HLTH 4120 Midterm Exam 2025/2026 Complete Aswered.

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1. Under the provisions of the Employee Polygraph Protection Act (EPPA): 2. As compared with recruitment by transfer or promotion from within the organization, recruitment for an especially... desirable position from outside of the organization: 3. The primary benefit of establishing an employment office was: 4. Most legislation affecting employment relationships was passed during the final four decades of the 20th century. 5. It is usually preferable to first recruit externally for new talent before opening up an available job to present employees. 6. Many the personnel departments' image problems were owing to the performance and behavior of personnel practitioners who were not fully prepared for the times. 7. The 1991 amendments to the Civil Rights Act made it more difficult for employees to sue employers for alleged violations and thus reduced potential legal costs for employers. 8. The Labor Management Relations Act of 1947, commonly referred to as the Taft-Hartley Act, amended the National Labor Relations Act and: 9. Nurses in early hospitals tended to avoid hiring because of potential legal pitfalls 10. Human resources should provide constant support for the manager in recruiting for any open position regardless of how long it takes to find the ideal candidate. 11. The interviewer should be attempting to judge whether the applicant who is employed elsewhere is seeking change to obtain something desired or to escape something that is dissatisfying. 12. The employment recruiter should not send an application along with the applicant unless recruitment is urgent. 13. In preparing to interview a job applicant, the department manager should: 14. The interviewing manager should always rely on the employment recruiter to address apparent gaps in an applicant's employment history. 15. Reengineering has brought about a two-fold increase in the size of the average health care human resource department. 16. It is not necessary for a job description to capture every last detailed task that may be encountered in the performance of the job. 17. In certain specific instances it is legally permissible to ask an applicant if he or she has ever been arrested. 18. Nonexempt positions are usually covered by job descriptions, but it is neither necessary nor appropriate to write job descriptions for exempt position. 19. The Health Maintenance Organization (HMO) Act (1973) took precedence over all state regulations that presented any barriers to the formation of health maintenance organizations. 20. The human resources specialty of labor relations was established for the purpose of dealing with labor unions. 21. The Age Discrimination in Employment Act (ADEA) removed most employers' ability to mandate retirement at a certain specified age. 22. A professional employer organization (PEO) provides the means for some smaller organizations to obtain most of their human resource services externally. 23. An important use of a properly prepared job description is: 24. Through the overall course of an interview, the interviewer should, on average, do less talking than the applicant. 25. It is important that the interviewing manager be the person to extend the formal offer of employment [Show More]

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