1
MHA 702 EXAM 1 (HUMAN RESOURSE MANAGEMENT) ACTUAL EXAM
LATEST 2026 COMPLETE QUESTIONS AND CORRECT DETAILED ANSWERS
(VERIFIED ANSWERS) A NEW UPDATED VERSION |ALREADY GRADED A+
1. A large metropolitan hospital has traditionally treated human resources as
an administrative department responsible primarily for payroll, hiring
paperwork, and employee records. The new chief human resources officer
wants to reposition HR as a strategic partner that contributes directly to
organizational performance, workforce planning, quality improvement, and
long-term competitive advantage. Which approach best reflects strategic
human resource management?
A. Limiting HR activities to payroll processing and maintenance of personnel
files
B. Outsourcing all employee-related decisions to department supervisors
C. Aligning workforce policies, talent development, staffing, and
performance systems with the organization’s strategic objectives
D. Focusing exclusively on reducing employee compensation costs
Answer: C. Aligning workforce policies, talent development, staffing, and
performance systems with the organization’s strategic objectives
2. A hospital is experiencing increasing turnover among experienced nurses,
difficulty filling specialized positions, and an aging workforce. The executive
team asks HR to determine how many employees and what types of
competencies will be required over the next five years. Which HR activity
should be emphasized first?
A. Strategic workforce planning
B. Disciplinary action
C. Payroll auditing
D. Exit-interview processing
Answer: A. Strategic workforce planning
3. A healthcare organization is preparing to open a new cardiac center. HR
analyzes projected patient volume, anticipated staffing ratios, existing
employee competencies, retirement projections, and the external labor
,2
market before determining how many cardiac nurses and technicians must
be recruited. What HR concept is being demonstrated?
A. Job rotation
B. Workforce forecasting
C. Performance appraisal
D. Collective bargaining
Answer: B. Workforce forecasting
4. A hospital administrator asks HR to prepare a detailed description of a
newly created nurse manager position, including responsibilities, reporting
relationships, essential duties, working conditions, and required
qualifications. Which document should HR develop?
A. Compensation survey
B. Performance improvement plan
C. Employee handbook
D. Job description
Answer: D. Job description
5. A healthcare organization wants to determine what knowledge, skills,
abilities, education, certifications, and experience are necessary for
successful performance in a newly created advanced clinical position.
Which HR activity provides the foundation for this determination?
A. Job analysis
B. Exit interviewing
C. Payroll reconciliation
D. Grievance processing
Answer: A. Job analysis
6. A hospital has historically promoted employees based primarily on
seniority. Leadership now wants to identify employees with strong potential
for future executive positions and create individualized development plans
for them. Which HR process best addresses this objective?
A. Workforce reduction
B. Job evaluation
,3
C. Succession planning
D. Payroll administration
Answer: C. Succession planning
7. A healthcare system is experiencing high turnover among newly hired
employees because applicants are accepting positions without fully
understanding the organization’s culture, workload, and expectations.
Which recruitment improvement would be most appropriate?
A. Eliminate realistic information about the position
B. Provide realistic job previews during recruitment
C. Increase the number of applicants interviewed without changing
recruitment content
D. Delay communicating job expectations until after employment begins
Answer: B. Provide realistic job previews during recruitment
8. A hospital wants to fill a specialized leadership position and first reviews
qualified employees currently working in other departments before
advertising externally. Which recruitment approach is being used?
A. Internal recruitment
B. External recruitment
C. Outsourcing
D. Contingent staffing
Answer: A. Internal recruitment
9. A hospital receives hundreds of applications for a health-information
management position. HR establishes objective minimum qualifications
before reviewing applicants so that candidates are evaluated consistently.
What is the primary benefit of this approach?
A. It eliminates the need for interviews
B. It guarantees that the most experienced candidate is selected
C. It improves consistency and job-relatedness in candidate screening
D. It allows supervisors to select applicants based on personal preference
Answer: C. It improves consistency and job-relatedness in candidate
screening
, 4
10. A healthcare organization wants to determine whether a preemployment
assessment accurately predicts future job performance. Which
characteristic of the assessment is most important?
A. Popularity among applicants
B. Validity
C. Length
D. Cost alone
Answer: B. Validity
11. A hospital interviewer asks every candidate for a clinical leadership position
the same predetermined questions and evaluates responses using the same
scoring criteria. Which interview format is being used?
A. Unstructured interview
B. Stress interview
C. Structured interview
D. Informal interview
Answer: C. Structured interview
12. During an interview, a manager asks a candidate, “If two members of your
healthcare team strongly disagree about how a patient-care problem should
be handled, what steps would you take?” What type of interview question
is this?
A. Situational interview question
B. Personal-history question
C. Compensation question
D. Administrative question
Answer: A. Situational interview question
13. A hospital is concerned that its selection process disproportionately
eliminates qualified applicants from a particular protected group even
though the organization has not intentionally discriminated against those
applicants. Which concept should HR investigate?
