HUMAN RESOURCE MANAGEMENT- TEST
Employee orientation reduces start-up costs, employee anxiety, and workforce turnover. - True.
In addition to saving time for the supervisor, orientation also helps new employees develop
realistic job expectations and positive attitudes. This in turn increases job satisfaction and
improves employee retention.
Employee rewards are an important retention strategy. A comprehensive rewards strategy helps
improve the workplace partnership between the employer and the employee. An example of
this kind of strategy is: - Not culture where staff feel valued. Culture is a very important aspect
of a healthy work environment but is not especially considered a reward strategy. COMPETITIVE
EDGE IN COMPENSATION.
Employees have the right to know when they are not meeting the expectations of the
organization. - True.
Employees have the right to know when they are not meeting the expectations of the
organization. - TRUE.
Employees held to the Family Medical Leave Act of 1993 must grant eligible employees up to 12
days of unpaid leave during any 12 month period. - FALSE,
Experienced staff don't need you to review performance expectations each year. It is
reasonable to expect that they know what their job is. - FALSE. All staff need to review the
expectations of their position. While you won't go in-depth like with a new hire, you may focus
on areas where there is a gap in performance or a new performance expectation.
External and internal recruitment is an ongoing planned activiety. - TRUE.
External and internal recruitment is an ongoing planned activity. - TRUE. With turnover a
constant in the healthcare workforce, the question "When to recruit?" has become the
statement "plan to recruit."
,According to situational leadership, a staff member who has just finished orientation and is
performing competently but is often heard express doubt that "they don't know everything"
would be considered: - WILLING AND ABLE: Willing and unable: WRONG. BEING ABLE MEANS
THEY CAN PERFORM THEIR WORK COMPETENTLY. Unwilling and unable- wrong. Unwilling and
unable-wrong.
All of the following are advantages of screening applicants EXCEPT: - may eliminate candidates
who failed to document complete information. A disadvantage to screening applicants is that it
might eliminate candidates who failed to document complete information.
All of the following are disadvantages to tests during recruitment EXCEPT: - WRONG:
Validity/Reliability. Remember that tests assist in screening applicants in a consistent manner.
Possibly finding
skilled monitors; possibly time and expense of administration. Possible variety of systematic
applications and forms.
All of the following are factors in influencing workplace desireablity except: - ?detailed job
descriptions. high level patient care is desireable. What elements make an exciting and
attractive work environment.
All of the following are factors in the projected nursing shortage EXCEPT: - Decreased career
opportunities for women. That's correct. INCREASED career opportunites for women is a factor
in the estimated 400,000 RN vacancies by 2020.
All of the following are true of a human resource performance management system EXCEPT: -
gives the HR staff a system for determining which software programs to use for managing new
hires.
All of the following steps will help Jill avoid a poor posting EXCEPT: - WRONG: COMBINING THE
ACTIVITIES TO CREATE A JOB DESCRIPTION ?analyzing the skills required for the job; ?Creating a
, profile of the last person in the job. ?identifying job activities, necessary skills, and time
required.
_________________is the highest need in Maslow's hierarchy of needs. - Self-actualization. -
NOT esteem, safety. or social.
_______________sets the wage paid for each job classification. - Human resources. NOT: CFO,
nurse manager, physical therapy
A ___________ is a written statment that describes the duties, responsibilties, required
qualifications and reporting relationships of a particular job. - job description
A ________________ is a written statement that describes the duties, responsibilities, required
qualifications and reporting relationships of a particular job. - JOB DESCRIPTION. Not job
specification; NOT job analysis; NOT compensation document.
A patient has requested to speak with you about her nurse, Janet. The patient tells
you that Janet has not been in her room but once all morning. The patient has been waiting to
get washed up so that she will look good for her grandchildren who are visiting that afternoon. -
You ask the patient if she has called for assistance and the patient states that she hasn't but that
she had assumed Janet would have washed her up by
now. You leave the room after telling the patient that you'll have someone come right away to
help her get washed up. You find Janet in the break room having a bagel and coffee. continued.
According to situational leadership, a staff member who has just finished orientation
and is performing competently but is ofter heard expressing doubt that "they don't know
everything" would be considered: - ?Unwilling and able. WILLING INDICATES COMMITMENT OR
Employee orientation reduces start-up costs, employee anxiety, and workforce turnover. - True.
