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Staffing and Scheduling & The Personal Selection Process Flashcards

1
Q
  • The setting of a long term goals
  • is type of personnel needed to meet the labor requirements
  • special important phase
A

Staffing

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2
Q

Provides necessary support to the primary activities of the organization

A

Anchillary

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3
Q

5 Department of Anchillary

A
  1. Labortory Department
  2. Pharmacy Department
  3. Radiologist Department
  4. Nutrition and Dieteries
  5. Health Information Management
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4
Q

This refers to the range of skills and activities

A

Skill Variety

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5
Q

The employee will be a better role, motivated more, and better enchanted skills

A

High Skill Variety

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6
Q

Monotous, reptitive, boring, lead the employee to become unsatisfied and unmotivated

A

Low Skill Variety

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7
Q

This dimension measures the degree to which the job requires completion

A

Task Identity

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8
Q

This looks at the impact and influence of a job

A

Task Significance

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9
Q

This describes the amount of individual choice and discretion

A

Autonomy

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10
Q

This dimension measures the amount of information an employee receives about his or her performance

A

Feedback

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11
Q

The extent to which people believe that their job is meaningful

A

Experienced Meaningfulness of the Work

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12
Q

The extent to which people feel accountable for the results of their work.

A

Experienced Responsibility for the Outcomes of Work

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13
Q

The extent to which people know how well they are doing

A

Knowledge of the Actual Results of the Work Activity

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14
Q

Relief from boredom

A

Job Rotation

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15
Q

Increased responsibility wider range of duties

A

Job Enrichment

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16
Q

Extension of work plus additional tasks to obtain a complete unit

A

Job Enlargement

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17
Q

Breaking down into small sub-parts

A

Work Simplification

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18
Q

The job is simpilified by breaking it down into small subparts

A

Work Simplification

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19
Q

Is a job design process by which employees roles are rotated in order to promote flexibility

A

Job Rotation

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20
Q

This is a horizontal expansion in a job

A

Job Enlargement

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21
Q

Increases the employee’s autonomy and it is also called as vertical expansion

A

Job Enrichment

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22
Q

It should be competency based and reflects any skills needed

A

Job Description

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23
Q

Employees tasks that much be completed in order for a business or organization

A

Basic Core Task

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24
Q

Sets of abilities and knowledge used to perform practical tasks

A

Advanced Technical Skills

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25
Q

Mainly focusing on managing skills

A

Supervisory Responsibility

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26
Q

Five key sections common to most job descriptions:

A
  1. Job Title
  2. Minimum qualification and desired worker skills
  3. Job duties
  4. Responsibilities and accountability
  5. Job Relationships
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27
Q

Specific job duties must be identified to ensure that thd incumbent undertakes what he or she is to do

A

Job Specification

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28
Q

Pros of Generalist

A
  1. Staffing flexibility
  2. Entry level opportunities
  3. Breadth of knowledge
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29
Q

Cons of Generalist

A
  1. Increased resource allocation to maintain and document staff competency
  2. Entry level, as staff gain experience in tenure
  3. Lack of depth
30
Q

Pros of Specialist

A
  1. Depth of Knowledge
  2. Carrer ladder oppurtunity
31
Q

Cons of Specialist

A
  1. Narrow base of experience
  2. Limited flexibility in scheduling
32
Q

Can be simple or complex depending on the level of the position.

A

Search Process: Search Committee

33
Q

Interviewed by the supervisor and manager

A

For Entry Level Position

34
Q

Interviewed by the formal search committee

A

For the supervisory level or above

35
Q

In search process: Advertising

A

The advertisement should be
1. Concise
2. Starting the job educational requirements
3. Any applicable licensure of certification requirements
4. Brief summary of the main job responsibilities

36
Q

Three Common Techniques of Screening Resume

A

Group 1
Group 2
Group 3

37
Q

Consists of those individuals who have outstanding qualifications

38
Q

Includes those who meet just the minimum qualifications

39
Q

Includes those individuals who do not meet one or more qualifications

40
Q

Key points to consider when reviewing resume are

A

Spelling, grammar, and syntax

41
Q

The laboratory manager must assess the needs of the laboratory

A

Job Staffing

42
Q

Match the people presently working in the laboratory with current workload requirements

A

Staff Scheduling

43
Q

Can Improve or increase staff retention while continuing to pythe services required of the laboratory

A

Life Work Balance

44
Q

Scheduling processes are reviewed to provide options and opportunities

A

Metrics for Success

45
Q

Allows to meet workflow quotas

A

Reporting Efficiency

46
Q

Amount of time to complete a process

A

Turnaround Time

47
Q

Automated: 100 tests for 8 hours Manual: 50 tests for 8 hours

A

Productivity Measurement

48
Q

Impact on Staff

A

Scheduling Process

49
Q

Staffing and Scheduling are very dependent on the:

A
  • Locale
  • The availability of technical staff
  • The practice patterns by physicians
  • The service lines offered by the healthcare facility, and patient expectations
50
Q

Steps in Making Schedule

A
  1. Plan a Schedule Management
  2. Define Activities
  3. Sequences Activities
  4. Estimate Activity Resources
  5. Estimate Activity Durations
  6. Develop Schedule
51
Q

Based on the practice eight bour shifts which depend upon the demand and the availability of personnel

A

General Comments on Staffing and Scheduling

52
Q

Need Assessment

A

Requirement and Selection of Employees

53
Q

First step in selection process

A

Initial Screening

54
Q

Education, experience, and licensure examinations

A

Minimum Criteria

55
Q

Process by which a job vacancy is identified

A

Requirement

56
Q

Outline of the role of the job holder

A

Job Description

57
Q

Outline of the skills and qualities required of the post holder

A

Person Specification

58
Q

Steps involves in choosing people who have the right qualification to fill a current or future job opening

A

Selection Process

59
Q

Are responsible for the hiring of individuals

A

Manager and Supervisor

60
Q

Define and guide the managers in selecting applicants

A

Human Resource Management

61
Q

Steps in the Selection Process

A
  1. Posting or advertising job vacancies
  2. Receptions of applications either in person or inwritting
  3. Preliminary interview steps in the selection process
62
Q

Pre employment interview:
Interview questions

A

Personal, history, education background, volunteer activities, work experience

63
Q

Measures the ability of applicant in doing their task

A

Performance Tests

64
Q

Include general reasoning and mental abilities like memory and inductive reasoning

A

Intelligence Tests

65
Q

Interventory of the likes and dislikes of the applicant in relation to their work

A

Interest tests

66
Q

Pointers in personnel selection

A

Employment

67
Q

It is the introduction of the employee to his new environment

A

Personnel Operation

68
Q

It consists of periodic written reports on employees performance

A

Personnel Evaluation

69
Q

Is the advancemen of an employer to a better job better in terms of greater responsibility

A

Promotions

70
Q

For the protection of both employee and employer

A

Disciplinary Dismissal

71
Q

Provides a ready reference to an employee

A

Personnel Records

72
Q

8 Personnel Records

A
  1. Job Description
  2. Education
  3. Experience
  4. Qualifications
  5. Length of Employment
  6. Job References
  7. Written Reprimands
  8. Comments and Personal List

Lab Man (1 decks)

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