Strategic Human Resources Planning 6th Edition by Monica Belcourt Test Bank

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Strategic Human Resources Planning 6th Edition by Monica Belcourt Test Bank

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WITH ANSWERS

Strategic Human Resources Planning 6th Edition by Monica Belcourt Test Bank

Chapter 6

Indicate whether the statement is true or false.

 

1. In the vacancy model, personnel supply requirements are considered for many levels simultaneously.

  a. True
  b. False

 

2. Linear programming has similar assumptions to those in regression analysis.

  a. True
  b. False

 

3. In the vacancy model, personnel supply requirements are considered for many levels simultaneously.

  a. True
  b. False

 

4. The upward mobility rate is also known as the promotion rate.

  a. True
  b. False

 

5. A management inventory is used for professional or technical personnel.

  a. True
  b. False

 

6. A renewal model can also be referred to as a probabilistic or stochastic model.

  a. True
  b. False

 

7. When an organization is planning on hiring additional employees, the growth percentage is negative.

  a. True
  b. False

 

8. The first type of document used in succession planning is referred to as a succession/replacement table.

  a. True
  b. False

 

9. The Markov model uses projected patterns of movement between jobs in the organization.

  a. True
  b. False

 

10. In the Markov model, the employee has five possible movement options.

  a. True
  b. False

 

11. Until organizations begin to work hard to rebuild trust and mutual commitment, they will continue to have HR supply and retention problems.

  a. True
  b. False

 

12. Linear programming is a complex mathematical procedure commonly used for project analysis in engineering and business applications.

  a. True
  b. False

 

13. The movement model is a series of matrices that detail the various patterns of movement to and from the various jobs in the organization

  a. True
  b. False

 

14. Linear programming is defined as a technique used to analyze personnel supply, specifically the chain or ripple effect that promotions or job losses have on the movements of other personnel in the organization.

  a. True
  b. False

 

15. The vacancy model is a series of matrices that detail the various patterns of movement to and from the various jobs in the organization.

  a. True
  b. False

 

16. Transitional probabilities in the Markov model refer to the likelihood that an individual in a specific job will exhibit one of five movement behaviours.

  a. True
  b. False

 

17. A linear model is an analysis of the flow of personnel throughout the organization by examining inputs and outputs at each hierarchical or compensation level.

  a. True
  b. False

 

18. In his study of U.S. churches, researcher White referred to the length of a vacancy chain as its multiplier effect.

  a. True
  b. False

 

19. When an individual is transferred or promoted, the resulting changes are referred to as chain effects.

  a. True
  b. False

 

20. When personnel supply requirements are approached at using a top-down fashion, the level with the highest relevant authority level is the starting point in the vacancy model.

  a. True
  b. False

 

21. A Markov model can also be referred to as a probabilistic model.

  a. True
  b. False

 

22. A skills inventory is an individualized personnel record held on each employee, including those currently in management or professional positions.

  a. True
  b. False

 

23. Succession readiness codes state what the employees level of performance will be in the future.

  a. True
  b. False

 

24. Another name for the vacancy model is the renewal model.

  a. True
  b. False

 

25. When personnel supply requirements are approached in a top-down fashion, the level with the highest relevant authority level is the starting point in the vacancy model.

  a. True
  b. False

 

26. Many of the methods used to forecast HR demand can also be used to determine personnel supply.

  a. True
  b. False

 

27. A movement analysis can also be referred to as a probabilistic model.

  a. True
  b. False

 

28. The Markov model is a series of matrices that detail the various patterns of movement to and from the various jobs in the organization

  a. True
  b. False

 

Indicate the answer choice that best completes the statement or answers the question.

