,Test Bank for Human Resources in Healthcare: Managing for
Success, 4th Edition by Bruce Fried
Chapter 1
1. Why should healthcare organizations be concerned about integratingbusiness
strategies and HR?
a. To better align the business strategies with each other
b. To determine which HR functions should be done in-house andwhich
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 achievebecause
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 resource management includes
a. financial management.
b. strategic management.
c. marketing.
*d. informal management of employees by all administrators.
,7. In a study of HR leaders in 1,000 organizations, what percentagereported they
belonged to the executive team?
a. 27 percent
b. 37 percent
*c. 67 percent
d. 74 percent
8. Minorities made up approximately what percentage of the US workforcein 2012?
a. 30 percent
b. 38 percent
c. 22 percent
*d. 34 percent
9. The HR scorecard is
a. a measurement instrument and control system that looks at amix of
quantitative 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. Understanding the significance of HR management is as relevant toline
managers as it is to HR managers.
*a. True
b. False
11. Increasing status distinctions and barriers is one of the seven HRpractices for
effective healthcare organizations.
a. True
*b. False
12. HR is moving from appraisals with multiple inputs to supervisorinput only.
a. True
*b. False
13. Implementation of an HR strategy requires management of internaland external
stakeholders.
*a. True
, b. False
14. The immediate goal of building a strong HR brand is to attract andretain the best
employees.
*a. True
b. False
15. HR practices are “lagging” performance indicators.
a. True
*b. False
Success, 4th Edition by Bruce Fried
Chapter 1
1. Why should healthcare organizations be concerned about integratingbusiness
strategies and HR?
a. To better align the business strategies with each other
b. To determine which HR functions should be done in-house andwhich
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 achievebecause
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 resource management includes
a. financial management.
b. strategic management.
c. marketing.
*d. informal management of employees by all administrators.
,7. In a study of HR leaders in 1,000 organizations, what percentagereported they
belonged to the executive team?
a. 27 percent
b. 37 percent
*c. 67 percent
d. 74 percent
8. Minorities made up approximately what percentage of the US workforcein 2012?
a. 30 percent
b. 38 percent
c. 22 percent
*d. 34 percent
9. The HR scorecard is
a. a measurement instrument and control system that looks at amix of
quantitative 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. Understanding the significance of HR management is as relevant toline
managers as it is to HR managers.
*a. True
b. False
11. Increasing status distinctions and barriers is one of the seven HRpractices for
effective healthcare organizations.
a. True
*b. False
12. HR is moving from appraisals with multiple inputs to supervisorinput only.
a. True
*b. False
13. Implementation of an HR strategy requires management of internaland external
stakeholders.
*a. True
, b. False
14. The immediate goal of building a strong HR brand is to attract andretain the best
employees.
*a. True
b. False
15. HR practices are “lagging” performance indicators.
a. True
*b. False
