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BUSINESS MANAGEMENT Lecture : Management_Procedures_for_New_Managers

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ellainequibol212
20 Feb 2022
School
Cavite State University
Department
Business
Course
BUSINESS MANAGEMENT
Professor

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Document Summary

A control method is a series of steps for planning, organizing, and carrying out major projects. It"s a good idea to document your control strategy in an internal wiki so you can refer to it whenever you start working on a new project. It also makes it easier for other managers and coworkers to follow your lead while you"re ill or on vacation. A control method provides a repeatable set of steps on which you can rely to complete your work. These strategies ensure that you can meet your obligations on a regular basis, making it easier to streamline your modern- day operations and tackle new, difficult projects. Management strategies also give your employees more autonomy, which is a basic mental need and a major contributor to happiness. On the other hand, relying on methods and policies that dictate how your employees can and cannot do their jobs reduces innovation and worker engagement.

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Related Questions

One of the first things you learned as a new employee of the medical center was the critical importance of the revenue cycle and its consequential management. You were eventually promoted to the position of revenue cycle auditor, which requires you to complete the following auditing processes:

•Compliance monitoring

•Denials management

•Tracking resubmitted claims and appeals for denied claims

•Posting late charges and lost charges

 

Your job also requires you to monitor resource allocation using data metrics and analytics reported by departments of the medical center and state health care organizations. You are able to utilize data analytics from data warehouses as well as perform data mining.

 

What is the definition of revenue cycle management?

QUESTION 1

  1. Some workers are being paid above their pay range and then they get their wage rate frozen at their current rate of pay until salary scales catch up. What is this practice is called?

    a.

    green-circling

    b.

    red-circling

    c.

    merit pay reduction

    d.

    conservative pay reduction

1 points   

QUESTION 2

  1. Functional job analysis was pioneered in the United States in the 1930s and is the precursor to the Canadian National Occupational Classification system.

     True

     False

1 points   

QUESTION 3

  1. Which method of job analysis focuses on the behaviours that make up a job and uses job elements to describe work activities?

    a.

    Position Analysis Questionnaire

    b.

    Interviews

    c.

    Observation

    d.

    Functional Job Analysis

1 points   

QUESTION 4

  1. A job specification is summary of the duties, responsibilities, and reporting relationships pertaining to a particular job.

     True

     False

1 points   

QUESTION 5

  1. What is one problem with using the ranking/paired job evaluation method?

    a.

    It is time consuming.

    b.

    It is not acceptable to pay equity commissions.

    c.

    It is not acceptable to employment equity commissions.

    d.

    It cannot address external market equity.

1 points   

QUESTION 6

  1. What are the three main reasons for conducting job evaluations?

    a.

    to decrease wage costs, to create job families, and to create pay equity

    b.

    to control wage costs, to create equitable pay structures, and to create employment equity

    c.

    to control wage costs, to create equitable pay structures, and to create the perception of an equitable pay system among participants

    d.

    to increase wage costs, to create equitable pay structures, and to create pay equity

1 points   

QUESTION 7

  1. In 2018, Canada passed pay equity legislation that applies to all employers in Canada.

     True

     False

1 points   

QUESTION 8

  1. A job description is a summary of the employee qualifications required to perform the duties for a given job.

     True

     False

1 points   

QUESTION 9

  1. What is the major benefit for the ranking method of job analysis?

    a.

    It creates a series of grade descriptions.

    b.

    It creates a series of grade descriptions.

    c.

    It creates relative equal intervals between job classifications.

    d.

    It incorporates market data.

1 points   

QUESTION 10

  1. What occurs to the female job class if the percentage of secretaries in that job class changes from 95 percent to 30 percent?

    a.

    It becomes a new job class.

    b.

    It becomes a male job class.

    c.

    It remains a female job class.

    d.

    It becomes a gender neutral job class.

1 points   

QUESTION 11

  1. Why might using job descriptions for job evaluation purposes prove problematic?

    a.

    Companies simply do not keep wage rates updated.

    b.

    The dynamic nature of the general environment creates a situation whereby job duties change without human resources departments noticing it.

    c.