 

29. Which of the following is NOT typically a column found in a vacancy model chart?

  a. annual losses
  b. promotions to level
  c. level inflows
  d. internal hiring

 

30. Pacific Health Care
Pacific Health Care (PHC) operates 18 health care facilities in B.C. with more than 1 600 total beds, and it employs approximately 2 200 registered nurses (RN) and 350 licensed practical nurses (LPN). PHC focuses its services on four populations of emphasis: cardio-pulmonary risks and illnesses, mental health, renal risks and illness, and specialized needs in aging.
Administrators in PHCs facilities are worried about a looming shortage of RNs and LPNs and are already experiencing rising overtime and sick-time costs. A chronic shortage of specialty-trained nurses resulted in a six percent increase in overtime costs over the previous year. Specialty nurses took home $125 000 in overtime pay this past year. Median pay for a registered nurse with specialty knowledge and skills is $75 000 a year.
RNs and LPNs are not working to the fullest extent of their respective scopes of practice. RNs are in charge and given patient information and assignments, and LPNs float around helping with tasks such as taking vital signs and answering call bells. LPNs have limited patient information and are not encouraged to participate in patient care plans. Staff departures by retirement or resignation are increasing.

Each department is undertaking a detailed assessment of its staffing needs with the aim of working toward developing a staff complement that has the skills, capacity, and expertise to meet PHCs HR needs.

A LPN at PHC must be a current full practising licensure with the College of Licensed Practical Nurses of British Columbia (CLPNBC). An individual workers LPN licence and other skill and knowledge requirements are matched to specific jobs at PHC. What is this process called?

  a. succession and replacement planning
  b. Markov analysis
  c. job specification and job matching
  d. HRM systems

 

31. When the Taiwanese Ministry of Communications applied the Markov model to its maritime shipping companies, it confirmed a labour shortage. Which of the following groups is NOT included in this labour shortage?

  a. chief officers
  b. lower-ranking positions
  c. deck officers
  d. shipping officers

 

32. An individual workers skill and knowledge requirements are matched to the specific jobs within an organization. What is this process called?

  a. Markov analysis
  b. job specification and job matching
  c. succession and replacement planning
  d. HRM systems

 

33. Which of the following has greater predictive capacity than the Markov model for short-term and long-term periods?

  a. succession table
  b. vacancy model
  c. Delphi technique
  d. movement analysis

 

34. Pacific Health Care
Pacific Health Care (PHC) operates 18 health care facilities in B.C. with more than 1 600 total beds, and it employs approximately 2 200 registered nurses (RN) and 350 licensed practical nurses (LPN). PHC focuses its services on four populations of emphasis: cardio-pulmonary risks and illnesses, mental health, renal risks and illness, and specialized needs in aging.
Administrators in PHCs facilities are worried about a looming shortage of RNs and LPNs and are already experiencing rising overtime and sick-time costs. A chronic shortage of specialty-trained nurses resulted in a six percent increase in overtime costs over the previous year. Specialty nurses took home $125 000 in overtime pay this past year. Median pay for a registered nurse with specialty knowledge and skills is $75 000 a year.
RNs and LPNs are not working to the fullest extent of their respective scopes of practice. RNs are in charge and given patient information and assignments, and LPNs float around helping with tasks such as taking vital signs and answering call bells. LPNs have limited patient information and are not encouraged to participate in patient care plans. Staff departures by retirement or resignation are increasing.

Each department is undertaking a detailed assessment of its staffing needs with the aim of working toward developing a staff complement that has the skills, capacity, and expertise to meet PHCs HR needs.

PHC is experiencing a shortage of certain key positions. What would be the first step it would take in conducting a HR supply analysis?

  a. examine skills and management inventories
  b. determine the HR demand available
  c. calculate the ratio of hires to retires
  d. analyze the external environment

 

35. Pacific Health Care
Pacific Health Care (PHC) operates 18 health care facilities in B.C. with more than 1 600 total beds, and it employs approximately 2 200 registered nurses (RN) and 350 licensed practical nurses (LPN). PHC focuses its services on four populations of emphasis: cardio-pulmonary risks and illnesses, mental health, renal risks and illness, and specialized needs in aging.
Administrators in PHCs facilities are worried about a looming shortage of RNs and LPNs and are already experiencing rising overtime and sick-time costs. A chronic shortage of specialty-trained nurses resulted in a six percent increase in overtime costs over the previous year. Specialty nurses took home $125 000 in overtime pay this past year. Median pay for a registered nurse with specialty knowledge and skills is $75 000 a year.
RNs and LPNs are not working to the fullest extent of their respective scopes of practice. RNs are in charge and given patient information and assignments, and LPNs float around helping with tasks such as taking vital signs and answering call bells. LPNs have limited patient information and are not encouraged to participate in patient care plans. Staff departures by retirement or resignation are increasing.

