Human Resource Development

in Healthcare MCQ PDF

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14 Chapters
617 Verified Questions
 Human Resource Development in Healthcare
MCQ PDF
Cou
This course explores the principles and practices of Human Resource Development

(HRD) within the healthcare sector, focusing on strategies for employee training, talent

management, professional development, and organizational learning. Students will

examine how effective HRD initiatives enhance workforce competencies, employee

satisfaction, leadership capacity, and patient care outcomes. Through case studies,

discussions, and practical applications, the course addresses the unique regulatory,

ethical, and cultural challenges of HRD in healthcare organizations, equipping future

leaders to implement evidence-based HRD solutions that drive organizational success

and improve healthcare delivery.

Recommended Textbook
Healthcare Human Resource Management 3rd Edition by Walter J. Flynn

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14 Chapters
617 Verified Questions
617 Flashcards
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Page 2
 Chapter 1: The Nature and Challenges of Healthcare HR

Management
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Sample Questions
Q1) What two things have contributed to the evolution of the HR Management function in
healthcare over the last two decades?
A) Employee growth and compensation complexity
B) Need for more efficient and effective HR support, and the increase in HR professionals'
training, skills, understanding, and competencies
C) Delegation of administrative tasks and development of HRIS
D) Changes in leadership model and new medical technologies
Answer: B

Q2) Which of the following trends is true regarding recruitment and retention in
healthcare?
A) Healthcare has been offering more attractive wages than other career choices.
B) The relationship between management and employees has been improving due to
an increasing threat of unionization.
C) Many women, who have historically chosen health careers, are pursuing other
non-health-related career paths.
D) The healthcare workplace is becoming less stressful for care providers due to
advances in technology.
Answer: C

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Page 3
 Chapter 2: Healthcare HR Competencies, Structures, and

Quality Standards
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Sample Questions
Q1) The Bureau of National Affairs regularly surveys __________.
A) Customer satisfaction
B) CEO compensation levels
C) HR activities, budget and staffing
D) Political positions on key topics
Answer: C

Q2) List the HR Management credentials and name the administrator of the most
well-known certification program.
The Professional in Human Resources (PHR)and Senior Professional in Human Resources
(SPHR)designations are administered by the Human Resource Certification Institute
(HRCI),which is affiliated with the Society for Human Resources Management (SHRM).
Answer: The Professional in Human Resources (PHR)and Senior Professional in Human
Resources (SPHR)designations are administered by the Human Resource Certification
Institute (HRCI),which is affiliated with the Society for Human Resources Management
(SHRM).

Q3) HR metrics are specific measure tied to HR performance indicators.

A)True
B)False
Answer: True

Page 4
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 Chapter 3: Strategic HR Management
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Sample Questions
Q1) If an HR professional is focused on workforce planning,this would be an example of
the __________ role of HR.
A) Administrative
B) Operational
C) Employee advocate
D) Strategic
Answer: D

Q2) HR strategies are developed to provide more specific direction for the management
of HR activities.
A)True
B)False
Answer: False

Q3) An HRIS is developed to __________.

A) Assess internal and external HR needs
B) Provide information used in HR decision making
C) Identify mismatches between HR supply & demand
D) Be the key in the HR planning process
Answer: B

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Page 5
 Chapter 4: Legal Issues Affecting the HR Workplace
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Sample Questions
Q1) The Civil Rights Act prohibits discrimination based on sexual orientation.
A)True
B)False

Q2) It is acceptable to make an inquiry regarding receipt of worker's compensation prior

to hiring.
A)True
B)False

Q3) Differences in pay may not be allowed under The Equal Pay Act of 1963 in which of
the following situations?
A) Gender
B) Performance
C) Seniority
D) Production quantity

Q4) It is recommended that EEO records should be retained a minimum of three years.
A)True
B)False

Q5) EEO laws prohibit employers from retaliating against individuals who file
discrimination charges.
A)True
B)False
Page 6
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 Chapter 5: Job Design and Analysis
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Sample Questions
Q1) The job analysis process is typically __________.
A) A consistent methodology
B) Based on professional psychometric practices
C) Consistent regardless of the number of jobs included
D) Single stage

Q2) The KSAs of a job are defined by the qualifications the job holder possesses.
A)True
B)False

Q3) Job specification includes __________.

A) Knowledge, skills, and abilities
B) Education and experience
C) Mental and physical requirements
D) All of the above

Q4) Person/job fit means reshaping people to fit the job.

A)True
B)False

Q5) "Attitude" cannot be defined for the purpose of job analysis.

A)True
B)False

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 Chapter 6: Healthcare Recruitment and Selection
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Sample Questions
Q1) Selection interviewing is ___________.
A) Designed to be superficial
B) The least important phase of the selection process
C) Is used to compare the candidate to the job standards
D) Is a valid predictor of job performance

Q2) While many organizations use their web sites to provide employment and career
information,few actually encourage e-mail resumes or online applications.
A)True
B)False

Q3) "Employers of choice" generally do heavy marketing to the community to help

spread their brand image and capitalize on the opportunity to attract qualified
applicants for employment.
A)True
B)False

Q4) Which of the following are types of internal recruiting methods?

