MHA 702 EXAM 2 STUDY GUIDE 2026/2027 ACCURATE QUESTIONS WITH CORRECT DETAILED SOLUTIONS || 100% GUARANTEED PASS NEWEST VERSION

MHA 702 EXAM 2 STUDY GUIDE 2026/2027 ACCURATE QUESTIONS WITH CORRECT DETAILED SOLUTIONS || 100% GUARANTEED PASS NEWEST VERSION 1. HR Task Catergories - ANSWER -Common HR tasks -Less common HR tasks -Uncommon tasks for HR department 2. Common HR Task - ANSWER -Employment and recruitment -Compensation and benefits administration (policy level more than logistics) -Employee relations -Labor relations (unionized) 3. Less Common HR Task - ANSWER •Employee health and safety (exceptions) •Training and development (exceptions) •Security •Child care •Award and recognition programs •Equal Employment Opportunity / Affirmative Action 4. Uncommon HR Task - ANSWER •** Risk management (malpractice) •Executive compensation administration •Organizational development •** Employee assistance (EAPs) •** Outplacement services •*** Payroll ** Subject to Outsourcing 5. Alternative Perspective of HR - ANSWER •Employee (talent) acquisition •Employee support or maintenance (internal) •Employee retention (external) •Employee separation 6. HR Roles in Employment - ANSWER •HR sets up procedures •HR provides guidance •HR routinely acquires and screens applicants •HR usually processes documents for the selected applicant 7. Manager Roles with Benefits - ANSWER •Minimal to no role for departmental managers in benefits administration •Managers should have knowledge of basic policies •Such knowledge will save HR time and reduce employee frustration 8. performance appraisal - ANSWER Performance appraisal involves a periodic examination of on-the-job performance to ascertain how well employees are performing relative to what is expected of them •Based on two documents: a position (job) description and a performance appraisal form 9. Need for Performance appraisal - ANSWER Facilitates improvement in employee performance •Provides formal/official feedback to employees concerning their job performance •Collects information for decisions concerning compensation and other personnel transactions such as promotions, transfers and discipline •Primary purpose is to improve performance •Secondary purpose is to maintain performance at an acceptable level (AND to document underperformance) 10. Job Descriptions should be updated when - ANSWER -When recruiting for a position -When obvious changes in the job such as new methods or equipment occur -Every 1-2 years 11. Sources of Standards and Measures - ANSWER •Measures of performance should address four key dimensions (author): productivity, quality, timeliness, and cost 12. Benchmarks - ANSWER •Indicators of productivity that have been developed through the collective experience of several organizations or published by interested groups, i.e., insurance companies and CMS •Benchmarks are inexpensive (to obtain, but NOT always to meet!) •Readily applicable but usually not as accurate as other sources They can be misleading because users often have no clear idea about the method on which a benchmark is based 13. Objectives MBO - ANSWER •Objectives are best established jointly by individual employees and their managers •An appropriate objective always includes an expression of what is to be achieved, how much will be accomplished, and a date for completion •Without all three components, an objective is incomplete and lacks legitimacy Best used in higher-level positions 14. Evaluation Methods - ANSWER Essay Method Per Critical Event Employee Comparison Checklist Approach Management by Objective- MBO 15. Scale Points - ANSWER •Older and simpler appraisal systems require an evaluator to measure or judge each evaluation criterion using a scale comprised of gradations and check-off boxes or blanks •Weakness: require evaluator to render a subjective judgment using an arbitrary scale that lacks definition •Many effective appraisals use only three points relative to the standard or expectation (ok for lower-level jobs): -Exceeded the standard -Met the standard -Failed to meet the standard 16. Standard Rating - ANSWER •is conventionally used as the minimum acceptable level of performance (frequently below the average in HC processes) Standard should be the floor beneath which performance will not be tolerated ("sub-standard") 17. Average Rating - ANSWER •may be a convenient way to compare or group scores once evaluations have been quantified but mean is more precise 18. Self Appraisal - ANSWER •Self-appraisal is most appropriate for higher-level technical employees, professionals and managers •Most employees rate themselves no higher, and frequently lower, than their supervisor rates them •Employee should complete a self-appraisal and manager should complete an evaluation •These tasks should be completed separately to prevent bias •Forms should be exchanged for the first time during an appraisal interview •Participants should note items on which they appreciably differ and agree on any proposed improvements in writing 19. Team Appraisal - ANSWER •Teams should be appraised as groups using criteria and standards, but individual contributions to the team also need to be assessed (desirable to avoid both "superstars" and "free-riders") •Team evaluations can include self and intra-team assessments •Remember that most reward and recognition systems are focused on individuals •Best to appraise both team and individual performance 20. Legal Implications with Appraisals - ANSWER •When an employee is terminated for reasons related to job performance or is preferentially chosen for layoff and the action is contested, performance appraisal documents in the personnel file become central focus •Appraisals should always support management's decisions •Decisions that cannot be substantiated by documentation are usually assumed to be the result of discrimination or other personal bias 21. Legal Issues with Appraisals - ANSWER •Performance appraisals frequently figure prominently in wrongful discharge litigation -Greatest number of legal complaints centered on performance appraisal issues involves alleged violations of individual rights as specified under Title VII of the Civil Rights Act of 1964 -Second largest number of such complaints reflects alleged violations of the Age Discrimination in Employment Act