Each department is undertaking a detailed assessment of its staffing needs with the aim of working toward developing a staff complement that has the skills, capacity, and expertise to meet PHCs HR needs.

 

Why would PHC want to conduct succession planning for effective HR planning?

  a. It enables an organization to respond appropriately when unpredictable changes occur.
  b. It supports organizational dependency on skilled and knowledgeable employees.
  c. It is costly and time-consuming but increases employee commitment and motivation.
  d. It is costly and time-consuming but increases organizational efficiency and productivity.

 

36. What reason would an organization want to conduct succession planning?

  a. It provides for business continuity and future direction during inevitable change.
  b. It supports employee resiliency and career development.
  c. It is costly and time-consuming but increases employee commitment and motivation.
  d. It is costly and time-consuming but increases organizational efficiency and productivity.

 

37. With demographic trends predicting even greater shortages in the market supply due to retiring baby boom generation workers, what HR supply analysis method is now assuming much greater importance?

  a. staffing inventories
  b. HRMS database
  c. succession planning
  d. movement analysis

 

38. An organization wants to choose the best technique for tracking the number of individuals who move annually between various job levels in the organization. Which HR planning method would it choose?

  a. Markov model
  b. Delphi technique
  c. succession planning
  d. trend analysis

 

39. HR planning revealed that planning that dealt with determining which internal candidates were best suited for promotion within an organization was a weakness. What is this weakness called?

  a. job design
  b. succession planning
  c. HR supply planning
  d. specification planning

 

40. Pacific Health Care
Pacific Health Care (PHC) operates 18 health care facilities in B.C. with more than 1 600 total beds, and it employs approximately 2 200 registered nurses (RN) and 350 licensed practical nurses (LPN). PHC focuses its services on four populations of emphasis: cardio-pulmonary risks and illnesses, mental health, renal risks and illness, and specialized needs in aging.
Administrators in PHCs facilities are worried about a looming shortage of RNs and LPNs and are already experiencing rising overtime and sick-time costs. A chronic shortage of specialty-trained nurses resulted in a six percent increase in overtime costs over the previous year. Specialty nurses took home $125 000 in overtime pay this past year. Median pay for a registered nurse with specialty knowledge and skills is $75 000 a year.
RNs and LPNs are not working to the fullest extent of their respective scopes of practice. RNs are in charge and given patient information and assignments, and LPNs float around helping with tasks such as taking vital signs and answering call bells. LPNs have limited patient information and are not encouraged to participate in patient care plans. Staff departures by retirement or resignation are increasing.

Each department is undertaking a detailed assessment of its staffing needs with the aim of working toward developing a staff complement that has the skills, capacity, and expertise to meet PHCs HR needs.

What would be PHCs first step in ascertaining HR supply, once it determined the organizations overall HR demand requirements?

  a. to examine data from a variety of perspectives
  b. to determine what staff are needed, when, and where.
  c. to assess in-house skills and other internal supply characteristics
  d. to determine the net demand requirements that must be met from external environmental supply sources

 

41. Which of the following is NOT a reason that links succession planning to effective HR planning?

  a. It enables smooth internal employee movement and continuity.
  b. It improves employee opportunities for management.
  c. It supports new organizational structures and flexibility.
  d. It motivates employees and promotes them for performance.

