Chapter 12 review healthcare management Ferris – Flashcards
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Which of the following is an example of an "employee retention" function? Job Analysis Establishing position descriptions Managing compensation and benefits Advertising for employees
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managing compensation and benefits
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Incentive compensation is believed to have what effect on employee performance? Increase retention Increase motivation Decrease performance No effect
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Increase motivation
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Performance appraisals are useful to: Identify areas of performance needing improvement Adjust compensation based on performance Decide promotions of staff All of the above
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Decide promotions to staff
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Flexible benefits are helpful to employees because: They can choose benefits in line with their needs Coverage is limited to high quality providers Employer covers total cost All of the above
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They can choose benefits in line with their needs
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Recent information from the literature concerning employee perceptions suggests that: Compensation is more important than benefits Benefits are more important than compensation Benefits and compensation are equal in importance None of the above
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Benefits are more important than compensation
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Position descriptions are necessary to: Define employer expectations for the job Specify job duties Identify knowledge, skills and training required for the job All of the above
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All of the above
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Human resources decisions need to be strategic because of: Increasing competition among HSOs The need to analyze jobs Trends in using incentive compensation All of the above
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Increasing competition among HSOs
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Major federal law affecting human resources primarily addresses: Protections for applicants and rights of employees Safety of the workplace Accommodations for people with disabilities All of the above
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Protection for applicants and rights employees
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Employee Assistance Programs address: Incentive compensation for employees Employee problems Retirement plans All of the above
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Employee problems
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Employee Suggestion Programs: Usually do not reward top suggestions Are viewed by employees as positive because of the opportunity to have input Are the same as Employee Assistance Programs None of the above
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Are viewed by employees as positive because of the opportunity to have input
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The National Labor Relations Board provides guidance for HR in addressing: Unions and collective bargaining Employee retirement plans Recruitment Equal Opportunity
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Unions and collective bargaining
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The best way for management in HSOs to avoid unions is to: Foster positive communication with employees Encourage feedback from employees Show interest in and meet the needs of employees All of the above
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All of the above
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"Benefits" include all of the following except: Retirement Plan Vacation Health Insurance Salary
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Salary
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Staff shortages can lead to: Dissatisfied staff Staff turnover Longer work hours for staff All of the above
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All of the above
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The perspective that HSO employees should be viewed as a strategic asset means: Organizational performance is based on individuals Staff salaries and benefits are costly and affect the HSO's competitiveness Staff should be used in multiple roles to create flexibility Staff should report to only one manager
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Organizational performace is based on indivisuals
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Which of the following is an example of a HSO's Employee Relations and Engagement efforts? "Walk-arounds" by managers Job analysis Job pricing Assessing an employee's job performance
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"Walk-around" by managers
