Deck 12: Strategic Management of Human Resources

Question 1

What of the following is a reason why an employee candidate selects a company?

A) Company culture
B) Career progression after hire
C) Benefits
D) All of these are correct.
E) None of these is correct.

Answer 1

D

Question 2

The benefits of providing job candidates a realistic job preview include a genuine understanding of which of the following?

A) Role(s) that will be performed
B) Daily activities of the job
C) Requirements of the position
D) Significant understanding of the position
E) All of these are correct.

Answer 2

E

Question 3

Why does an HSO need to pay close attention to how its pay scales compare to other HSOs, on a job-by-job basis?

A) Lower pay will reduce HSO expenses, but may also reduce the quality of the work force
B) Higher pay may lead to higher productivity
C) There is no relationship.
D) Both lower pay will reduce HSO expenses, but may also reduce the quality of the work force, and higher pay may lead to higher productivity
E) None of these is correct.

Answer 3

D

Question 4

The highest percentage growth in forecasted health occupations employment by 2022 is for which of the following occupations?

A) Physician assistants
B) Registered nurses
C) Physicians and surgeons
D) Medical and health services managers
E) None of these is correct.

Question 5

Performance appraisals are useful to:

A) identify areas of performance needing improvement.
B) adjust compensation based on performance.
C) decide promotions of staff.
D) All of these are correct.

Question 6

The low supply of some health care workers (e.g., nurses) has led to which of the following impacts on HSOs?

A) Lower satisfaction for existing staff
B) Lower human resources costs
C) Higher satisfaction for existing staff
D) Higher retention of existing staff
E) Greater motivation of existing staff

Question 7

Flexible benefits are helpful to employees because:

A) they can choose benefits in line with their needs.
B) coverage is limited to high-quality providers.
C) their employer covers the total cost.
D) All of these are correct.

Question 8

Job analysis is necessary to:

A) define jobs.
B) determine projected staffing needs.
C) evaluate employee performance.
D) All of these are correct.

Question 9

Human resources decisions need to be strategic because of:

A) increasing competition among HSOs.
B) the need to analyze jobs.
C) trends in using incentive compensation.
D) All of these are correct.

Question 10

Employee assistance programs address which of the following?

A) Incentive compensation for employees
B) Employees' personal problems
C) Retirement plans
D) All of these are correct.

Question 11

Gainsharing or goal-sharing programs:

A) reward individual staff efforts in meeting their goals.
B) are a typical benefit of HSOs.
C) reward individual staff based on the HSO achieving organizational performance targets.
D) are included in base compensation for employees.
E) None of these is correct.

Question 12

The National Labor Relations Board provides guidance for HR in addressing:

A) unions and collective bargaining.
B) employee retirement plans.
C) recruitment.
D) equal opportunity regulations.

Question 13

Behavioral-based interviews are helpful to the hiring organization in understanding a candidate's:

A) past attitudes and behaviors.
B) ability to think on his or her feet.
C) past experience in dealing with complex and difficult situations.
D) potential fit with the HSO.
E) All of these are correct.

Question 14

Benefits include all of the following, except:

A) a retirement plan.
B) vacation.
C) health insurance.
D) salary.

Question 15

The idea that HSO employees should be viewed as a strategic asset means that:

A) organizational performance is based on individuals.
B) staff salaries and benefits are costly and affect the HSO's competitiveness.
C) staff should be used in multiple roles to create flexibility.
D) staff should report to only one manager.

Question 16

Which of the following is true about leadership development programs in HSOs?

A) Are found in less than 10% of HSOs
B) Serve as a recruitment tool for HSOs
C) Focus primarily on filling middle-level manager positions
D) All of these are correct.

Question 17

Which of the following is an example of an HSO's employee relations and engagement efforts?

A) Walk-arounds by managers
B) Job analysis
C) Job pricing
D) Assessing an employee's job performance

Question 18

Predictive analytics or human resource analytics are used by human resources managers to identify:

A) employee needs.
B) factors that affect staff retention.
C) employee satisfaction levels and issues affecting satisfaction.
D) actual instances of staff engagement in addition to perceptions of staff engagement.
E) All of these are correct.

Question 19

Best practices of high-performing organizations include all of the following focal areas, except:

A) staff engagement.
B) staff acquisition and development.
C) employee empowerment in decision making.
D) highest levels of compensation for staff.
E) All of these are examples of best practices.

Question 20

It is legal for an HSO to pay a woman less than a man for the same work if she married and her spouse works, too, because she does not really need the money.

Question 21

The best job interviews are ones that give a prospective employee a realistic preview of the work to be done.

Question 22

In an HSO, an internal job applicant can just skip the formal application process and move right into a new job.

Question 23

What is the difference between compensation and benefits, and how might one be substituted for the other?

Question 24

You are searching for a new nurse manager who will be working in an interdisciplinary cancer clinic.