 

42. With demographic trends predicting shortages resulting from older retiring workers, what organizational HR supply planning method is now assuming much greater importance?

  a. expanding HRMSs in implementing effective supply forecasting procedures
  b. expanding staffing inventories
  c. long-term succession planning
  d. short-term emergency succession planning

 

43. Which of the following is a HR supply forecasting technique that contains variables that have a linear relationship?

  a. index/trend analysis
  b. Markov analysis
  c. vacancy model
  d. linear programming

 

44. When considering the issue of supplying personnel to meet organizational demand, what aspects must be considered?

  a. current employees and individuals previously employed by the organization
  b. internal HR supply and individuals who receive training for subsequent promotion
  c. internal and external human resource sources
  d. preferential consideration to the internal workforce through promotions and training

 

45. If you wanted to use the best technique for tracking the number of individuals who move annually between various job levels in an organization, which of the following would you choose?

  a. Markov model
  b. Delphi technique
  c. succession planning
  d. ripple effect

 

46. In the Markov model, how many possible movement options does an employee have?

  a. two
  b. three
  c. four
  d. five

 

47. Which of the following is a hard cost associated with replacing workers?

  a. lost customer contacts
  b. increased turnover
  c. lost production
  d. orientation and training time

 

48. An organization requires experienced civil engineers, resulting in the HR demand for engineers exceeding its current engineering personnel resources. What is this called?

  a. HR surplus
  b. HR shortage
  c. HR scarcity
  d. HR supply

 

49. If the organizations goal is to monitor and control absenteeism and employee turnover, what is another term for this HR strategy called?

  a. attrition
  b. succession
  c. absenteeism
  d. retention

 

50. What is another name for the upward mobility rate?

  a. promotion rate
  b. adaptation rate
  c. retention rate
  d. growth rate

 

51. According to the textbook, which of the following is NOT one of the options that employees have in the Markov model?

  a. termination
  b. layoff
  c. absenteeism
  d. resignation

 

52. What type of HR supply planning application relies on a complex mathematical procedure commonly used for project analysis in engineering and business applications?

  a. Markov modelling
  b. vacancy analysis
  c. succession table
  d. linear programming

 

53. What type of model utilizes a series of matrices that detail the various patterns of movement to and from the various jobs in an organization?

  a. recency
  b. Markov
  c. probabilistic
  d. vacancy

 

54. Pacific Health Care
Pacific Health Care (PHC) operates 18 health care facilities in B.C. with more than 1 600 total beds, and it employs approximately 2 200 registered nurses (RN) and 350 licensed practical nurses (LPN). PHC focuses its services on four populations of emphasis: cardio-pulmonary risks and illnesses, mental health, renal risks and illness, and specialized needs in aging.
Administrators in PHCs facilities are worried about a looming shortage of RNs and LPNs and are already experiencing rising overtime and sick-time costs. A chronic shortage of specialty-trained nurses resulted in a six percent increase in overtime costs over the previous year. Specialty nurses took home $125 000 in overtime pay this past year. Median pay for a registered nurse with specialty knowledge and skills is $75 000 a year.
RNs and LPNs are not working to the fullest extent of their respective scopes of practice. RNs are in charge and given patient information and assignments, and LPNs float around helping with tasks such as taking vital signs and answering call bells. LPNs have limited patient information and are not encouraged to participate in patient care plans. Staff departures by retirement or resignation are increasing.

Each department is undertaking a detailed assessment of its staffing needs with the aim of working toward developing a staff complement that has the skills, capacity, and expertise to meet PHCs HR needs.

PHC wants to choose the best technique for tracking the number of individuals who move annually between various job levels in the organization, which HR planning method would it choose?

  a. Markov model
  b. Delphi technique
  c. succession planning
  d. trend analysis

 

55. Pacific Health Care
Pacific Health Care (PHC) operates 18 health care facilities in B.C. with more than 1 600 total beds, and it employs approximately 2 200 registered nurses (RN) and 350 licensed practical nurses (LPN). PHC focuses its services on four populations of emphasis: cardio-pulmonary risks and illnesses, mental health, renal risks and illness, and specialized needs in aging.
Administrators in PHCs facilities are worried about a looming shortage of RNs and LPNs and are already experiencing rising overtime and sick-time costs. A chronic shortage of specialty-trained nurses resulted in a six percent increase in overtime costs over the previous year. Specialty nurses took home $125 000 in overtime pay this past year. Median pay for a registered nurse with specialty knowledge and skills is $75 000 a year.
RNs and LPNs are not working to the fullest extent of their respective scopes of practice. RNs are in charge and given patient information and assignments, and LPNs float around helping with tasks such as taking vital signs and answering call bells. LPNs have limited patient information and are not encouraged to participate in patient care plans. Staff departures by retirement or resignation are increasing.

