HSCI 416 MIDTERM EXAM QUESTIONS AND ANSWERS WITH
COMPLETE SOLUTIONS VERIFIED
Human resources
All of the people who currently contribute to the work of the organization as well as
those who might contribute in the future and those who have contrubuted in the recent
past.
Human resources management
Effective management of people require that healthcare executives understand the
factors that influence the performance of employees within the organization. (traditional
HRM) activities include recruitment and selection, training and development, appraisal,
compensation and employee relations.
Strategic Human Resources Mangagement (SHRM)
The process of formulating HR strategies and implementation tactics that are algiend
and reinforced the organization's business strategy. Comprehensive set of managerial
activities and tasks related to developing and maintaining a qualified workforce
Strategic Human Resources Trends
significant trend that started within the last decade is for HR managers to adopt a
strategic perspective of their job and to recognize critical linkages between
organizational strategy and HR strategies
HR strategy formulation and implementation
,Staffing strategy
Developmental strategy
Compensation strategy
Organizational design
Corporate culture
Technology
Workfporce composition
Staffing Strategy
set of activities used by organization to determine its future HR needs, recruit qualified
applicants and select the best of those as new employees
Developmental Strategy
Helps organization enhance the quality of it's HR. This strategy must be consistent with
the coproprate and business strategy
Compensation strategy
must complement the organizations other strategies. Pay premiums to highly qualified
individuals. Diversification goals
Organizational design
the framework of jobs, poisitions, group of positions and reporting relationships among
positions. Most HC organizations use a functional design whereas memebers of a
specific occupation or role are grouped into functional departments. Organizational
charts reflect CEO adn VP of marketing, finance and HR
Corporate culture
, The set of values that help members of that culture understand what they stand for, how
they do things, and what they consider important. Foundation of the organization's
internal environment.
Technology
plays a role in the formulation and implementation of HR strategy. The HR activities in
the of HC organizations are different from those in the manufactoring industury.
Emphasize educational credientials and training is used. Computers, robtics, and social
media are important technological elemnets that affect HRM and rapid changes in g
technology affect employee selection, training, compensation, and other areas.
Workforce
Composition and trends also affect HR strategy. Increasingly diverse. more minorities
represented
Generational differences (values and attitudes)
Traditionalists (1929-1945) Hardworking, saving, need respect, comfortable with
stability, obligation, uncomfortable with conflict, respect chaing of command
Baby Boomers (1946-1964) Changing the world sensibility, hard work and sacrifice
price to pay for success, strong sense of entitlement, not as loyal, value health,
wellness personal growth, and diversity
Generation X(1965-1981)1st generation predicted to earn less than their parents, value
work life balance, not overly loyal to employers, value continuous learning and skills,
comfort with change and comp technology, value individualism and flexibility, do not
favor micromanaging
Millennials ( 1982-1999) Grew with technological changes, high levels of self esteem
COMPLETE SOLUTIONS VERIFIED
Human resources
All of the people who currently contribute to the work of the organization as well as
those who might contribute in the future and those who have contrubuted in the recent
past.
Human resources management
Effective management of people require that healthcare executives understand the
factors that influence the performance of employees within the organization. (traditional
HRM) activities include recruitment and selection, training and development, appraisal,
compensation and employee relations.
Strategic Human Resources Mangagement (SHRM)
The process of formulating HR strategies and implementation tactics that are algiend
and reinforced the organization's business strategy. Comprehensive set of managerial
activities and tasks related to developing and maintaining a qualified workforce
Strategic Human Resources Trends
significant trend that started within the last decade is for HR managers to adopt a
strategic perspective of their job and to recognize critical linkages between
organizational strategy and HR strategies
HR strategy formulation and implementation
,Staffing strategy
Developmental strategy
Compensation strategy
Organizational design
Corporate culture
Technology
Workfporce composition
Staffing Strategy
set of activities used by organization to determine its future HR needs, recruit qualified
applicants and select the best of those as new employees
Developmental Strategy
Helps organization enhance the quality of it's HR. This strategy must be consistent with
the coproprate and business strategy
Compensation strategy
must complement the organizations other strategies. Pay premiums to highly qualified
individuals. Diversification goals
Organizational design
the framework of jobs, poisitions, group of positions and reporting relationships among
positions. Most HC organizations use a functional design whereas memebers of a
specific occupation or role are grouped into functional departments. Organizational
charts reflect CEO adn VP of marketing, finance and HR
Corporate culture
, The set of values that help members of that culture understand what they stand for, how
they do things, and what they consider important. Foundation of the organization's
internal environment.
Technology
plays a role in the formulation and implementation of HR strategy. The HR activities in
the of HC organizations are different from those in the manufactoring industury.
Emphasize educational credientials and training is used. Computers, robtics, and social
media are important technological elemnets that affect HRM and rapid changes in g
technology affect employee selection, training, compensation, and other areas.
Workforce
Composition and trends also affect HR strategy. Increasingly diverse. more minorities
represented
Generational differences (values and attitudes)
Traditionalists (1929-1945) Hardworking, saving, need respect, comfortable with
stability, obligation, uncomfortable with conflict, respect chaing of command
Baby Boomers (1946-1964) Changing the world sensibility, hard work and sacrifice
price to pay for success, strong sense of entitlement, not as loyal, value health,
wellness personal growth, and diversity
Generation X(1965-1981)1st generation predicted to earn less than their parents, value
work life balance, not overly loyal to employers, value continuous learning and skills,
comfort with change and comp technology, value individualism and flexibility, do not
favor micromanaging
Millennials ( 1982-1999) Grew with technological changes, high levels of self esteem
