HSAD 321 HEALTH CARE HUMAN RESOURCES EXAM Q & A WITH RATIONALES 2024, Exams of Nursing

Download HSAD 321 HEALTH CARE HUMAN RESOURCES EXAM Q & A WITH RATIONALES 2024 and more Exams Nursing in PDF only on Docsity!

HSAD 321

Health Care Human

Resources

Q & A w/ Rationales

A:

1. A nurse manager is responsible for hiring new staff for a busy medical-surgical unit. She decides to use a behavioral-based interview technique to assess the candidates' competencies and skills. What is the main advantage of this technique? a) It allows the interviewer to evaluate the candidates' personality and attitude. b) It enables the interviewer to ask hypothetical questions and test the candidates' knowledge. c) It helps the interviewer to determine how the candidates performed in past situations similar to the job. d) It provides the interviewer with an opportunity to observe the candidates' non-verbal communication and appearance. Answer: c) It helps the interviewer to determine how the candidates performed in past situations similar to the job. Rationale: Behavioral-based interview technique is based on the premise that past behavior is the best predictor of future performance. It focuses on asking questions about specific situations that the candidates have encountered in their previous work experience and how they handled them.
2. A nurse educator is developing a training program for a group of newly hired nurses who will work in a palliative care unit. She wants to use adult learning principles to

b) The nurse leader, the nurse's peers, the nurse's mentors, and the nurse's interdisciplinary team members. c) The nurse leader, the nurse's supervisor, the nurse's preceptor, and the nurse's quality improvement committee members. d) The nurse leader, the nurse's colleagues, the nurse's educators, and the nurse's professional association representatives. Answer: b) The nurse leader, the nurse's peers, the nurse's mentors, and the nurse's interdisciplinary team members. Rationale: 360-degree feedback method is a performance appraisal technique that involves collecting feedback from multiple sources who have direct or indirect interactions with the employee. It provides a holistic and balanced view of the employee's strengths and areas for improvement. It also enhances communication, collaboration, and accountability among team members.

4. A nurse administrator is planning to implement a change in the staffing model of a long-term care facility. She wants to use Lewin's change theory to guide the change process. What are the three stages of this theory? a) Assessment, planning, and evaluation b) Unfreezing, moving, and refreezing c) Initiation, implementation, and institutionalization d) Diagnosis, intervention, and feedback Answer: b) Unfreezing, moving, and refreezing Rationale: Lewin's change theory is a classic model of organizational change that describes three stages of change: unfreezing, moving, and refreezing. Unfreezing involves

creating a sense of urgency and readiness for change among stakeholders. Moving involves developing and executing a plan for change with stakeholder involvement and support. Refreezing involves consolidating and sustaining the change outcomes.

5. A nurse consultant is hired by a health-care organization to conduct a SWOT analysis of its current situation. What does SWOT stand for? a) Strengths, Weaknesses, Opportunities, Threats b) Systems, Workflows, Outcomes, Trends c) Strategies, Workforce, Operations, Technology d) Standards, Workloads, Outputs, Targets Answer: a) Strengths, Weaknesses, Opportunities, Threats Rationale: SWOT analysis is a strategic planning tool that helps an organization identify its internal strengths and weaknesses as well as external opportunities and threats. It helps an organization assess its current position and formulate its future goals and actions.
6. A nurse researcher is conducting a quantitative study to examine the relationship between nurse staffing and patient outcomes in acute care hospitals. She decides to use a correlational design for her study. What is the main purpose of this design? a) To describe the characteristics of a population or a phenomenon b) To explore the meanings and experiences of a phenomenon c) To compare the differences or similarities between two

Rationale: Cultural competence is the ability to provide effective and respectful care to patients from different cultural backgrounds. It involves being knowledgeable, sensitive, and respectful of the cultural diversity and uniqueness of patients. It also requires self-awareness, communication skills, and continuous learning.

