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LABMAN > midterm - STAFFING AND SCHEDULING > Flashcards

midterm - STAFFING AND SCHEDULING Flashcards

1
Q

According to Healthcare Finance News “Labor costs
continue to be hospitals’ biggest expense” This
statement includes the clinical laboratory, where human
resources account for ___ of the laboratory budget.

A

42%

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2
Q

The ___and ___ required of the staff as
well as staff scheduling models can optimize laboratory operations

A

education ; experience

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3
Q

Failure to recognize the impact of staffing and
scheduling might diminish ___AND __.

A

services provided
negatively affect the operating budget

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4
Q

4 criteria important when in comes to setting long term goals

A

job design
job description
Job specification
job scheduling

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5
Q

5 course of dimension fo job design

A

skill variety
task identity
tasksignificance
autonomy
feedback

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6
Q

one of the 5 dimension under job design

range of skills and activities necessary to complete the job

A

skill variety

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7
Q

The extent to which a job requires a
variety of skills to carry out the tasks involved.

A

skill variety

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8
Q
  • The degree to which a job requires
    completing a “whole” piece of work from beginning to
    end
A

task identity

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9
Q

an ability to complete a required task

employees that are involve from the start to finish are more satisfied

A

task identity

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10
Q

The extent to which the job has an
important impact on the lives of other people

A

task significance

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11
Q

impluence and impact on the job

A

task significance

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12
Q

The degree to which the job allows an
individual to make decisions about the way the work
will be carried out.

A

autonomy

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13
Q

also known as self government

A

autonomy

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14
Q

this dimension measures the amount of information about the employee receive about his or her performance

A

feedback

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15
Q
  • The extent to which a person receives
    clear information about performance effectiveness from
    the work itself.
A

feedback

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16
Q

those 5 dimenson, we can acheve psychological state.

what are those 3

A

experience meaningfulness at work
experience responsibility
Knowledge of the actual results of the work activity

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17
Q

3 dimensions where in the employee believe that at heir job is more meaningful and they are valued than appreciated

A

skill variety
task identity
task significance

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18
Q

a dimension related to responsibility,

A

autonomy

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19
Q

a dimension related to extent to which people to knopw how well they are doing

A

feedback of personal evaluation

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20
Q

the best theory for job design

A

Two Factor Theory (Frederick Herzberg’s )

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21
Q

2 factor for Two Factor Theory (Frederick Herzberg’s )

A

extrinsic/hygiene or intrinsic/motivation

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22
Q

Job descriptions should be based on __ and reflect any skills needed

A

competency

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23
Q

in terms of job description, each duty can be classified into

A
  • basic core task (as a generalist)
  • advance technical skill
    -suprvisor responsibilitie
24
Q

five key sections common to most job
descriptions:

A
  • Job title
  • Minimum qualifications and desired worker skills
  • Job duties
  • Responsibilities and accountability
  • Job relationships
25
Q

job description criteria

A

regulatory
certification
education
training
experience
physical demands
skills, abilities, knowledge base
work environment

26
Q

check if what we’re doing fit on the job description

A

job specification

27
Q

processing urine and feces

A

generalist

28
Q

molecular biology

A

specialist

29
Q

pros for generalist

A

flexibility
entry level opportuities
breadth of knowledge

30
Q

cons for generalist

A

increase resource allocation to maintain teh documents staff competency

entry level, as staff gain experoence in tenure

lack of depth

31
Q

pros for specialost

A

depth of knowledge
career ladder
opportunity

32
Q

cons for specialist

A

narrow base of experience
limited flexibility in scheduling

33
Q

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

A

job description

34
Q

A ___ job description offers a clear and complete format that addresses the expectations for both the employer and the employee

A

criterion-based

35
Q

It should be based on legal regulations, certification needs, educational essentials, critical tasks related to the job, and work environment needs

A

Criterion-based Job Description

36
Q

Finding the “right fit” based on education, specific technical skills, and experience is critical.

A

staffing process

37
Q

Finding the “right fit” based on __, __, and ___

A

education, specific technical skills, and experience is critical.

38
Q

also referred to aswork designortask design

A

Job design

39
Q

a core function ofhuman resource managementand it is related to the

A

specification of contents
methods and relationship of jobs

40
Q

: The extent to which people believe that their job is meaningful, and that their work is valued and appreciated (comes from core dimensions 1-3).

A

Experienced meaningfulness of the work

41
Q

The extent to which people feel accountable for the results of their work, and for the outcomes they have produced (comes from core dimension 4).

A

Experienced responsibility for the outcomes of work

42
Q

The extent to which people know how well they are doing (comes from core dimension 5).

A

Knowledge of the actual results of the work activity

43
Q

whe it comes i seacrhing, we need a commitee

A
  • pathologist
  • chief medtech
  • at least 1 section head
44
Q

in search process: advertising

The advertisement should be:

A

Concise
stating the job title
the minimum educational requirements
any applicable licensure or certification requirements
brief summary of the main job responsibilities.

45
Q

in searhing process, we need to group them

what are they

A

group 1
group 2
group 3

46
Q

which group consists of those individuals who have outstanding qualifications and are strong candidates for the job.

A

group 1

47
Q

which group includes those who meet just the minimum qualifications.

A

Group 2

48
Q

which group includes those individuals who do not meet one or more of the qualifications.

A

Group 3

49
Q

Key points to consider when reviewing résumés are ___, ___, and ___. Not taking the time to carefully review and submit a well-written résumé suggests a lazy, irresponsible, poorly educated, or otherwise less than acceptable candidate

A

spelling, grammar, and syntax

50
Q

Considerations in Creating a Resumé

A
  • Informal writing, inappropriate use of abbreviations, colloquialisms
  • Handwritten or photocopied résumé
  • Appearance
  • Colored paper, embossed emblems or watermarks, perfumed paper
    -Minimum qualifications
    -Too much information
    -Discriminatory practice
    -Inconsistencies in work history, education, or other time- relevant events.
51
Q

Ten interview tip

A

Prepare before the interview; do not use the interview time to look at the candidate’s résumé for the first time.
Allow an adequate amount of time for the interview.
Avoid interruptions. Schedule the interview in a quiet area.
Welcome each candidate warmly and make the candidate feel at ease.
Explain the interview process and what follow-up the candidate might expect.
Avoid asking stress questions.
Avoid controversial issues. Do not ask illegal questions
Do not make promises to the candidate that you cannot keep.
If you do not know the answer to a question, don’t guess.
Don’t do all the talking.

52
Q

Moderately and highly complex tests, requires a different group of technical staff than a laboratory performing mostly routine testing on automated analyzers. Specialty areas in microbiology, surgical pathology or cytology, and blood bank also require special consideration

A

test mix

53
Q

– A full-service laboratory supporting an ER and/or intensive care units requires a different pattern than an outpatient laboratory or POL providing ser- vices Monday to Friday for one shift. Staff must be available to support the emergency room and critical care units, at least for those tests that must be available as STAT tests at all times.

A

hours of operation

54
Q

To schedule staff effectively, the laboratory manager must understand the following:

A

needs of the laboratory
hours of operation
the staff required versus the needs of the employees

55
Q

Metrics for Success

A

Reporting efficiency
Turnaround time (stat - 30 mns - 1hr)
Productivity measurements
Impact on staff
Scheduling processes

56
Q

key points
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

57
Q
A

LABMAN (10 decks)

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