HCA 312 Final Exam Questions and Correct Solutions Graded A+

Purpose of Onboarding (orientation 2.0) - show your new employees how excited you are that they are there ensures new hires feel seen and heard new hires will feel accountable to the organization How long does onboarding take? - selection = 12 weeks onboarding = 4 weeks TOTAL = 4 months the aim in onboarding - infuse the culture cohorts are - heterogenous Steps of onboarding - unfreezing (organizational development) changing (organizational selection) refreezing (organizational selection) Onboarding in healthcare: main focus besides employers and employees - human services Performance Management - the component of SHRM that seeks to coordinate the efforts of all HR systems involved in improving employee performance Steps in performance management - setting performance goals with employees monitoring employees' progress towards their goals designing strategies with employees to make a sustain improvement providing ongoing feedback and coaching The most common mistake managers make when it comes to performance management? - focus performance management on the annual performance appraisal it should be an ON-GOING process (ideally daily) The risk of performance management on a daily basis? - micromanagement 2 extremes (too little vs. too much) Good way to performance management? - have clear performance appraisal criteria Risks of performance appraisal criteria? - criterion deficiency criterion contamination reliability (is it precise?) validity (does it measure what it should?) criterion deficiency - focusing on a single criterion (number of visits or revenue) criterion contamination - factors outside of the employee's control (patient volume) purpose of performance appraisal - obtain honest and accurate information that can be used for employee development good option for performance appraisal? - 360 feedback (managers, peers, subordinates, others) Advantages of 360 feedback - emphasizes the performance aspects valued by the organization recognizes the customer perspective consistent with team development initiatives contributes to employee involvement and development bias is minimal since it includes multiple perspective Disadvantages of 360 feedback - must have a lvl of trust in the organization and the process must assure anonymity may be used for retribution info may be difficult to combine and integrate requires a trained professional (usually outsourced) Why performance review is bad - cross-purposes between managers and employees link between performance and pay is bogus claims of objectivity is false (new manager, differ reviews) New alternative to performance reviews - performance previews Perks of performance preview - joint-responsibility between manager and employee if fail then employee not at fault but the manager-employee team easier to communicate to meet performance expectation on both ends What is the magic income? - 75K