HSCI 416 ACTUAL EXAM QUESTIONS WITH ANSWERS
2025/2026 GRADED A+
OD is an organization's endeavor - increase effectiveness and better adapt to changes
by analyzing it planning, processes, and people
Obstacle to orgazational learning - decreased employee engagement.
Engagement - commitment investment and loyalty to the organization
Orgazational development centralized or decentralized-- which is better? -
Decentralized
ADDIE - Needs Assessment
Design
Developing
Implementation and intervention
Evaluation
How to conduct a needs assessment? - investigation, surveys
Traditional HR management - hiring and firing, compensation
Strategic HR management - unionized, performance management, staffing, legal realm.
Should a facilitator be selected before needs assessment - no
What if the issue relates to employee morale or employee motivation? - Focus on root
cause of disengagement. Address staffing issue
What should drive the training iniative - Find in needs assessment. It should not be
implementation phase.
Design (addie) - Determine gaps, define objectives, Compare job requirements
Developing (ADDIE) - Training
Implementation and intervention (ADDIE) - eval for effectiveness, reaction
Evaluation (ADDIE) - measuring for behavior, learning and outcomes analyze data and
when collecting data and what do you do when there is no change
onboarding/ training all at once or in phased? - Phased
Sucession Planning - The process of developing potential successors for positions
critical to operations
, Ensures that the vitality of an organization continues
Forecasts demand
List of candidates for critical positions
Succession Planning process - 1. Review organizational mission, goals, objectives
2. Identify critical positions and associated competencies
3. Identify potential successors and associated competencies
4. Provide professional development activities to support the succession planning
philosophy
5. Review plan as vacancies are anticipated or as they occur
6. Update plan as changes occur to employee base or organizational objectives
Benefits of succession planning process - Benefits
Supply of highly qualified individuals ready for future job openings
Providing career opportunities
Employee incentives for retention
Ensures adequate staffing
Enhance the brand of the company as a desirable place to wo
Formalized succession planning typically found in larger healthcare organizations
NRLA - National Labor relations act: legal framework for labor relations process
(intended to protect workers' rights to form/join unions and to engage in collective
bargaining, and defines unfair labor practices - restricts unions and employers from
interfering with the labor relations process)
NLRA is the only legislation that governs labor relation
national labor relations board - To oversee implementation of the Act and to
investigated and remedy unfair labor practices
Key participants of the labor relations process? - 1) Management officials serve as
surrogates for the employers
2) Union officials are elected members
3) The government - participates through executive, legislative, and judicial branches at
federal, state and local levels
4) 3rd party neutrals such as arbitrators
Labor relations process phases - recognition, negotiation, administration
Recognition phase (labor relations process) - Unions attempt to organize employees
and gain representation through voluntary recognition of the union or a representation
election
which certifies that the union has authority to act on behalf of employees in negotiating
a collective bargaining agreement
Indicators of union activity - High turnover (20% or more)
2025/2026 GRADED A+
OD is an organization's endeavor - increase effectiveness and better adapt to changes
by analyzing it planning, processes, and people
Obstacle to orgazational learning - decreased employee engagement.
Engagement - commitment investment and loyalty to the organization
Orgazational development centralized or decentralized-- which is better? -
Decentralized
ADDIE - Needs Assessment
Design
Developing
Implementation and intervention
Evaluation
How to conduct a needs assessment? - investigation, surveys
Traditional HR management - hiring and firing, compensation
Strategic HR management - unionized, performance management, staffing, legal realm.
Should a facilitator be selected before needs assessment - no
What if the issue relates to employee morale or employee motivation? - Focus on root
cause of disengagement. Address staffing issue
What should drive the training iniative - Find in needs assessment. It should not be
implementation phase.
Design (addie) - Determine gaps, define objectives, Compare job requirements
Developing (ADDIE) - Training
Implementation and intervention (ADDIE) - eval for effectiveness, reaction
Evaluation (ADDIE) - measuring for behavior, learning and outcomes analyze data and
when collecting data and what do you do when there is no change
onboarding/ training all at once or in phased? - Phased
Sucession Planning - The process of developing potential successors for positions
critical to operations
, Ensures that the vitality of an organization continues
Forecasts demand
List of candidates for critical positions
Succession Planning process - 1. Review organizational mission, goals, objectives
2. Identify critical positions and associated competencies
3. Identify potential successors and associated competencies
4. Provide professional development activities to support the succession planning
philosophy
5. Review plan as vacancies are anticipated or as they occur
6. Update plan as changes occur to employee base or organizational objectives
Benefits of succession planning process - Benefits
Supply of highly qualified individuals ready for future job openings
Providing career opportunities
Employee incentives for retention
Ensures adequate staffing
Enhance the brand of the company as a desirable place to wo
Formalized succession planning typically found in larger healthcare organizations
NRLA - National Labor relations act: legal framework for labor relations process
(intended to protect workers' rights to form/join unions and to engage in collective
bargaining, and defines unfair labor practices - restricts unions and employers from
interfering with the labor relations process)
NLRA is the only legislation that governs labor relation
national labor relations board - To oversee implementation of the Act and to
investigated and remedy unfair labor practices
Key participants of the labor relations process? - 1) Management officials serve as
surrogates for the employers
2) Union officials are elected members
3) The government - participates through executive, legislative, and judicial branches at
federal, state and local levels
4) 3rd party neutrals such as arbitrators
Labor relations process phases - recognition, negotiation, administration
Recognition phase (labor relations process) - Unions attempt to organize employees
and gain representation through voluntary recognition of the union or a representation
election
which certifies that the union has authority to act on behalf of employees in negotiating
a collective bargaining agreement
Indicators of union activity - High turnover (20% or more)
