development,and through encouraging self-development.

Accepted Answer

A) True 
 B)False

Question 19

Not all of the training and education needs of healthcare employees can be met through organizational,departmental,or supervisory-guided training.

Accepted Answer

A) True 
 B)False

Question 20

Succession planning should only focus on top management,such as ensuring a CEO successor.

Accepted Answer

A) True 
 B)False

Ideally,how are training needs ranked?

The healthcare industry ranks at the top in average training dollar spent per employee.

All of the following are objectives of on-going training and development except __________.

The main advantage of simulation training is _________.

Which of the following is/are development activities?

A problem with the pre/post measure of evaluating training is __________.

The training process involves three steps: assessment,design,and delivery.

Ensuring on-going training and development of healthcare employees is typically the responsibility of the HR department.

The process of identifying the backup "players" is referred to as __________.

Many very talented healthcare professionals such as RNs,respiratory therapists,or pharmacists that could potentially make excellent managers refuse to do so because __________.

The classic work of Malcolm Knowles on adult learning suggests five principles for designing training for adults. Which statement is not one of them?

The following is a typical benefit of training.

Which orientation component is not typically dealt with during an Organizational Orientation?

A/An __________ identifies the differences between where the organization is with its employee capabilities and where it needs to be.

When opportunities for promotion are scarce,job rotations through use of lateral transfers are beneficial to __________.

The main objective of performance consulting is __________.

A typical training responsibility for the HR unit is __________.

The Joint Commission on Accreditation of Healthcare Organizations standards require a process for the ongoing and continuous effort of assuring staff competency through orientation,training and development,and through encouraging self-development.

Not all of the training and education needs of healthcare employees can be met through organizational,departmental,or supervisory-guided training.

Succession planning should only focus on top management,such as ensuring a CEO successor.

The Nature and Challenges of Healthcare HR Management

Healthcare HR Competencies, Structures, and Quality Standards

Strategic HR Management

Legal Issues Affecting the HR Workplace

Job Design and Analysis

Healthcare Recruitment and Selection

Organizational Relations and Employee Retention in Healthcare

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 8: Training and Development in Healthcare Organizations

Ideally,how are training needs ranked?

The healthcare industry ranks at the top in average training dollar spent per employee.

All of the following are objectives of on-going training and development except __________.

The main advantage of simulation training is _________.

Which of the following is/are development activities?

A problem with the pre/post measure of evaluating training is __________.

The training process involves three steps: assessment,design,and delivery.

Ensuring on-going training and development of healthcare employees is typically the responsibility of the HR department.

The process of identifying the backup "players" is referred to as __________.

Many very talented healthcare professionals such as RNs,respiratory therapists,or pharmacists that could potentially make excellent managers refuse to do so because __________.

The classic work of Malcolm Knowles on adult learning suggests five principles for designing training for adults. Which statement is not one of them?

The following is a typical benefit of training.

Which orientation component is not typically dealt with during an Organizational Orientation?

A/An __________ identifies the differences between where the organization is with its employee capabilities and where it needs to be.

When opportunities for promotion are scarce,job rotations through use of lateral transfers are beneficial to __________.

The main objective of performance consulting is __________.

A typical training responsibility for the HR unit is __________.

The Joint Commission on Accreditation of Healthcare Organizations standards require a process for the ongoing and continuous effort of assuring staff competency through orientation,training and development,and through encouraging self-development.

Not all of the training and education needs of healthcare employees can be met through organizational,departmental,or supervisory-guided training.

Succession planning should only focus on top management,such as ensuring a CEO successor.

The Nature and Challenges of Healthcare HR Management

Healthcare HR Competencies, Structures, and Quality Standards

Strategic HR Management

Legal Issues Affecting the HR Workplace

Job Design and Analysis

Healthcare Recruitment and Selection

Organizational Relations and Employee Retention in Healthcare

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