TEST BANK for Human Resources in
Healthcare Managing for Success 5th Edition
by Carla Jackie Sampson and Bruce Fried
For more test banks email:
,Chapter 1
1. Why should healthcare organizations be concerned about integrating
business strategies and HR?
a. To better align the business strategies with each other
b. To determine which HR functions should be done in-house and
which should be outsourced
*c. To enhance organizational outcomes
d. To ensure the organization is included in various lists of
“best places to work”
2. Which of the following is an HR metric?
a. Market share
*b. Cost per hire
c. Profitability
d. Competitive advantage
3. The number of HR staff members in most organizations
a. continues to increase.
b. is remaining the same.
c. cannot be determined.
*d. continues to decline.
4. Which of the following is NOT part of a balanced scorecard?
a. Short-term and long-term objectives
b. Internal and external performance perspective
c. Financial and nonfinancial metrics
, *d. Measures of the internal and external environments
5. Competitive advantage in the workforce is challenging to achieve because
a. it is enduring and difficult for competitors to duplicate.
b. it requires alignment of all HR systems.
*c. it takes time to do so.
d. HR practices’ impact on it is not clear.
6. Human resources management includes
a. financial management.
b. strategic management.
c. marketing.
*d. informal management of employees by all administrators.
, 7. Effective HR practices for healthcare organizations do NOT include
a. development of strategies to enhance employee work–life
balance.
b. recognition of employees with monetary and nonmonetary
rewards.
*c. elevation of status distinctions and barriers.
d. creation of a positive work environment.
8. Which of the following strategies constitutes the HR strategy?
a. Compensation, planning, and staffing strategies
b. Compensation, staffing, and marketing strategies
c. Staffing, incremental, and compensation strategies
*d. Staffing, developmental, and compensation strategies
9. The HR scorecard is
a. a measurement instrument and control system that looks at a mix
ofquantitative and qualitative factors to evaluate organizational
performance.
b. HR’s role as a strategic partner.
*c. a modified version of the balanced scorecard.
d. a lagging indicator of organizational performance.
10. High-performing healthcare organizations share all of the following
characteristics except
Healthcare Managing for Success 5th Edition
by Carla Jackie Sampson and Bruce Fried
For more test banks email:
,Chapter 1
1. Why should healthcare organizations be concerned about integrating
business strategies and HR?
a. To better align the business strategies with each other
b. To determine which HR functions should be done in-house and
which should be outsourced
*c. To enhance organizational outcomes
d. To ensure the organization is included in various lists of
“best places to work”
2. Which of the following is an HR metric?
a. Market share
*b. Cost per hire
c. Profitability
d. Competitive advantage
3. The number of HR staff members in most organizations
a. continues to increase.
b. is remaining the same.
c. cannot be determined.
*d. continues to decline.
4. Which of the following is NOT part of a balanced scorecard?
a. Short-term and long-term objectives
b. Internal and external performance perspective
c. Financial and nonfinancial metrics
, *d. Measures of the internal and external environments
5. Competitive advantage in the workforce is challenging to achieve because
a. it is enduring and difficult for competitors to duplicate.
b. it requires alignment of all HR systems.
*c. it takes time to do so.
d. HR practices’ impact on it is not clear.
6. Human resources management includes
a. financial management.
b. strategic management.
c. marketing.
*d. informal management of employees by all administrators.
, 7. Effective HR practices for healthcare organizations do NOT include
a. development of strategies to enhance employee work–life
balance.
b. recognition of employees with monetary and nonmonetary
rewards.
*c. elevation of status distinctions and barriers.
d. creation of a positive work environment.
8. Which of the following strategies constitutes the HR strategy?
a. Compensation, planning, and staffing strategies
b. Compensation, staffing, and marketing strategies
c. Staffing, incremental, and compensation strategies
*d. Staffing, developmental, and compensation strategies
9. The HR scorecard is
a. a measurement instrument and control system that looks at a mix
ofquantitative and qualitative factors to evaluate organizational
performance.
b. HR’s role as a strategic partner.
*c. a modified version of the balanced scorecard.
d. a lagging indicator of organizational performance.
10. High-performing healthcare organizations share all of the following
characteristics except
