Major federal law affecting human resources primarily addresses:

A. Protections for applicants and rights of employees
B. Safety of the workplace
C. Accomodations for people with disabilities
D. All of the abov

A. Protections for applicants and rights of employees

Performance appraisals are useful to:

A. Identify areas of performance needing improvement
B. Adjust compensation based on performance
C. Decide promotions of staff
D. All of the above

D. All of the above

Position descriptions are necessary to:

A. Define employer expectations for the job
B. Specify job duties
C. Identify knowledge, skills and training required for the job
D. All of the above

D. All of the above

Recent information from the literature concerning employee perceptions suggests that

A. Compensation is more important than benefits
B. Benefits are more important than compensation
C. Benefits and compensation are equal in importance
D. None of the above

B. Benefits are more important than compensation

“Benefits” include all of the following except:
A. Vacation
B. Retirement Plan
C. Health Insurance
D. Salary
D. Salary

Leadership Development Programs in HSOs:

A. Are found in less than 10% of HSOs
B. Serve as a recruitment tool for HSOs
C. Focus primarily on filling middle-level manager positions
D. All of the abov

B. Serve as a recruitment tool for HSOs

Flexible benefits are helpful to employees because:
A. They can choose benefits in line with their needs
B. Coverage is limited to high quality providers
C. Employer covers total cost
D. All of the above
A. They can choose benefits in line with their needs

Staff shortages can lead to:

A. Dissatisfied staff
B. Staff turnover
C. Longer work hours for staff
D. All of the above

D. All of the above

Employee Suggestion Programs:
A. Usually do not reward top suggestions
B. Are viewed by employees as positive because of the opportunity to have input
C. Are the same as Employee Assistance Programs
D. None of the above
B. Are viewed by employees as positive because of the opportunity to have input

Job analysis is necessary to:
A. Define jobs
B. Determine projected staffing needs
C. Evaluate employee performance
D. All of the above
A. Define jobs

The best way for management in HSOs to avoid unions is to:

A. Foster positive communication with employees
B. Encourage feedback from employees
C. Show interest in and meet the needs of employees
D. All of the above

D. All of the above

The National Labor Relations Board provides guidance for HR in addressing:
A. Equal Opportunity
B. Unions and collective bargaining
C. Employee retirement plans
D. Recruitment
B. Unions and collective bargaining

Employee Assistance Programs address:

A. Incentive compensation for employees
B. Employee problems
C. Retirement plans
D. All of the above

B. Employee problems

Not all HR functions are carried out exclusively by HR staff. Which of the following would be carried out by line managers?

A. Interviews of candidates
B. Ranking of candidates
C. Hiring of a candidate
D. All of the above

D. All of the above

Which of the following is a typical measure used by senior management to directly assess performance of HR efforts?

A. Quality of Care
B. Profitability
C. Staff Satisfaction
D. Patient Satisfaction

C. Staff Satisfaction

The perspective that HSO employees should be viewed as a strategic asset means:

A. Staff salaries and benefits are costly and affect the HSO’s competitiveness
B. Organizational performance is based on individuals
C. Staff should report to only one manager
D. Staff should be used in multiple roles to create flexibility

B. Organizational performance is based on individuals

Human resources decisions need to be strategic because of:
A. Increasing competition among HSOs
B. The need to analyze jobs
C. Trends in using incentive compensation
D. All of the above
A. Increasing competition among HSOs

A 360-degree performance appraisal is helpful because it:

A. Includes the perceptions of others in addition to an employee’s manager
B. Occurs at several points during the yearly assessment period
C. Uses evaluation criteria that are different from those in the traditional performance appraisal
D. All of the above

A. Includes the perceptions of others in addition to an employee’s manager

Incentive compensation is believed to have what effect on employee performance?

A. No effect
B. Increase motivation
C. Decrease performance
D. Increase retention

B. Increase motivation

Which of the following is an example of an “employee retention” function?

A. Advertising for employees
B. Job Analysis
C. Establishing position descriptions
D. Managing compensation and benefits

D. Managing compensation and benefits

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ch 12. (2018, Jan 22). Retrieved from http://paperap.com/paper-on-ch-12/

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