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HSCI 416 MIDTERM EXAM QUESTIONS AND ANSWERS WITH COMPLETE SOLUTIONS VERIFIED
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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 managemen...

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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

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