MHA 702 Exam 1 Chs 1-3 | 107 Verified Questions
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Terms in this set (107)
traditional HR models perceived within organization: clerical model,
counseling model, industrial model, control
model, consulting model
clerical model paperwork based
Counseling model supporting employee growth; reacting to the
environment not promoting it, stress training and
development, advocate for employees;
**common in Healthcare
Industrial Model requires unions; HR guided by contracts;
activities and procedures are specified by
contract, not much flexibility
,Control Model HR part of main staff; Japanese taught model;
uncommon in America, HR has substantial power,
bureaucratic
Consulting Model HR seen as "expert resources"; functions are
"consultive" **common in large orgs, doing what
you ask them to do
Traditional HR Models are based Based on Perception within organization,
upon -blank- describe what they see
alternative HR models functions HR performs for org, org goals, how
HR performs and functions: alternative clerical,
legal, financial, managerial, humanistic,
behavioral science
Alternative Clerical Model Acquire data, maintain records, file reports
Legal Model compliance to law and regulations
Financial Model HR well-versed in finances; focused on money,
not how they treat people; *places finances over
employee relations, this is a hazard because they
are always looking at money not how we treat
people
Managerial Model Same goals as line MANAGERS. HR is "de-
centralized", everyone interprets same guidelines
differently, no central core, inconsistency in
application of HR practices
, Humanistic Model higher quality of work, enhancing work life
balance of individuals, **common for more
professionals, education, sophisticated.
Behavioral Science Model managers and employees=more sophisticated;
using social psych to drive HR; employee
incentive programs; using psych data; humanism
with scientific support
Alternative HR Models are based Organizational, Operational, Functional...how
on -blank- they actually function, functions of HR
performance for org, org goals and mission,
bigger orgs will have the HR perception and org goals. traditional models and
department structured by _____ alternative models.
Three Significant Changes Facing Technological (past 15-20 yrs)
Healthcare Orgs Financial (Decreased reimbursement)
Social- (what society expects of HC orgs)
Define Re-Engineering "down-sizing, retrenchment; focus is desired
outcome, not the current situation" what is the
outcome we want and how can we re-engineer
everything most effectively and efficiently to get
that outcome.
**HR is often affected by staff reductions driven
by reengineering programs
Define "Flattening" when HR loses their specialists to Re-Engineering
Define De-Centralization companies cut money and costs
& Correct Answers | Comprehensive Review |
Latest 2026/27
Save
Terms in this set (107)
traditional HR models perceived within organization: clerical model,
counseling model, industrial model, control
model, consulting model
clerical model paperwork based
Counseling model supporting employee growth; reacting to the
environment not promoting it, stress training and
development, advocate for employees;
**common in Healthcare
Industrial Model requires unions; HR guided by contracts;
activities and procedures are specified by
contract, not much flexibility
,Control Model HR part of main staff; Japanese taught model;
uncommon in America, HR has substantial power,
bureaucratic
Consulting Model HR seen as "expert resources"; functions are
"consultive" **common in large orgs, doing what
you ask them to do
Traditional HR Models are based Based on Perception within organization,
upon -blank- describe what they see
alternative HR models functions HR performs for org, org goals, how
HR performs and functions: alternative clerical,
legal, financial, managerial, humanistic,
behavioral science
Alternative Clerical Model Acquire data, maintain records, file reports
Legal Model compliance to law and regulations
Financial Model HR well-versed in finances; focused on money,
not how they treat people; *places finances over
employee relations, this is a hazard because they
are always looking at money not how we treat
people
Managerial Model Same goals as line MANAGERS. HR is "de-
centralized", everyone interprets same guidelines
differently, no central core, inconsistency in
application of HR practices
, Humanistic Model higher quality of work, enhancing work life
balance of individuals, **common for more
professionals, education, sophisticated.
Behavioral Science Model managers and employees=more sophisticated;
using social psych to drive HR; employee
incentive programs; using psych data; humanism
with scientific support
Alternative HR Models are based Organizational, Operational, Functional...how
on -blank- they actually function, functions of HR
performance for org, org goals and mission,
bigger orgs will have the HR perception and org goals. traditional models and
department structured by _____ alternative models.
Three Significant Changes Facing Technological (past 15-20 yrs)
Healthcare Orgs Financial (Decreased reimbursement)
Social- (what society expects of HC orgs)
Define Re-Engineering "down-sizing, retrenchment; focus is desired
outcome, not the current situation" what is the
outcome we want and how can we re-engineer
everything most effectively and efficiently to get
that outcome.
**HR is often affected by staff reductions driven
by reengineering programs
Define "Flattening" when HR loses their specialists to Re-Engineering
Define De-Centralization companies cut money and costs