In addition to saving time for the supervisor, orientation also helps new employees develop
realistic job expectations and positive attitudes. This in turn increases job satisfaction and
improves employee retention.
Employee rewards are an important retention strategy. A comprehensive rewards strategy helps
improve the workplace partnership between the employer and the employee. An example of
this kind of strategy is: - Not culture where staff feel valued. Culture is a very important aspect
of a healthy work environment but is not especially considered a reward strategy. COMPETITIVE
EDGE IN COMPENSATION.
Employees have the right to know when they are not meeting the expectations of the
organization. - True.
Employees have the right to know when they are not meeting the expectations of the
organization. - TRUE.
Employees held to the Family Medical Leave Act of 1993 must grant eligible employees up to 12
days of unpaid leave during any 12 month period. - FALSE,
Experienced staff don't need you to review performance expectations each year. It is
reasonable to expect that they know what their job is. - FALSE. All staff need to review the
expectations of their position. While you won't go in-depth like with a new hire, you may focus
on areas where there is a gap in performance or a new performance expectation.
External and internal recruitment is an ongoing planned activiety. - TRUE.
External and internal recruitment is an ongoing planned activity. - TRUE. With turnover a
constant in the healthcare workforce, the question "When to recruit?" has become the
statement "plan to recruit."
,According to situational leadership, a staff member who has just finished orientation and is
performing competently but is often heard express doubt that "they don't know everything"
would be considered: - WILLING AND ABLE: Willing and unable: WRONG. BEING ABLE MEANS
THEY CAN PERFORM THEIR WORK COMPETENTLY. Unwilling and unable- wrong. Unwilling and
unable-wrong.
All of the following are advantages of screening applicants EXCEPT: - may eliminate candidates
who failed to document complete information. A disadvantage to screening applicants is that it
might eliminate candidates who failed to document complete information.
All of the following are disadvantages to tests during recruitment EXCEPT: - WRONG:
Validity/Reliability. Remember that tests assist in screening applicants in a consistent manner.
Possibly finding
skilled monitors; possibly time and expense of administration. Possible variety of systematic
applications and forms.
All of the following are factors in influencing workplace desireablity except: - ?detailed job
descriptions. high level patient care is desireable. What elements make an exciting and
attractive work environment.
All of the following are factors in the projected nursing shortage EXCEPT: - Decreased career
opportunities for women. That's correct. INCREASED career opportunites for women is a factor
in the estimated 400,000 RN vacancies by 2020.
All of the following are true of a human resource performance management system EXCEPT: -
gives the HR staff a system for determining which software programs to use for managing new
hires.
All of the following steps will help Jill avoid a poor posting EXCEPT: - WRONG: COMBINING THE
ACTIVITIES TO CREATE A JOB DESCRIPTION ?analyzing the skills required for the job; ?Creating a
, profile of the last person in the job. ?identifying job activities, necessary skills, and time
required.
_________________is the highest need in Maslow's hierarchy of needs. - Self-actualization. -
NOT esteem, safety. or social.
_______________sets the wage paid for each job classification. - Human resources. NOT: CFO,
nurse manager, physical therapy
A ___________ is a written statment that describes the duties, responsibilties, required
qualifications and reporting relationships of a particular job. - job description
A ________________ is a written statement that describes the duties, responsibilities, required
qualifications and reporting relationships of a particular job. - JOB DESCRIPTION. Not job
specification; NOT job analysis; NOT compensation document.
A patient has requested to speak with you about her nurse, Janet. The patient tells
you that Janet has not been in her room but once all morning. The patient has been waiting to
get washed up so that she will look good for her grandchildren who are visiting that afternoon. -
You ask the patient if she has called for assistance and the patient states that she hasn't but that
she had assumed Janet would have washed her up by
now. You leave the room after telling the patient that you'll have someone come right away to
help her get washed up. You find Janet in the break room having a bagel and coffee. continued.
According to situational leadership, a staff member who has just finished orientation
and is performing competently but is ofter heard expressing doubt that "they don't know
everything" would be considered: - ?Unwilling and able. WILLING INDICATES COMMITMENT OR
