MRT 213 FINAL EXAM 2
Terms in this set (54)
should be assessed separately from overall variances in group performance. it is important to assess individual job performance regularly so variances in productivity or quality of tasks are caught early on.
individual variances in job performance (EARLY INTERVENTION)
accumulation of job knowledge from action and practice and is linked to the tasks and duties associated with a particular job. leads to the amassing of relevant knowledge, skills, and abilities that should positively impact job performance.
HUMAN RESOURCES DOES ALL EXCEPT
the rater subjectively assesses all performance for an employee as either positive or negative based one specific aspect rather than the performance overall. a common rater error when using graphic rating scales.
initiated whenever an individual's job performance is substandard or the employee violates a departmental or healthcare organizational policy. strategic roadmap for the employee to utilize to achieve more positive results within his or her job. begins whenever a manager identifies that an employee is performing below the expectations for a particular job standard.
performance improvement plan
provide feedback to the employee on the self assessment completed _________ to the meeting
what phase of addie are you in when assessing learning objectives?
sexual harassment training would be done at the ______ level.
writing objectives and setting training budget would be done at this level of ADDIE?
if a person's workspace has post it notes everywhere to help them understand, they are this type of learner?
this type of on the job training, is a method in which one employee follows another employee to observe certain functions of their job.
a formal agreement granting an individual permission to practice in a profession. usually conferred by a national professional organization dedicated to a specific area of healthcare practice
legal authorization granted by a state to an individual that allows the individual to provide healthcare services within a specific scope of services and geographical location.
instructional method that allows participants to control their learning and progress at their own pace.
what is a disadvantage to seminars?
more expensive than on site training and development
meaning that the instructor and participants present together for one or two way communication. ex: video conferencing
disaster preparedness is this type of training?
nonhierarchial organization model
allow for more responsiveness within a changing healthcare environment. reflect a combination of interconnected horizontal networks.
body of persons delegated to consider, investigate, take action on, or report on some matter.
involved in mock surveys and providing policies and procedures pertaining to HIM
provides statistics on drug reactions, overdosing, and underdosing as identified by coded data
pharmacy and therapeutics committee
this committee will provide support for ongoing employee social activities throughout the department such as planning pot lucks, managing the office coffee pot and snacks, providing policies for when flowers should be sent to employees and organizing parties for employee life events
employee activities committee
when starting up committees, the HIM director should not?
appoint herself the chairperson of all committees.
new graduates should join this professional organization?
HIM professionals need to be recognized as the experts in health information governance and should share the knowledge with others in their healthcare organizations.
HIM professionals can use the______________________ to assess gaps in knowledge.
AHIMA Professional Development Inventory/ Curriculum Competency Map
Which is not an emerging role in the medical field?
first step in conducting a job analysis is?
performing a job needs assessment
a procedure performed by collecting, analyzing data to determine what is required lacking, or desired by an employee, group or organization.
triggered by new technologies, new or revised regulations and new or revised accreditation or certification standards.
set forth the criteria between or among the various levels of jobs within an organization that represent the pay level of the position.
grade level assignments
identifies the different levels of learning to create the verb.
when can't a job title be changed?
if an HIM employee doesn't like having the same job title as another employee.
describes the key tasks and responsibilities of a job.
what are the three dimensions of job crafting?
tasks, relationships, perceptions
secondary data collection methods:
technical conference method
occupational information network (O*NET)
tips for documenting job tasks
do not combine too many tasks
the situations or conditions where the employee performs the job, should also be included in the job description
organizations also outsource certain positions, designating certain positions or functions to be filled on a permanent basis by contracted employees.
indirect cost is lost productivity due to
if a employer hires someone who fails to check references and that employee hurts someone that have committed?
involves three different interviews with the supervisor of the position, peers of the position, and subordinates of the positon
when employees chose to leave an organization, it is called, __________ turnover
intended to determine if the applicant knows how to do the job.
job knowledge questions
a direct cost to employer turnover is?
separation accrued payments.
these completed by employees as they leave the organization can provide additional information about areas that might need improvement.
occurs when poor performing or disruptive employees leave the organization.
when facility downsizes due to financial necessity
each job is rated according to how valuable it is to the organization
set of tools and practices for setting performance goals and designing sustainable job improvement strategies with employees, monitoring employee progress towards job performance goals with feedback, and coaching by managers and measuring individual or group performance.
a department office layout is NOT a
performance management tool
statistical method that reviews a select portion of tasks performed and provides baseline data for further job performance assessment.
job performance standards should be written employing this technique?
specific, measurable, attainable, realistic, timely
take into consideration....
EVALUATION OF PERFORMANCE
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