Deck 3: Strategic HR Management

Question 1

Patient safety,medical records confidentiality,and funding are most directly affected by __________.

A) Government regulation and oversight
B) Workforce composition
C) Geographic concerns
D) Competitiveness between organizations

Answer 1

Government regulation and oversight

Question 2

The HR strategic planning process includes __________.

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

Answer 2

Forecasting

Question 3

The use of an HRIS may involve __________.

A) The internet
B) Concerns about privacy and security
C) Payroll functions
D) All of these

Answer 3

All of these

Question 4

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

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

Question 5

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

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

Question 6

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

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

Question 7

Strategic HR management refers to __________.

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 8

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

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 9

If an HR professional is focused on workforce planning,this would be an example of the __________ role of HR.

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

Question 10

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

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

Question 11

The external environment of HR supply sources includes __________.

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 12

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

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

Question 13

Core competency means __________.

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 14

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

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

Question 15

HR forecasting should be done over which three planning periods?

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

Question 16

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

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

Question 17

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

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 18

An HRIS is developed to __________.

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 19

The strategic management process should address __________.

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

Question 20

If a visiting nurse is using an open conference room to work,one would probably say that this employee __________.

A) Is an office nomad
B) Has a virtual office
C) Is a part-time employee
D) Is telecommuting

Question 21

The HR plan typically would not include __________.

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

Question 22

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

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 23

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

Question 24

To correlate staffing,compensation,and employee relations into a strategic decision is a part of __________.

A) Strategic alignment
B) Annual analysis
C) The HR plan purpose
D) Measurement of plan components

Question 25

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

Question 26

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

Question 27

An organizational mission answers which of the following questions?

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 28

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

Question 29

The HR plan should be updated __________.

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

Question 30

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

Question 31

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

Question 32

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

Question 33

HR management of women working in healthcare must acknowledge __________.

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 34

The employee advocate role has contributed to the belief that HR professionals do not understand the business realities of the organization.

Question 35

The culture of the organization is a factor affecting the retention of employees,but not the attraction of new ones.

Question 36

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

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 37

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

Question 38

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

Question 39

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

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 40

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

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 41

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

Question 42

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

Question 43

What are the six key inputs to a healthcare HR strategic plan?
-Organizational mission
-Organizational objectives and strategies
-Environmental assessment
-Organizational resources and capabilities
-Financial realities
-Considering the plans of other functional areas

Question 44

What is a core competency,and what are the core competency areas for healthcare human resources?
A core competency is a unique capability in the organization that creates high value and differentiates the organization from its competition. Human capital should be one in many organizations.
-Continuity of care expertise
-Outstanding record of patient safety
-Leader in the field
-Clinical expertise
-Outstanding customer service

Question 45

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

Question 46

Manufacturing jobs are increasing in the United States.

Question 47

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

Question 48

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

Question 49

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?