MHA 702 EXAM 4 2026 REVIEW PAPER
COMPLETE QUESTIONS WITH EXPERT
SOLUTIONS AND MARKING SCHEME
◉ clerical model.
Answer: paperwork based
◉ Counseling model.
Answer: supporting employee growth; reacting to the environment
not promoting it, provide resource, stress training and development,
advocate for employees; **common in Healthcare
◉ Industrial Model.
Answer: requires unions; HR guided by contracts; activities and
procedures are specified by contract, facilitates meetings, not much
flexibility
◉ Control Model.
Answer: HR part of main staff; Japanese taught model; uncommon in
America, HR has substantial power, bureaucratic (common
Japanese)
◉ Consulting Model.
,Answer: HR seen as "expert resources"; functions are "consultive"
**common in large orgs, doing what you ask them to do
◉ Traditional HR Models are based upon.
Answer: Based on Perception within organization, describe what
they see
◉ alternative HR models.
Answer: functions HR performs for org, org goals, how HR performs
and functions: alternative clerical, legal, financial, managerial,
humanistic, behavioral science
◉ Alternative Clerical Model.
Answer: Acquire data, maintain records, file reports (HR is seen as
passive and relatively weak)
◉ Legal Model.
Answer: compliance to law and regulations, most common in
unionized, HR viewed as bureaucratic, intrusive, obstructive, max
attention to compliance w/law
◉ Financial Model.
Answer: HR well-versed in finances; focused on money, not how they
treat people; *places finances over employee relations, this is a
, hazard because they are always looking at money not how we treat
people
◉ Managerial Model.
Answer: Same goals as line MANAGERS. HR is "de-centralized",
everyone interprets same guidelines differently, no central core,
inconsistency in application of HR practices
◉ Humanistic Model.
Answer: higher quality of work, enhancing work life balance of
individuals, **common for more professionals, education,
sophisticated. Promotes human value and potential
◉ Behavioral Science Model.
Answer: managers and employees=more sophisticated; using social
psych to drive HR; employee incentive programs; using psych data;
humanism with scientific support
◉ Alternative HR Models are based on -blank-.
Answer: Organizational, Operational, Functional...how they actually
function, functions of HR performance for org, org goals and
mission,
◉ bigger orgs will have the HR department structured by _____.
COMPLETE QUESTIONS WITH EXPERT
SOLUTIONS AND MARKING SCHEME
◉ clerical model.
Answer: paperwork based
◉ Counseling model.
Answer: supporting employee growth; reacting to the environment
not promoting it, provide resource, stress training and development,
advocate for employees; **common in Healthcare
◉ Industrial Model.
Answer: requires unions; HR guided by contracts; activities and
procedures are specified by contract, facilitates meetings, not much
flexibility
◉ Control Model.
Answer: HR part of main staff; Japanese taught model; uncommon in
America, HR has substantial power, bureaucratic (common
Japanese)
◉ Consulting Model.
,Answer: HR seen as "expert resources"; functions are "consultive"
**common in large orgs, doing what you ask them to do
◉ Traditional HR Models are based upon.
Answer: Based on Perception within organization, describe what
they see
◉ alternative HR models.
Answer: functions HR performs for org, org goals, how HR performs
and functions: alternative clerical, legal, financial, managerial,
humanistic, behavioral science
◉ Alternative Clerical Model.
Answer: Acquire data, maintain records, file reports (HR is seen as
passive and relatively weak)
◉ Legal Model.
Answer: compliance to law and regulations, most common in
unionized, HR viewed as bureaucratic, intrusive, obstructive, max
attention to compliance w/law
◉ Financial Model.
Answer: HR well-versed in finances; focused on money, not how they
treat people; *places finances over employee relations, this is a
, hazard because they are always looking at money not how we treat
people
◉ Managerial Model.
Answer: Same goals as line MANAGERS. HR is "de-centralized",
everyone interprets same guidelines differently, no central core,
inconsistency in application of HR practices
◉ Humanistic Model.
Answer: higher quality of work, enhancing work life balance of
individuals, **common for more professionals, education,
sophisticated. Promotes human value and potential
◉ Behavioral Science Model.
Answer: managers and employees=more sophisticated; using social
psych to drive HR; employee incentive programs; using psych data;
humanism with scientific support
◉ Alternative HR Models are based on -blank-.
Answer: Organizational, Operational, Functional...how they actually
function, functions of HR performance for org, org goals and
mission,
◉ bigger orgs will have the HR department structured by _____.
