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Q:
When planning a project implementation of an EHR in a small physician office, "What is the opportunity? What is to be done? Who is responsible for the project? When must it be completed?" are all components of what part of defining the project?
Q:
A _________________ can be used to determine alternative actions for solving a problem such as when there is an unexpected volume of requests by patients for medical records.
Q:
The statement, "All clinical staff authorized to document in a health record must record in the EHR, except for those instances where technology is not available for electronic entry" is an example of a(n)____________________.
Q:
When the chairman of the Health Record Committee writes to the HIM director about the quality of the monthly incomplete and delinquent medical record reports, he is providing the HIM director _______________.
Q:
When the transcription supervisor at Mercy Hospital calls three of her transcription manager colleagues to find out about their productivity standards for transcriptionists, she is using what management tool?
Q:
When the director of HIM organizes a meeting to brainstorm what kinds of services the HIM department will be performing in 5-10 years, she is asking stakeholders to create a _______________.
Q:
In the process of determining the ____________________ for health information services, answers must be developed for these questions: "Who are we?" and "What are we?"
Q:
Key staffing demand indicators for an HIM director to use to assess internal staffing levels include all EXCEPT
a. # of lines per minute
b. # of discharges processed
c. # of staff used by an outside ROI vendor
d. # of incoming and out-going phone calls
Q:
The task of strategic planning in an organization would most likely be completed by
a. Top management.
b. Middle managers.
c. Consultants.
d. Supervisors.
Q:
The primary advantage of using a decision matrix in the decision process is
a. All relevant information can be displayed and viewed at the same time.
b. The matrix clearly displays the flow of information.
c. The matrix makes the decision for the individual or group.
d. The matrix identifies all potential problems.
Q:
The step in a flow process chart that describes the "review of a consent for release of information to determine that it meets the health information management criteria for processing the request" refers to a(n)
a. Transportation.
b. Storage.
c. Inspection.
d. Delay.
Q:
The work flow process chart is being used by the health information manager to gather data about the release-of-information (ROI) process. Which of the following represents data about a delay in the ROI process that would be found by using a work flow process chart?
a. The ROI employees have an attitude problem.
b. The ROI staff are not cross-trained.
c. One staff member is working a lot of overtime.
d. It takes 15 days to get a record copied.
Q:
The health information management director of Lakeview Hospital is gathering data to help in the preparation of departmental productivity standards. She finds there are three hospitals of approximately the same size and service model that have achieved a 3- to 4-day turnaround from patient discharge to billing the payer. She has contacted these facilities to learn more about how the organizations are achieving this standard. The activity described is called
a. Peer review.
b. Benchmarking.
c. Synthesis.
d. Re-engineering.
Q:
Work sampling using random observations is effective because
a. Data are obtained with less time and expense.
b. The employee gets the manager's attention.
c. The manager can see whether work is distributed equitably.
d. It interrupts the normal work routine for shorter periods of time.
Q:
The formula (Quantity + Quality)/staff hours is an expression of
a. Productivity.
b. Costs.
c. Work distribution.
d. Parallel work.
Q:
Assigning three health information management professionals to 35 full-time equivalent staff members in a health information management department to handle release of information requests is an example of which type of work organization?
a. Project
b. Customer
c. Process
d. Territory
Q:
Organizing the health information department of a large ambulatory care center into teams to provide services to particular clinics is an example of which type of work organization?
a. Functional
b. Customer
c. Process
d. Project
Q:
An organization as open system survives by shielding itself from all influences and forces in its environment.
Q:
Behaviorally anchored rating scales (BARS) use realistic examples of on-the-job behavior to increase the reliability of performance appraisal.
Q:
The most effective job description directly anchors the critical success factors of the organization to the expected outcomes of a job.
Q:
Codes of ethics, if well-written and comprehensive, should be able to resolve all ethical issues and conflicts faced by the health information manager.
Q:
Job descriptions are helpful in minimizing role ambiguity.
Q:
Delegation of authority is important because it expands the manager's ability and provides decision-making opportunities for employees.
Q:
Hersey and Blanchard's model of leadership characterizes leader's roles in terms of their relative orientation to tasks and relationships.
Q:
The "recency effect" as related to performance appraisal results in the supervisor making judgments that are not based on a representative range of the employee's behavior.
Q:
The National Labor Relations Act requires all employers under its jurisdiction to bargain with any employees who claim to represent the majority of their fellow workers.
Q:
The major purpose of suspension as a disciplinary measure is to punish the employee for his or her conduct.
Q:
The principle of "employment at will" protects the employee from termination without just cause.
Q:
Employee orientation need not be structured formally because the best approach is for the new employee to learn from his or her mistakes on a trial-and-error basis.
Q:
Job evaluation by use of a factor and point system provides an objective measure of the employee's performance in his or her job.