Each department is undertaking a detailed assessment of its staffing needs with the aim of working toward developing a staff complement that has the skills, capacity, and expertise to meet PHCs HR needs.

PHC requires specialty nurses, resulting in the HR demand exceeding the current personnel resources available in the organizations workforce. What is this called?

  a. HR surplus
  b. HR shortage
  c. HR scarcity
  d. HR supply

 

56. Pacific Health Care
Pacific Health Care (PHC) operates 18 health care facilities in B.C. with more than 1 600 total beds, and it employs approximately 2 200 registered nurses (RN) and 350 licensed practical nurses (LPN). PHC focuses its services on four populations of emphasis: cardio-pulmonary risks and illnesses, mental health, renal risks and illness, and specialized needs in aging.
Administrators in PHCs facilities are worried about a looming shortage of RNs and LPNs and are already experiencing rising overtime and sick-time costs. A chronic shortage of specialty-trained nurses resulted in a six percent increase in overtime costs over the previous year. Specialty nurses took home $125 000 in overtime pay this past year. Median pay for a registered nurse with specialty knowledge and skills is $75 000 a year.
RNs and LPNs are not working to the fullest extent of their respective scopes of practice. RNs are in charge and given patient information and assignments, and LPNs float around helping with tasks such as taking vital signs and answering call bells. LPNs have limited patient information and are not encouraged to participate in patient care plans. Staff departures by retirement or resignation are increasing.

Each department is undertaking a detailed assessment of its staffing needs with the aim of working toward developing a staff complement that has the skills, capacity, and expertise to meet PHCs HR needs.

PHC obtained information about its RN and LPN jobs to determine the duties, tasks, knowledge, skills, abilities, equipment used, working conditions, effort, job context, and performance standards necessary to perform the work successfully. What is this HR process called?

  a. job specification
  b. human resource planning
  c. job evaluation
  d. job analysis

 

57. What would be two human resource internal supply estimate techniques that an organization could consider to ascertain HR supply?

  a. extrapolation and nominal grouping techniques
  b. replacement tables and Markov analysis
  c. trend projection and labour market analysis techniques
  d. indexation and replacement chart techniques

 

58. Pacific Health Care
Pacific Health Care (PHC) operates 18 health care facilities in B.C. with more than 1 600 total beds, and it employs approximately 2 200 registered nurses (RN) and 350 licensed practical nurses (LPN). PHC focuses its services on four populations of emphasis: cardio-pulmonary risks and illnesses, mental health, renal risks and illness, and specialized needs in aging.
Administrators in PHCs facilities are worried about a looming shortage of RNs and LPNs and are already experiencing rising overtime and sick-time costs. A chronic shortage of specialty-trained nurses resulted in a six percent increase in overtime costs over the previous year. Specialty nurses took home $125 000 in overtime pay this past year. Median pay for a registered nurse with specialty knowledge and skills is $75 000 a year.
RNs and LPNs are not working to the fullest extent of their respective scopes of practice. RNs are in charge and given patient information and assignments, and LPNs float around helping with tasks such as taking vital signs and answering call bells. LPNs have limited patient information and are not encouraged to participate in patient care plans. Staff departures by retirement or resignation are increasing.

Each department is undertaking a detailed assessment of its staffing needs with the aim of working toward developing a staff complement that has the skills, capacity, and expertise to meet PHCs HR needs.

