Struggling on this one. Any help would be awesome.

 

The CIO and HIM Director are developing an updated privacy and security strategic plan for the HIM department. Cybersecurity is a major area of discussion. The legislation that regulates the tracking of requests for and disclosure of health information is:

(A) ARRA

(B) HIPAA

(C) HITECH

(D) TEFRA

In order to meet the demands of the medical staff members to be notified when a malpractice request for medical records is processed, the HIM Assistant Director has developed a specialty report with the pertinent information being requested. This report is presented at the monthly Medical Staff Committee meeting. The appropriate term used to indicate that reports and letters can be tailored and changed to meet the requirements of the request or the needs of the recipient within a disclosure of health information system is:

(A) Manipulation

(B) Conversion

(C) Customization

(D) Renovation

Recommend a go-live model that will allow the healthcare organization to implement all features of the new information system in one department.

(A) Phased

(B) Pilot

(C) Cutover

(D) Parallel

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