8. A nurse educator is teaching a class on evidence-based practice (EBP) to a group of nursing students. She wants to explain the steps involved in EBP process. Which of the following is the correct order of the steps? a) Ask a clinical question, search for evidence, appraise the evidence, implement the evidence, evaluate the outcomes b) Search for evidence, ask a clinical question, appraise the evidence, implement the evidence, evaluate the outcomes c) Ask a clinical question, appraise the evidence, search for evidence, implement the evidence, evaluate the outcomes d) Search for evidence, appraise the evidence, ask a clinical question, implement the evidence, evaluate the outcomes Answer: a) Ask a clinical question, search for evidence, appraise the evidence, implement the evidence, evaluate the outcomes Rationale: EBP is a systematic process of using current best evidence to guide clinical decision making and practice. The steps involved in EBP process are: ask a clinical question using PICO (Population, Intervention, Comparison, Outcome) format, search for relevant and reliable evidence using databases and sources, appraise the quality and validity of the evidence using critical appraisal tools, implement the evidence into practice with

consideration of patient preferences and values, evaluate the outcomes and effectiveness of the intervention. B:

1. What staffing model is commonly used in hospitals to ensure adequate coverage and efficient utilization of nursing staff? a) Team nursing b) Primary nursing c) Functional nursing d) Total patient care Answer: a) Team nursing Rationale: Team nursing is a widely used staffing model in hospitals, where a team of healthcare providers, including registered nurses, licensed practical nurses, and nursing assistants work together to provide care to a group of patients. This model promotes collaboration and effective resource allocation.
2. Which strategy is effective in reducing nurse turnover and improving job satisfaction in healthcare organizations? a) Implementing mandatory overtime policies b) Increasing workload for nurses c) Providing opportunities for professional development d) Offering lower salaries for nursing positions Answer: c) Providing opportunities for professional

d) Decreases the demand for nursing education programs Answer: c) Improves communication between healthcare providers Rationale: Electronic health records (EHRs) facilitate seamless communication and information sharing among healthcare providers. This improved communication enhances coordination of care, reduces errors, and promotes efficient resource allocation, ultimately enhancing the effectiveness of healthcare human resources.

5. What is the purpose of a nursing workload acuity tool? a) To assess patients' preferences and satisfaction b) To determine nurse-to-patient ratios for staffing assignments c) To measure nurses' job satisfaction and burnout levels d) To evaluate the financial efficiency of nursing departments Answer: b) To determine nurse-to-patient ratios for staffing assignments Rationale: Nursing workload acuity tools help determine appropriate staffing levels by assessing the intensity of patient care needs, acuity levels, and the required nurse-to- patient ratios. These tools ensure appropriate allocation of nursing resources based on patient needs.
6. Which organizational structure allows nurses to have a say in decision-making processes and quality improvement

initiatives? a) Hierarchical structure b) Flat organizational structure c) Functional structure d) Matrix structure Answer: b) Flat organizational structure Rationale: In a flat organizational structure, decision- making processes are decentralized, and individuals have increased autonomy and influence over their work. This structure encourages collaboration, teamwork, and active participation in quality improvement initiatives, allowing nurses to contribute to organizational decisions.

7. What is the main purpose of succession planning in healthcare organizations? a) Determine staffing needs for future growth b) Increase patient satisfaction scores c) Implement cost-saving measures d) Identify and develop future leaders Answer: d) Identify and develop future leaders Rationale: Succession planning involves identifying and nurturing talented individuals within an organization to fill key leadership positions in the future. By identifying potential leaders, healthcare organizations can invest in their development, ensuring continuous leadership and enhancing stability and success in the long run.

actual skill levels, organizations can develop targeted training programs to enhance employees' competencies.

10. How can healthcare organizations promote work-life balance for nursing staff? a) Increasing mandatory overtime hours b) Limiting vacation time for nurses c) Implementing flexible scheduling options d) Reducing the number of available shifts Answer: c) Implementing flexible scheduling options Rationale: Healthcare organizations can promote work-life balance by implementing flexible scheduling options that allow nurses to balance their personal commitments with work demands. These options can include self-scheduling, part-time positions, and remote work opportunities, ultimately improving job satisfaction and reducing burnout.
11. What is the purpose of a nursing shared governance model? a) Decreasing nurse involvement in decision-making processes b) Enhancing nurse autonomy and empowerment c) Limiting opportunities for professional growth d) Promoting dependency on managerial discretion Answer: b) Enhancing nurse autonomy and empowerment Rationale: Nursing shared governance models aim to

involve frontline nurses in decision-making processes related to patient care, professional practice, and improvement initiatives. This empowers nurses to take ownership of their practice, enhances job satisfaction, and improves overall patient care outcomes.