    Creating and maintaining job descriptions is not a laborious process.

    d.

    The output created by the job analysis process yields poor results.

1 points   

QUESTION 12

  1. What is a valid reason to re-evaluate jobs?

    a.

    A new member joins the committee.

    b.

    The compensation-level strategy changes.

    c.

    A new performance system is implemented.

    d.

    There is a high level of appeals.

1 points   

QUESTION 13

  1. What is the first step in most pay equity processes?

    a.

    analyze gender data

    b.

    determine what rules and laws apply

    c.

    review compensation

    d.

    analyze and compare jobs

1 points   

QUESTION 14

  1. Which term refers to an organization that gives an employee the ability to appeal a decision of the job evaluation committee?

    a.

    procedural justice

    b.

    distributional justice

    c.

    organizational justice

    d.

    grievance system

1 points   

QUESTION 15

  1. What is the observation method of job analysis well-suited for?

    a.

    jobs that have a short work cycle

    b.

    jobs with a long work cycle

    c.

    minimum wage jobs

    d.

    minimum wage jobs

1 points   

QUESTION 16

  1. Which term refers to the relative value of different jobs as determined by knowledgeable individuals?

    a.

    the proxy method

    b.

    PAQ analysis

    c.

    paired comparison method

    d.

    the ranking method

1 points   

QUESTION 17

  1. Once an organization has posted its pay equity plan, it has met its legal responsibility under the legislation and no further action is required.

     True

     False

1 points   

QUESTION 18

  1. Which job evaluation category uses human judgement as the determining factor?

    a.

    whole job

    b.

    factor comparison

    c.

    statistical/policy capturing

    d.

    point-factor management analysis

1 points   

QUESTION 19

  1. ABC Inc. is a new organization planning to launch a call centre in the next six months. You have been tasked with creating detailed job descriptions for several operational roles in the call centre. Which information collection method would you likely rely on to gather job information?

    a.

    utility analysis

    b.

    functional job analysis

    c.

    variable analysis

    d.

    data analysis

1 points   

QUESTION 20

  1. What is a primary problem of job analysis process?

    a.

    creating too many job families

    b.

    analyzing the jobholder not the job

    c.

    having a committee

      d.

    professional designations

  1. How can HR professionals demonstrate that they provide value in terms of return on investment for an organization?
  2. How do an organization’s vision, mission, and strategywork together to help organizations survive and thrive, and what is the role recruitment and selection plays in this? Clearly define each of the terms within your answer.
  3. Discuss the impact of demographics and current socioeconomic conditions on organizational recruitment and selection practices for organizations.
  4. Discuss the impact of demographics and current socioeconomic conditions on organizational recruitment and selection practices for organizations.
  5. Can an invalid selection test be reliable? Can an unreliable selection test be valid? Explain, and provide examples of each instance to illustrate.
  6. Compare and contrast content, construct, and criterion related validity strategies? Provide an example of each approach
  7. Define, compare, contrast, and provide examples of fairness and bias as used in the context of HR selection
  8. Would the Canadian Charter of Rights and Freedoms prohibit an employer from putting in place a selection system that favoured women over men in the hiring process? Could such discrimination ever be justified under the Charter?
  9. What are the prohibited grounds of employment discrimination in Alberta, define prohibited grounds of employment discrimination?
  10. What does it mean to accommodate someone to the point of undue hardship?
  11. Why is basing hiring practices on a “gut feeling” risky business?
  12. Why is a job analysis essential to the defence of any selection process or selection system?
  13. What is the relationship of a “position” to a “job” and a “job” to a “job family”?
  14. What are the major differences between a competency-based selection system, and one developed through job analysis?
  15. What is a competency? Defend your answer
  16. If you were limited in selecting employees based on only one of the four types of performance discussed in this chapter, which one would you choose? Why?
  17. Why is it important to understand performance as part of the recruitment and selection process?
  18. Define task performance, contextual performance, adaptive behaviour, and counterproductive behaviour. Discuss the role each of these plays in developing a recruitment and selection system.
  19. List and explain each of the performances defined in Campbell’s performance taxonomy