MHA 702 EXAM 3 QUESTIONS AND ANSWERS WITH
COMPLETE SOLUTIONS VERIFIED
Benchmarks
•Indicators of productivity that have been developed through the collective experience of
several organizations or published by interested groups, i.e., insurance companies and
CMS
•Benchmarks are inexpensive (to obtain, but NOT always to meet!)
Readily applicable but usually not as accurate as other sources they can be misleading
because users often have no clear idea about the method on which a benchmark is
based
Determing Dept Needs
Need analysis
performance problems
Repetitive errors/actions that create problems for staff and customers
Initial assessment (training objectives)
Learner motivation
Effective Mentoring
Officially sanctioned
Least costly development tools
Tell employees that the org cares about the development of its people
, New and experienced employee brought together
Manager evaluate new employee and mention during and after relationship period
Aspects of Development
Developing a potential new manager requires delegation of task that are increasingly
more responsible
Set up a task office efficiently appealing or important that manages retained them after
they and giving them up to subordinates
No individual is there should be absolutely indispensable
Enlightened higher management make include that a supervisor who has not developed
a potential successor shows little strength and delegation
HR and New Hires
HR can work with supervisors today in this particular problems and determine the cause
of training or education needed a.k.a. the consultative model
HR supports departmental training efforts (resources money programs space etc.)
Merit/Performance Increase
Select person raise based on performance
COLA
All employees get a raiseCost of living adjustments
Strategic Planning
Knowing wage median
Paying higher or lower the median will cause issues
Organizations must make Similar deliberate decisions concerning benefits
COMPLETE SOLUTIONS VERIFIED
Benchmarks
•Indicators of productivity that have been developed through the collective experience of
several organizations or published by interested groups, i.e., insurance companies and
CMS
•Benchmarks are inexpensive (to obtain, but NOT always to meet!)
Readily applicable but usually not as accurate as other sources they can be misleading
because users often have no clear idea about the method on which a benchmark is
based
Determing Dept Needs
Need analysis
performance problems
Repetitive errors/actions that create problems for staff and customers
Initial assessment (training objectives)
Learner motivation
Effective Mentoring
Officially sanctioned
Least costly development tools
Tell employees that the org cares about the development of its people
, New and experienced employee brought together
Manager evaluate new employee and mention during and after relationship period
Aspects of Development
Developing a potential new manager requires delegation of task that are increasingly
more responsible
Set up a task office efficiently appealing or important that manages retained them after
they and giving them up to subordinates
No individual is there should be absolutely indispensable
Enlightened higher management make include that a supervisor who has not developed
a potential successor shows little strength and delegation
HR and New Hires
HR can work with supervisors today in this particular problems and determine the cause
of training or education needed a.k.a. the consultative model
HR supports departmental training efforts (resources money programs space etc.)
Merit/Performance Increase
Select person raise based on performance
COLA
All employees get a raiseCost of living adjustments
Strategic Planning
Knowing wage median
Paying higher or lower the median will cause issues
Organizations must make Similar deliberate decisions concerning benefits