 

With demographic trends predicting even greater shortages in the market supply of health care workers, what organizational HR supply planning method is now assuming much greater importance?

  a. HRMS database
  b. staffing inventories
  c. succession planning
  d. movement analysis

 

59. Pacific Health Care
Pacific Health Care (PHC) operates 18 health care facilities in B.C. with more than 1 600 total beds, and it employs approximately 2 200 registered nurses (RN) and 350 licensed practical nurses (LPN). PHC focuses its services on four populations of emphasis: cardio-pulmonary risks and illnesses, mental health, renal risks and illness, and specialized needs in aging.
Administrators in PHCs facilities are worried about a looming shortage of RNs and LPNs and are already experiencing rising overtime and sick-time costs. A chronic shortage of specialty-trained nurses resulted in a six percent increase in overtime costs over the previous year. Specialty nurses took home $125 000 in overtime pay this past year. Median pay for a registered nurse with specialty knowledge and skills is $75 000 a year.
RNs and LPNs are not working to the fullest extent of their respective scopes of practice. RNs are in charge and given patient information and assignments, and LPNs float around helping with tasks such as taking vital signs and answering call bells. LPNs have limited patient information and are not encouraged to participate in patient care plans. Staff departures by retirement or resignation are increasing.

Each department is undertaking a detailed assessment of its staffing needs with the aim of working toward developing a staff complement that has the skills, capacity, and expertise to meet PHCs HR needs.

 

When considering the issue of ascertaining HR supply to meet PHCs HR demand, workers can be obtained from a variety of sources. What sources are given limited attention by PHC?

  a. external human resource sources
  b. health care individuals employed by PHC
  c. licensed practical nurses (LPNs)
  d. PHCs own workforce

 

60. Which of the following is a HR supply forecasting technique?

  a. Delphi technique
  b. nominal group technique
  c. HR budgets (staffing tables)
  d. vacancy model

 

61. According to the article Developing Effective Employee Retention Policies in the textbook, what are two strategies that should typically be included in a retention policy?

  a. form retention task force and promote from within
  b. measure turnover and enforce employee loyalty
  c. review compensation and measure job ineffectiveness
  d. hold line managers responsible and ensure attrition

 

62. Why is succession planning critical for effective HR planning?

  a. It helps to develop employees with new experiences and jobs in case they are laid off.
  b. It helps employees to stay motivated because it promotes them for their performance.
  c. It helps an organization to stabilize its organizational structures and flexibility.
  d. It saves time and money and helps employees to smooth their movement for external hiring.

 

63. Pacific Health Care
Pacific Health Care (PHC) operates 18 health care facilities in B.C. with more than 1 600 total beds, and it employs approximately 2 200 registered nurses (RN) and 350 licensed practical nurses (LPN). PHC focuses its services on four populations of emphasis: cardio-pulmonary risks and illnesses, mental health, renal risks and illness, and specialized needs in aging.
Administrators in PHCs facilities are worried about a looming shortage of RNs and LPNs and are already experiencing rising overtime and sick-time costs. A chronic shortage of specialty-trained nurses resulted in a six percent increase in overtime costs over the previous year. Specialty nurses took home $125 000 in overtime pay this past year. Median pay for a registered nurse with specialty knowledge and skills is $75 000 a year.
RNs and LPNs are not working to the fullest extent of their respective scopes of practice. RNs are in charge and given patient information and assignments, and LPNs float around helping with tasks such as taking vital signs and answering call bells. LPNs have limited patient information and are not encouraged to participate in patient care plans. Staff departures by retirement or resignation are increasing.

Each department is undertaking a detailed assessment of its staffing needs with the aim of working toward developing a staff complement that has the skills, capacity, and expertise to meet PHCs HR needs.

What would be the next step in PHCs HR forecasting, once it assessed its in-house skills and other internal supply characteristics?

  a. identify organizational goals, objectives, and plans
  b. determine overall demand requirements for personnel (i.e., what staff are needed, when, and where)
  c. develop HR plans and programs to ensure that the right people are in the right place at the right time
  d. examine data from a variety of perspectives

 

64. What is another name for the vacancy model?

  a. renewal
  b. probabilistic
  c. stochastic
  d. readiness

 

65. Which of the following is NOT included in the additional information provided in a management inventory?

  a. duties
  b. deficiencies
  c. responsibilities
  d. accountabilities

 