12. How does the use of predictive analytics benefit healthcare organizations in terms of human resource management? a) Facilitating real-time patient monitoring b) Identifying potential staffing shortages c) Enhancing medication administration processes d) Reducing the need for continuing education programs Answer: b) Identifying potential staffing shortages Rationale: Predictive analytics uses historical data and statistical algorithms to forecast future trends. By analyzing patterns and data, healthcare organizations can predict potential staffing shortages or surpluses, allowing them to proactively adjust staffing levels, recruit additional resources, or redistribute workload to maintain optimal patient care.
13. What is the primary purpose of performance evaluations in healthcare organizations? a) Establishing unfair compensation practices b) Identifying areas for termination of employees c) Recognizing and rewarding employee achievements

legislation in healthcare? a) Limiting nurses' scope of practice b) Decreasing patient satisfaction scores c) Ensuring safe staffing levels for patient care d) Increasing healthcare costs Answer: c) Ensuring safe staffing levels for patient care Rationale: Nurse-patient ratio legislation aims to establish minimum staffing requirements to ensure safe care delivery and mitigate potential risks associated with understaffing. These regulations help ensure that nurses have the time and resources to provide adequate care, improving patient safety and outcomes. C: Which of the following best describes the role of a nurse manager in the context of human resources in healthcare? a) Overseeing patient care b) Managing staffing and scheduling c) Conducting medical procedures d) Administering medication Answer: b) Managing staffing and scheduling Rationale: Nurse managers are responsible for overseeing the staffing and scheduling of nurses within a healthcare facility, ensuring adequate coverage and efficient allocation of resources.

What is the primary purpose of workforce planning in healthcare organizations? a) Minimizing patient wait times b) Maximizing employee benefits c) Anticipating staffing needs d) Ensuring patient satisfaction Answer: c) Anticipating staffing needs Rationale: Workforce planning involves forecasting the future staffing requirements based on patient demand, seasonal variations, and other factors to ensure adequate coverage and optimal utilization of resources. In the context of healthcare human resources, what does the term "float pool" refer to? a) A group of nurses specialized in pediatric care b) Temporary staff hired for specific projects c) Nurses trained in emergency response d) A team focused on administrative tasks Answer: b) Temporary staff hired for specific projects Rationale: Float pools consist of temporary staff who can be assigned to different units or departments based on fluctuating patient volumes and staffing needs. Which of the following strategies is commonly used to address nursing shortages in healthcare organizations? a) Reducing patient admissions b) Implementing mandatory overtime c) Offering sign-on bonuses d) Decreasing nurse-patient ratios

What is the purpose of performance appraisals in healthcare human resources management? a) Determining employee eligibility for promotion b) Identifying training needs and development opportunities c) Assessing patient satisfaction scores d) Evaluating adherence to billing procedures Answer: b) Identifying training needs and development opportunities Rationale: Performance appraisals help identify areas for employee development and training to enhance their skills and competencies. Which of the following factors is critical for effective nurse retention in healthcare organizations? a) Competitive salary and benefits b) Frequency of staff meetings c) Availability of advanced medical equipment d) Length of employee lunch breaks Answer: a) Competitive salary and benefits Rationale: Competitive compensation and benefits play a crucial role in retaining nursing staff within healthcare organizations, especially amidst high demand and competition for skilled professionals. What is the significance of cultural competence in the context of healthcare human resources? a) Ensuring compliance with billing regulations b) Understanding and addressing diverse patient needs c) Implementing cost-saving measures

d) Streamlining administrative processes Answer: b) Understanding and addressing diverse patient needs Rationale: Cultural competence is essential for healthcare providers to understand and respond to the diverse cultural, linguistic, and social needs of patients and their families. Which of the following best describes the concept of "mandatory staffing ratios" in healthcare? a) Minimum number of patients assigned to each nurse b) Maximum number of hours a nurse can work per shift c) Required number of continuing education hours for nurses d) Maximum number of patients admitted to the hospital per day Answer: a) Minimum number of patients assigned to each nurse Rationale: Mandatory staffing ratios refer to the legally mandated minimum number of patients that can be assigned to each nurse, aiming to ensure safe and quality patient care. What role does a nurse recruiter play in healthcare human resources management? a) Conducting medical screenings for new hires b) Managing employee benefits and payroll c) Identifying and attracting qualified nursing candidates d) Overseeing patient discharge procedures Answer: c) Identifying and attracting qualified nursing candidates