1. Why should healthcare organizations be concerned about integrating

Chapter 1

• Why should healthcare organizations be concerned about integrating

business strategies and HR?

• To better align the business strategies with each other
• To determine which HR functions should be done in -house and

which should be outsou rced *c. To enhance organizational outcomes

• To ensure the organization is included in various lists of

“best places to work”

• Which of the following is an HR metric?

• Market share

*b. Cost per hire

• Profitability
• Competitive advantage

• The number of HR staff members in most organizations

• continues to increase.
• is remaining the same.
• cannot be determined.

*d. continues to decline.

• Which of the following is not part of a balanced scorecard?

• Short-term and long-term objectives
• Internal and external performance perspective
• Financial and nonfinancial metrics

*d. Measures of the internal and external environments

• Competitive advantage in the workforce is challenging to achieve

because

• it is enduring and difficult for competitors to duplicate.
• it requires alignment of all HR systems.

*c. it takes time to do so.

• HR practices’ impact on it is not clear.

• Human resource management includes

• financial management.
• strategic management.
• marketing.

*d. informal management of employees by all administrators.

(Human Resources in Healthcare Managing for Success, 4e By Bruce Fried, Myron Fottler) (Official Complete Test Bank, Correct Answer are marked with*) 1 / 4

• In a study of HR leaders in 1,000 organizations, what percentage

reported they belonged to the executive team?

• 27 percent
• 37 percent

*c. 67 percent

• 74 percent

• Minorities made up approximately what percentage of the US workforce

in 2012?

• 30 percent
• 38 percent
• 22 percent

*d. 34 percent

• The HR scorecard is

• a measurement instrument and control system that looks at a

mix of quantitative and qualitative factors to evaluate organizational performance.

• HR’s role as a strategic partner.

*c. a modified version of the balanced scorecard.

• a lagging indicator of organizational performance.

• Understanding the significance of HR management is as relevant to

line managers as it is to HR managers.

*a. True

• False

• Increasing status distinctions and barriers is one of the seven HR

practices for effective healthcare organizations.

• True

*b. False

• HR is moving from appraisals with multiple inputs to supervisor

input only.

• True

*b. False

• Implementation of an HR strategy requires management of internal

and external stakeholders.

*a. True 2 / 4

• False

• The immediate goal of building a strong HR brand is to attract and

retain the best employees.

*a. True

• False

• HR practices are “lagging” performance indicators.

• True

*b. False

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Chapter 2

• What are three areas addressed by the original Fair Labor Standards

Act (FLSA) passed in 1938?

• Overtime pay provisions, discriminatory hiring practices, time

off for family illness *b. Minimum wage, overtime pay provisions, child labor

• Discriminatory hiring practices, illegality of disparate

treatment, child labor

• Illegality of gender -based discrimination, child labor,

employment-at-will

• Which of the following was not a provision of the 2008 amendments to

the Americans with Disabilities Act (ADA)?

• Expanded definition of major life activities

*b. Further limited episodic conditions for ADA coverage

• Expanded the scope of “substantially limiting” major life

activities

• Included “reading” as a major life activity

• The concept of “disparate impact” was first established by

*a. Griggs v. Duke Power Co.

• Wards Cove Packing Co. v. Moody.
• Sutton v. United Airlines.
• Title VII of the Civil Rights Act of 1964.

• Under the employment -at-will doctrine,

• an employer may fire an employee at any time but must give the

employee timely notice as defined under the employment contract.

• an employer may fire an employee only with written

justification.

• an employer may not fire an employee for an immoral reason.

*d. an employee may quit a job at any time.

• What are the three provisions of the Family and Medical Leave Act?

• Up to 6 months of leave for several medical and other family -

related reasons, continued compensation at a reduced rate durin g the leave period, guarantee of continuation of employer -paid health insurance during the leave period

• Up to 12 weeks of leave for several medical and other family -

related reasons, continued compensation at a reduced rate during the leave period, guar antee of continuation of employer -paid health insurance during the leave period

• Up to 6 months of leave for several medical and other family -

related reasons, guarantee of continuation of employer -paid

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