66. What is another name for the vacancy model?

  a. renewal
  b. probabilistic
  c. stochastic
  d. readiness

 

67. According to the textbook, which of the following is NOT typically included in a skills inventory?

  a. hobbies and interests
  b. work history
  c. gender
  d. education

 

68. What is the first step in a HR supply analysis?

  a. to examine skills and management inventories
  b. to determine the HR demand available
  c. to calculate the ratio of hires to retires
  d. to analyze the external environment

 

69. Pacific Health Care
Pacific Health Care (PHC) operates 18 health care facilities in B.C. with more than 1 600 total beds, and it employs approximately 2 200 registered nurses (RN) and 350 licensed practical nurses (LPN). PHC focuses its services on four populations of emphasis: cardio-pulmonary risks and illnesses, mental health, renal risks and illness, and specialized needs in aging.
Administrators in PHCs facilities are worried about a looming shortage of RNs and LPNs and are already experiencing rising overtime and sick-time costs. A chronic shortage of specialty-trained nurses resulted in a six percent increase in overtime costs over the previous year. Specialty nurses took home $125 000 in overtime pay this past year. Median pay for a registered nurse with specialty knowledge and skills is $75 000 a year.
RNs and LPNs are not working to the fullest extent of their respective scopes of practice. RNs are in charge and given patient information and assignments, and LPNs float around helping with tasks such as taking vital signs and answering call bells. LPNs have limited patient information and are not encouraged to participate in patient care plans. Staff departures by retirement or resignation are increasing.

Each department is undertaking a detailed assessment of its staffing needs with the aim of working toward developing a staff complement that has the skills, capacity, and expertise to meet PHCs HR needs.

 

Which of the following would NOT be a risk that would be managed by PHCs HR professionals when considering succession management?

  a. transition risk
  b. vacancy risk
  c. potential risk
  d. readiness risk

 

70. Pacific Health Care
Pacific Health Care (PHC) operates 18 health care facilities in B.C. with more than 1 600 total beds, and it employs approximately 2 200 registered nurses (RN) and 350 licensed practical nurses (LPN). PHC focuses its services on four populations of emphasis: cardio-pulmonary risks and illnesses, mental health, renal risks and illness, and specialized needs in aging.
Administrators in PHCs facilities are worried about a looming shortage of RNs and LPNs and are already experiencing rising overtime and sick-time costs. A chronic shortage of specialty-trained nurses resulted in a six percent increase in overtime costs over the previous year. Specialty nurses took home $125 000 in overtime pay this past year. Median pay for a registered nurse with specialty knowledge and skills is $75 000 a year.
RNs and LPNs are not working to the fullest extent of their respective scopes of practice. RNs are in charge and given patient information and assignments, and LPNs float around helping with tasks such as taking vital signs and answering call bells. LPNs have limited patient information and are not encouraged to participate in patient care plans. Staff departures by retirement or resignation are increasing.

Each department is undertaking a detailed assessment of its staffing needs with the aim of working toward developing a staff complement that has the skills, capacity, and expertise to meet PHCs HR needs.

The administrators in PHCs facilities need to prepare job information that will list the tasks, duties, and responsibilities of the RN and LPN jobs along with the knowledge, skills, and abilities needed for LPNs and RNs to successfully perform their jobs. What is this job information called?

  a. job performance standards
  b. job summary
  c. job description
  d. job design

 

71. What is the first step an organization can take to examine the number and capabilities of current employees and managers?

  a. use replacement charts and tables
  b. use Markov analysis
  c. use staffing tables to forecast the staff are needed
  d. use employee and management skills inventories

 

72. What type of probability is associated with an individuals movement behaviours in a specific job, given the Markov model?

  a. stochastic probability
  b. movement probability
  c. transitional probability
  d. promotion probability

 

73. What is the normal planning time horizon for a movement analysis?

  a. one month
  b. one quarter
  c. one operating cycle
  d. one year

 

