MHA 702 Exam 3 2026/2027 – 100+ Questions & Answers on Talent Management, Succession Planning, Recruitment, Discipline, Employee Privacy & HR Documentation

This MHA 702 Exam 3 2026/2027 study resource provides 100+ exam questions and answers across 31 pages covering advanced healthcare human-resource management and supervisory responsibilities. The document opens with succession planning and career planning, distinguishing preparation of a designated successor from preparation of several candidates for a position. It examines CEO and board responsibilities, internal versus external executive recruitment, succession lead time, leadership continuity, recruiting costs, employee turnover, reference checking, interviewing, and the respective responsibilities of HR and departmental managers during hiring. A substantial section addresses recruitment, selection, and civil-service employment practices. Students review recruitment approaches for different labor-market conditions, including advertising, networking, job fairs, search firms, internships, relocation assistance, signing bonuses, employee-referral programs, and student-loan assistance. The material also covers the history and operation of the civil-service system, examinations, layoffs, advancement, discipline, and distinctions between civil-service and private-sector employment. Importantly for exam preparation, the document provides detailed lists of permissible and impermissible interview questions, including issues involving age, disability, citizenship, education, criminal history, race, religion, sex, marital status, national origin, family information, and arrests. The resource then provides extensive coverage of Talent Management (TM) through four major components: acquisition, development, engagement, and retention. Acquisition includes strategic staffing, sourcing, employer branding, and data analysis. Development incorporates career planning, career management, on-the-job training, instructor-led and self-directed learning, blended learning, and the ADDIE model—Analysis, Design, Development, Implementation, and Evaluation. Employee engagement is explored through challenging work, confidence in leadership, recognition and rewards, and two-way communication, while retention emphasizes preserving organizational skills, knowledge, experience, and morale while reducing turnover-related costs. Employee benefits are also reviewed through categories including insurance, paid leave, statutory benefits, retirement, and supplemental benefits. The document identifies health, life, short-term disability, and long-term disability insurance; vacation, holidays, sick leave, and PTO; Social Security/Medicare, unemployment, and workers' compensation; and supplemental provisions such as shift differentials, overtime, and bonuses. This content connects compensation and benefits with the broader talent-retention strategies examined throughout the course. Another major exam area is employee performance correction and progressive discipline. The document distinguishes performance problems from behavioral problems and explains a performance-improvement process involving investigation, private discussion, employee input, written expectations, timelines, follow-up, and outcome decisions. Progressive discipline progresses through counseling, oral and written warnings, suspension, and termination, while the material also identifies serious conduct that may require a different response. Related concepts include absenteeism, sick-time policies, consistency, timely corrective action, documentation, prevention, HR coordination, dismissal versus discharge, and the importance of applying organizational policies consistently. The study guide provides particularly detailed coverage of Employee Assistance Programs (EAPs). Supervisors are instructed within the course material to focus on observable job-performance or safety effects rather than investigating employees' private lives or attempting to provide personal counseling. EAP material covers self-referral and supervisory referral, confidentiality, outside assessment and referral services, organizational costs, senior-management support, and the potential value of assisting employees whose personal difficulties are disrupting workplace performance. The later pages concentrate on employee privacy, confidentiality, workplace relationships, sexual harassment, and workplace violence. Topics include employee information and personnel-file access, workplace searches, medical and disability records, personal relationships, favoritism, nepotism, privacy legislation, legal requests for information, and restrictions on external disclosure. The document also discusses sexual-harassment definitions and organizational policies, orientation and reporting procedures, anti-retaliation awareness, workplace-violence risk factors, warning signs, prevention, security procedures, and appropriate responses to threatening or violent behavior. The final sections address employee participation, empowerment, supervisory counseling, documentation, and record management. Students review employee involvement in decision-making, mutual trust, early counseling for performance concerns, managers' limits as counselors, and the importance of timely documentation. The resource further examines personnel-file retention, employee health records, licensure documentation, warning documents, internal and external access to personnel files, job descriptions, employee handbooks, policy and procedure manuals, supervisor files, release of employee information, and periodic purging of outdated documentation. The final emphasis is straightforward: HR and managers must maintain complete, timely, accurate, and appropriately dated employment records. Relevant students: This resource is particularly relevant for MHA 702 students preparing for Exam 3 in 2026/2027, especially graduate students enrolled in Master of Health Administration, healthcare administration, health services management, hospital administration, healthcare human resources, organizational leadership, or healthcare management programs. It is especially useful for students reviewing succession planning, recruitment and interviewing, talent management, employee engagement and retention, performance correction, progressive discipline, EAPs, employee privacy, sexual harassment, workplace violence, counseling, personnel documentation, and healthcare HR record management. The uploaded document does not identify a university or institution, so adding a specific university name would not be supported by the source. 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