A) Employment "branding"
B) Employer web sites
C) Employment agencies
D) Job posting and bidding

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Page 8
 Chapter 7: Organizational Relations and Employee

Retention in Healthcare
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Sample Questions
Q1) One example of a reward as a retention determinant is __________.
A) Career planning
B) Recognition
C) Work/life balance
D) Autonomy

Q2) Surveys of employees consistently show that the most important reasons why
individuals stay or leave their jobs is:
A) Career opportunities and compensation
B) Compensation and hours worked
C) Conflict with their supervisor and length of commute
D) Compensation and conflict with their supervisor

Q3) By asking employees to respond candidly to an attitude survey,management is

__________.
A) Breeching the trust factor
B) Building expectations that action will be taken to respond to concerns
C) Distracting employees from their primary duties and responsibilities
D) Violating the Civil Rights Act of 1991

Q4) Key employees rarely leave an organization because of organizational culture.

A)True
Page 9
B)False

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 Chapter 8: Training and Development in Healthcare

Organizations
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Sample Questions
Q1) Developmental and innovative training is __________.
A) Done so that employees can perform their jobs, tasks, and responsibilities well
B) Long-term focused to enhance individual and organizational capabilities for the
future
C) Done to comply with various mandated legal requirements and as training for all
employees
D) Conducted to address both operational and interpersonal problems and improving
organizational working relationships

Q2) Some organizations give employees three to six months off with pay to work on
socially desirable projects. This is known as __________.
A) Sabbatical
B) Personal time off
C) Outreach programs
D) Good-will projects

Q3) Succession planning should only focus on top management,such as ensuring a CEO
successor.
A)True
B)False

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Page 10
 Chapter 9: Performance Management in Healthcare

Organizations
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Sample Questions
Q1) Employee performance is measured by job standards defined by performance
management systems.
A)True
B)False

Q2) Although HR plays a vital role in the appraisal process,the ultimate responsibility
rests with the manager.
A)True
B)False

Q3) Multisource ratings are often difficult to use because there is usually greater
variability than expected in the ratings from different sources.
A)True
B)False

Q4) When a self-rating evaluation is used there are usually no other forms of information
gathering tools used.
A)True
B)False

Q5) Performance evaluation and competency assessment are one in the same.
A)True
B)False Page 11

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 Chapter 10: Employee Relations in the Healthcare Industry
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Sample Questions
Q1) Which is not a contractual right?
A) Employment contracts/agreements
B) Workers' compensation
C) Training contracts
D) Drug testing permission

Q2) The good faith and fair dealing exception to the employment-at-will doctrine
applies to the negotiation of the employment offer between the employer and the job
candidate selected.
A)True
B)False

Q3) __________ should not be kept in personnel files.

A) Compensation records
B) Employee health files
C) Application for employment
D) Employee group insurance benefit forms

Q4) The second step in the progressive discipline process is __________.

A) Counseling
B) Verbal warning
C) Written warning
D) Suspension

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 Chapter 11: Labor Relations and Healthcare Organizations
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Sample Questions
Q1) Unions are usually interested in smaller bargaining units because __________.
A) Smaller groups do not make as many demands as larger groups.
B) Because there is less risk for an unfair labor practice charge
C) Often it leads to more successful organizing campaigns
D) All of the above

Q2) When management and union leaders cannot agree on who is and who is not
included in the bargaining unit,the regional office of the NLRB makes the determination.
A)True
B)False

Q3) When a union wins an election,research suggests that the employees voted for the
union rather than against management.
A)True
B)False

Q4) Which is not part of the union security clause?

A) Exclusive right of the union to bargain on behalf of the employees
B) Automatically receive union dues through payroll deductions
C) Giving the union authority to employee personnel files in order to fine quality union
representative candidates
D) Authorization to contact current and new employees who would be union members

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Page 13
 Chapter 12: Healthcare Compensation Practices
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Sample Questions
Q1) The advantage to using lump sum increases is that __________.
A) it doesn't raise the employee's base salary
B) it does not have to be documented
C) employees receive a break on taxes
D) it perpetuates the issue of an employee paid below market

Q2) Variable pay is compensation linked directly to individual,team,or organizational

performance.
A)True
B)False

Q3) Employees and managers who subscribe to the entitlement philosophy believe that
individuals who worked another year are entitled to __________.
A) An increase in base pay
B) Continuation of benefits
C) An increase in benefits
D) All of the above

Q4) The Equal Pay Act of 1963 prohibits using different wage scales for men and women
if they are performing substantially the same jobs,even if seniority differs.
A)True
B)False

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Page 14
 Chapter 13: The Management of Benefits and Variable Pay

in Healthcare
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Sample Questions
Q1) The following is not a valid reason to take a leave of absence under the FMLA:
A) A birth of a child
B) Caring for a parent with a serious health condition
C) Serious health condition of the employee
D) Military Leave

Q2) In order to be effective,an organizational incentive program should include everyone

except:
A) Part-time staff
B) Administrative staff
C) Employees within their first year of employment with the organization
D) None of the above

Q3) A benefit is a form of indirect compensation.

A)True
B)False

Q4) The following is a factor to base different size rewards for each team member on:
A) Current pay
B) Years of experience
C) Skill level of jobs performed
D) All of the above
Page 15

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 Chapter 14: Safety, Health, and Security in Healthcare

Organizations
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Sample Questions
Q1) The primary health,safety,and security responsibilities in an organization usually fall
on:
A) HR specialist
B) Industrial engineers
C) Supervisors and managers
D) Safety teams

Q2) PPE items required for dentists are:

A) Gown
B) Gloves and mask
C) Protective eye wear
D) All the above

Q3) What is the purpose of workers' compensation law:

A) To protect employees from dangerous and unhealthy working conditions
B) To promote worker safety through the enforcement of safety regulations
C) To provide payments for lost wages, medical bills, and for retraining if workers cannot
return to their old job
D) To ensure that employers are held liable for injuries suffered at work

Q4) The FMLA impacts workers' compensation.

A)True
Page 16
B)False

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