74. Pacific Health Care
Pacific Health Care (PHC) operates 18 health care facilities in B.C. with more than 1 600 total beds, and it employs approximately 2 200 registered nurses (RN) and 350 licensed practical nurses (LPN). PHC focuses its services on four populations of emphasis: cardio-pulmonary risks and illnesses, mental health, renal risks and illness, and specialized needs in aging.
Administrators in PHCs facilities are worried about a looming shortage of RNs and LPNs and are already experiencing rising overtime and sick-time costs. A chronic shortage of specialty-trained nurses resulted in a six percent increase in overtime costs over the previous year. Specialty nurses took home $125 000 in overtime pay this past year. Median pay for a registered nurse with specialty knowledge and skills is $75 000 a year.
RNs and LPNs are not working to the fullest extent of their respective scopes of practice. RNs are in charge and given patient information and assignments, and LPNs float around helping with tasks such as taking vital signs and answering call bells. LPNs have limited patient information and are not encouraged to participate in patient care plans. Staff departures by retirement or resignation are increasing.

Each department is undertaking a detailed assessment of its staffing needs with the aim of working toward developing a staff complement that has the skills, capacity, and expertise to meet PHCs HR needs.

 

When considering the issue of supplying health care personnel to meet PHCs HR demand, workers can be obtained from a variety of sources. What sources are PHC focusing on?

  a. external human resource sources
  b. internal human resource sources
  c. current employees and individuals previously employed by health care organizations
  d. skilled individuals with training that allows for promotion

 

75. If the assumption of linearity does NOT hold, what needs to be used in linear programming to determine supply requirements?

  a. probabilistic programming techniques
  b. stochastic programming techniques
  c. quadratic programming techniques
  d. graphic programming techniques

 

76. According to a study cited in the textbook, what is the reason stated by Deloitte & Touche for why the majority of Canadas family businesses are facing a leadership crisis?

  a. lack of business planning
  b. lack of environmental scanning
  c. lack of organizational goals
  d. lack of succession planning

 

77. What would be the first step in ascertaining HR supply once an organization has determined its overall demand requirements for personnel?

  a. to examine data from a variety of perspectives
  b. to determine what staff are needed, when, and where
  c. to examine the number and capabilities of current employees
  d. to determine the net demand requirements that must be met from external environmental supply sources

 

78. Pacific Health Care
Pacific Health Care (PHC) operates 18 health care facilities in B.C. with more than 1 600 total beds, and it employs approximately 2 200 registered nurses (RN) and 350 licensed practical nurses (LPN). PHC focuses its services on four populations of emphasis: cardio-pulmonary risks and illnesses, mental health, renal risks and illness, and specialized needs in aging.
Administrators in PHCs facilities are worried about a looming shortage of RNs and LPNs and are already experiencing rising overtime and sick-time costs. A chronic shortage of specialty-trained nurses resulted in a six percent increase in overtime costs over the previous year. Specialty nurses took home $125 000 in overtime pay this past year. Median pay for a registered nurse with specialty knowledge and skills is $75 000 a year.
RNs and LPNs are not working to the fullest extent of their respective scopes of practice. RNs are in charge and given patient information and assignments, and LPNs float around helping with tasks such as taking vital signs and answering call bells. LPNs have limited patient information and are not encouraged to participate in patient care plans. Staff departures by retirement or resignation are increasing.

Each department is undertaking a detailed assessment of its staffing needs with the aim of working toward developing a staff complement that has the skills, capacity, and expertise to meet PHCs HR needs.

 

What would be the first step in PHCs HR forecasting, once it identified its organizational goals, objectives, and plans?

  a. to examine data from a variety of perspectives
  b. to determine overall demand requirements for personnel (i.e., what staff are needed, when, and where)
  c. assess in-house skills and other internal supply characteristics
  d. to determine the net demand requirements that must be met from external environmental supply sources

 

79. Calculate the promotion rate for level 4 if seven individuals in level 3 were promoted and the total number of personnel in level 4 is 63. Round to the nearest whole number.

  a. 10 percent
  b. 11 percent
  c. 12 percent
  d. 13 percent

 

80. What is another term for succession analysis?

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  a. chain effect analysis
  b. replacement analysis
  c. HR supply analysis