A. Job enlargement
B. Adverse impact
MHA 702 EXAM 1 (HUMAN RESOURSE MANAGEMENT) ACTUAL EXAM
LATEST 2026 COMPLETE QUESTIONS AND CORRECT DETAILED ANSWERS
(VERIFIED ANSWERS) A NEW UPDATED VERSION |ALREADY GRADED A+
1. A large metropolitan hospital has traditionally treated human resources as
an administrative department responsible primarily for payroll, hiring
paperwork, and employee records. The new chief human resources officer
wants to reposition HR as a strategic partner that contributes directly to
organizational performance, workforce planning, quality improvement, and
long-term competitive advantage. Which approach best reflects strategic
human resource management?
A. Limiting HR activities to payroll processing and maintenance of personnel
files
B. Outsourcing all employee-related decisions to department supervisors
C. Aligning workforce policies, talent development, staffing, and
performance systems with the organization’s strategic objectives
D. Focusing exclusively on reducing employee compensation costs
Answer: C. Aligning workforce policies, talent development, staffing, and
performance systems with the organization’s strategic objectives
2. A hospital is experiencing increasing turnover among experienced nurses,
difficulty filling specialized positions, and an aging workforce. The executive
team asks HR to determine how many employees and what types of
competencies will be required over the next five years. Which HR activity
should be emphasized first?
A. Strategic workforce planning
B. Disciplinary action
C. Payroll auditing
D. Exit-interview processing
Answer: A. Strategic workforce planning
3. A healthcare organization is preparing to open a new cardiac center. HR
analyzes projected patient volume, anticipated staffing ratios, existing
employee competencies, retirement projections, and the external labor
,2
market before determining how many cardiac nurses and technicians must
be recruited. What HR concept is being demonstrated?
A. Job rotation
B. Workforce forecasting
C. Performance appraisal
D. Collective bargaining
Answer: B. Workforce forecasting
4. A hospital administrator asks HR to prepare a detailed description of a
newly created nurse manager position, including responsibilities, reporting
relationships, essential duties, working conditions, and required
qualifications. Which document should HR develop?
A. Compensation survey
B. Performance improvement plan
C. Employee handbook
D. Job description
Answer: D. Job description
5. A healthcare organization wants to determine what knowledge, skills,
abilities, education, certifications, and experience are necessary for
successful performance in a newly created advanced clinical position.
Which HR activity provides the foundation for this determination?
A. Job analysis
B. Exit interviewing
C. Payroll reconciliation
D. Grievance processing
Answer: A. Job analysis
6. A hospital has historically promoted employees based primarily on
seniority. Leadership now wants to identify employees with strong potential
for future executive positions and create individualized development plans
for them. Which HR process best addresses this objective?
A. Workforce reduction
B. Job evaluation
,3
C. Succession planning
D. Payroll administration
Answer: C. Succession planning
7. A healthcare system is experiencing high turnover among newly hired
employees because applicants are accepting positions without fully
understanding the organization’s culture, workload, and expectations.
Which recruitment improvement would be most appropriate?
A. Eliminate realistic information about the position
B. Provide realistic job previews during recruitment
C. Increase the number of applicants interviewed without changing
recruitment content
D. Delay communicating job expectations until after employment begins
Answer: B. Provide realistic job previews during recruitment
8. A hospital wants to fill a specialized leadership position and first reviews
qualified employees currently working in other departments before
advertising externally. Which recruitment approach is being used?
A. Internal recruitment
B. External recruitment
C. Outsourcing
D. Contingent staffing
Answer: A. Internal recruitment
9. A hospital receives hundreds of applications for a health-information
management position. HR establishes objective minimum qualifications
before reviewing applicants so that candidates are evaluated consistently.
What is the primary benefit of this approach?
A. It eliminates the need for interviews
B. It guarantees that the most experienced candidate is selected
C. It improves consistency and job-relatedness in candidate screening
D. It allows supervisors to select applicants based on personal preference
Answer: C. It improves consistency and job-relatedness in candidate
screening
, 4
10. A healthcare organization wants to determine whether a preemployment
assessment accurately predicts future job performance. Which
characteristic of the assessment is most important?
A. Popularity among applicants
B. Validity
C. Length
D. Cost alone
Answer: B. Validity
11. A hospital interviewer asks every candidate for a clinical leadership position
the same predetermined questions and evaluates responses using the same
scoring criteria. Which interview format is being used?
A. Unstructured interview
B. Stress interview
C. Structured interview
D. Informal interview
Answer: C. Structured interview
12. During an interview, a manager asks a candidate, “If two members of your
healthcare team strongly disagree about how a patient-care problem should
be handled, what steps would you take?” What type of interview question
is this?
A. Situational interview question
B. Personal-history question
C. Compensation question
D. Administrative question
Answer: A. Situational interview question
13. A hospital is concerned that its selection process disproportionately
eliminates qualified applicants from a particular protected group even
though the organization has not intentionally discriminated against those
applicants. Which concept should HR investigate?
A. Job enlargement
B. Adverse impact