Q:
The Americans with Disabilities Act requires the organization to determine and document explicitly the essential functions of the job.
Q:
The job description should not be too specific about the responsibilities, tasks, and activities required because that will invite the employee to limit his effort to just what's stated in the job description.
Q:
The primary outcomes of effective job analysis should be the determination of job requirements, a written job description, and the employee's understanding of performance expectations associated with the job.
Q:
Applying a systems model of the organization places greater emphasis on the internal functioning of individual units rather than on the interaction of units and of the organization with its environment.
Q:
The goal of federal affirmative action programs is to address inequities resulting from historical discrimination of minority groups in the workplace.
Q:
To be effective, an employee assistance program must preserve strict confidentiality to protect clients and regularly monitor the outcomes of the program's activities.
Q:
Aptitude and psychological tests are performance-based tests.
Q:
A job evaluation determines a position's relative worth to the organization to ensure internal equity between jobs.
Q:
The critical incident method of employee performance evaluation emphasizes the documentation of unacceptable behavior.
Q:
Disparate impact occurs when a member of a protected group receives unequal treatment.
Q:
The National Labor Relations Act deals with overtime pay, child labor, and record-keeping requirements for employers.
Q:
The Equal Pay Act requires that every person in a position be paid the same wages.
Q:
Describe some activities conducive to developing and maintaining an effective health information management team.
Q:
Explain how the tool shown above would be useful in human resources planning.
Q:
You are the Director of a large HIM department with 150 employees in a major urban teaching hospital. Right now, the hospital is running in the black, but this has not always been the case. The organization's HR department is working with senior management to come up with a proactive plan to avoid layoffs when and if the economy begins to falter. HR and senior management want to be sure that responsible staffing decisions continue to be made. A principle is that the staffing plan for all departments, including HIM, should be cost-justified and shown to be linked to and drive the hospital's incremental business results.
HR is working with all departmental directors to plan for up-and-down business cycles. HR is asking, "When the economic cycle falls apart again, what are we going to do? Let's think about what steps we can take now to prevent layoff pain later on." In preparing to meet with the HR representative, you talk with your management team and brainstorm some alternative ideas. What are some of the approaches you and your team come up with to discuss with HR?
Q:
How would the tool shown in the illustration below be used in human resources planning? Date Compiled: _______________
Q:
Identify aspects of this instrument that you would change to improve its effective use in practice.
Q:
What do all job evaluation approaches have in common?
Q:
What are some common objectives that health care organizations pursue through effective compensation management?
Q:
Why must every organization have a complaint or grievance procedure?
Q:
If layoffs are inevitable, what are some options that a human resource manager may take to reduce the amount of human suffering associated with a loss of job?
Q:
What are some methods a manager may use to provide regular feedback to staff and keep communication lines open?
Q:
What are some constraints that arise in recruitment that affect the size of the applicant pool?
Q:
Name three reasons why job analysis is useful.
Q:
What does the Title I of the Americans with Disabilities Act make illegal?
Q:
What does cross-training through job rotation accomplish in a health information services department?
Q:
What was the intent of Title VII of the Civil Rights Act of 1964 (as amended) and the affirmative action initiatives that followed?
Q:
The National Labor Relations Act prohibits employers from engaging in which specific unfair labor practices?
Q:
What is the primary purpose of a progressive preventive disciplinary process?
Q:
What is the name of this form?
Name: ____________________________Title: ____________________________ 1) Ensures audits are consistent with internal audit standards.
Performed Below Expectation
Performed As Expected
Performed Above Expectation Comments/Recommendations: 2) Ensures audits are timely.
Performed Below Expectation
Performed As Expected
Performed Above Expectation Comments/Recommendations: 3) Ensures audits are useful to clients.
Performed Below Expectation
Performed As Expected
Performed Above Expectation Comments/Recommendations: 4) Sets appropriate audit priorities.
Performed Below Expectation
Performed As Expected
Performed Above Expectation Comments/Recommendations: 5) Responds appropriately to changing conditions in the department and the medical center.
Performed Below Expectation
Performed As Expected
Performed Above Expectation Comments/Recommendations: 6) Interacts with and reports to clients in a consultative manner.
Performed Below Expectation
Performed As Expected
Performed Above Expectation Comments/Recommendations: 7) Nurtures high- performing team.
Performed Below Expectation
Performed As Expected
Performed Above Expectation Comments/Recommendations: 8) Encourages employees to take responsibility for their actions.
Performed Below Expectation
Performed As Expected
Performed Above Expectation Comments/Recommendations: 9) Supports employees to strive to get better at what they do.
Performed Below Expectation
Performed As Expected
Performed Above Expectation Comments/Recommendations: 10) Provides an environment that encourages motivation.
Performed Below Expectation
Performed As Expected
Performed Above Expectation Comments/Recommendations: 11) Utilizes resources efficiently.
Performed Below Expectation
Performed As Expected
Performed Above Expectation Comments/Recommendations: 12) Uses the appropriate business practices.
Performed Below Expectation
Performed As Expected
Performed Above Expectation Comments/Recommendations: OVERALL RATING
Performed Below Expectation
Performed As Expected
Performed Above Expectation Evaluated by: _________________ Title: __________________
Date: ________________
Q:
Referring to the illustration below, what is the name for this human resource planning tool?
Q:
Referring to the illustration below, what is the name for this human resource planning tool?
Date Compiled: _____________
Q:
Which of the following contains a written summary of the work to be done?
a. Job description
b. Job specification
c. Job context
d. Job ranking
Q:
When an employee refuses to follow a direct order from a supervisor, this is a direct challenge of management's right to run a health care organization. This is considered to be
a. Misconduct.
b. Poor performance.
c. Insubordination.
d. Delinquency.
Q:
When a HIM manager is using a systematic process to gather and analyze information to describe data analytic jobs, she is using
a. Strategic analysis.
b. Job evaluation.
c. Job analysis.
d. Pay structure.
Q:
A method of interviewing that ensures each interview presents exactly the same questions in the same order is a
a. Structured interview.
b. Stress interview.
c. Group interview.
d. Behavioral interview.
Q:
Which of the following is an example of disparate treatment?
a. Members of a protected group are subject to stricter attendance rules.
b. A neutral staffing practice results in discrimination against protected groups.
c. Height restrictions are set for all security guards.
d. All employees are required to take an intelligence test.
Q:
HR strategies must align with
a. Organizational strategic thinking.
b. Organizational characteristics and capabilities.
c. Both organizational strategies and the external environment.
d. Organizational tactics and a strategic lens.
Q:
Which of the following is the main goal of training?
a. Improvement in performance
b. Enrichment and more capable workers
c. Neither a nor b
d. Both a and b
Q:
Employee assistance programs (EAPs) typically deal with which of the following?
a. Alcohol and/or alcohol abuse
b. Compulsive gambling
c. Eating disorders
d. All of the above
Q:
When dealing with a poorly performing employee, a HIM manager should
a. Immediately fire the employee.
b. Refer the problem to HR.
c. Ignore the poor performance and give the employee another opportunity to succeed.
d. Begin a progressive discipline process with the employee.
Q:
Which of the following is allowed under the Family and Medical Leave Act?
a. Time off to care for an ill/elderly parent
b. Birth of a child
c. Adoption of a child
d. All of these
Q:
The 2009 Act named for Lilly Ledbetter € a retired Goodyear Tire employee € addresses which of the following issues in the workplace?
a. Equal treatment under the law
b. The statute of limitations for filing a discrimination claim under the Equal Pay Act
c. Racial and religious freedoms
d. All of these
Q:
A manager's right to require or prohibit certain actions refers to his or her
a. Authority.
b. Responsibility.
c. Power.
d. Charisma.
Q:
Which of the following are potential outcomes of a job analysis?
a. Eliminating obsolete or irrelevant job requirements
b. Providing data useful for fair compensation management
c. Identifying key employee selection criteria
d. All of the above
Q:
Which of the following BEST describes the main objective of supervisory coaching for career development?
a. To justify the transfer out of employees who just don't "fit in" the unit
b. To demonstrate that the supervisor genuinely cares about the feelings of employees
c. To assist the employee in forming realistic plans for career growth and mobility within the organization
d. To ensure that the most productive employees are retained within the unit
Q:
Of the following activities in implementing an effective in-service training program, which one should be completed first?
a. Obtain budget approval for the resources required to cover the costs of the training.
b. Conduct a formal needs assessment to determine skill, knowledge, and other deficiencies.
c. Predict regulatory, technological, and other environmental changes that should be addressed in the curriculum.
d. Establish a schedule for offering the training to accommodate the continuous workload.
Q:
Which of the following legislative acts is associated with defining and protecting employees' pension rights and other employee benefits?
a. National Labor Relations Act
b. Family and Medical Leave Act
c. Employee Retirement Income Security Act
d. Civil Rights Act of 1991
Q:
Which of the following legislative acts is associated with the concepts of reasonable accommodation and determining essential functions of the job?
a. Americans with Disabilities Act
b. Occupational Safety and Health Act
c. Title VII, Civil Rights Act
d. National Labor Relations Act
Q:
Which of the following leadership styles identified in the Blake-Mouton Leadership Grid is most appropriate when the input of followers is critical to implementing the leader's decision AND the stakes and risks associated with the decision are high?
a. Organization man management
b. Authority obedience
c. Country club
d. Team management