NAB NHA Exam- Human Resources With Correct Answers.
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NAB NHA
Institution
NAB NHA
NAB NHA Exam- Human Resources With Correct Answers.
purpose of human resources
to provide quality resident care with efficiency and economy. MUST:||1. Employ qualified person for each position.|2. Create a POSITIVE WORK ENVIRONMENT
What are the three factors that promote positive work environm...
NAB NHA Exam- Human Resources With Correct
Answers.
purpose of human resources
to provide quality resident care with efficiency and economy. MUST:||1. Employ
qualified person for each position.|2. Create a POSITIVE WORK ENVIRONMENT
What are the three factors that promote positive work environment between staff
and management:
a. POLICIES and PROCEDURES- clear guidelines for employees to work by. |b.
SOCIAL ENVIRONMENT - people like to wrk with others (few hermits) i like the I work
with: pleasant, congenial, cooperative |c. WORK ITSELF- interesting, challenging,
satisfying, fulfilling - i like what i do. |
EEOC
Equal Employment Opportunity Commission
OSHA
Occupational Safety and Health Administration
INS
Immigration and Naturalization Service
Policies, Procedures, and Rules (PPR's)
1. FIRST STEP in human resource management|2. PURPOSE: provide information on
what management expects of employees and what employees expect from
management|3. DEFINITIONS| policies - flexible| rules - inflexible|4. EMPLOYEES
HANDBOOK - simply written PPR's on personnel management. Copy for each emplyee.
staffing requirements for DON
Must be an a registered nurse. May serve as charge nurse only when 60 or fewer
residents. Must have a RN 8 consecutive hours a day/ 7 days per week unless have a
waiver.
staffing requirements for charge nurse
licensed nurse on each tour of duty unless have a waiver (waivers for medicare facility
granted by CMS; for medicaid, by state)
staffing requirements for CNAs
each state must maintain a registry which includes name, address, SS #, DOB, record
of training and competency evaluation completed, (name and date of program),
documentation of any act of neglect, abuse, or misappropriation property.
policies/procedures for CNA requirements
1. NURSING home must verify that CNA is registered and is in good standing before
hiring|2. RE-registration every 2 years|3. DISCIPLINE. if CNA is reported to have
committed any violations of concerning abuse, neglect, or misappropriation of property,
the administrator must:| - insure that it cannot happen again until the case is completed.
30 days.| - report incident to the state Medicaid complaints office.| - do a full
investigation and document.|4. NEVER hire a CNA found guilty of one of these three
violations.|5.NURSING hours /resident days - set by state, approved by CMS
staffing requirements for Social Worker|
More than 120 bed facility, SW must have at least bachelors degree in social work orin
human services field (sociology, special ed., rehab, counseling, psychology, etc.) PLUS
, 1 year supervised SW experience working with individuals in health care facility.| 120
beds or less; state sets requirement.
Resident Activity Director (RAD): Therapeutic Recreation Specialist
preferred: licensed or registered, if applicable, or eligible for certification as a TRSor an
activities professional by a recognized accrediting body; or is a OT or OTA; or in a
social or recreational program withing the past 5 years. 1 of which was full time in a
patient activities program in a health care setting.
staffing requirements for dietitian
registered by ADA, or qualified by education, training, experience as approved by state|
Dietary Manager - certified by board of Dietary Managers as a Certified Dietary Manger
(CDM)
staffing requirements for consultants, professionals
administrator must ensure all outside resources used are qualified to provide service|
pharmacists| rehab therapists|
are there any specifications for workers in dietary, housekeeping, laundry, and
maintenance?
no specifications. a director of environmental services preferred to be over the last three
departments
Define job
collection of tasks that can be performed by an employee.
define job classification
titles of jobs, ruse, aide, secretary
define job analysis
first step is to identify |1. tasks|2. knowledge, skill, behaviors needed. |Best person to
help determine is the employee. use to develop job description.
define job assignment
pacific assignment of duties (usually written)
define job evaluation
appraisal of a job of by application of standards in order to rank or rate jobs. used to
determine pay levels
define job description
list of duties, level of authority, distinguishing features of work, special requirements as
standing, stooping, lifting, and qualifications-required license, training, etc.
define job specifications
usually same as job descriptions
professional ethics
administrator must know ethics of practice of all staff, hold professional staff to their
code. ||1. REPORT unethical practice to proper Board an/or agency|2. ETHICS in prace
as relates to residents - ETHICS COMMITTEE
Employment practices
1. Advertising (external recruitment)|2. Job Posting (internal recruitment)|3. Staff one of
the best sources of applicants|4. CNA registry|5. Labor Pool - disadvantages: affects
care, decreases morale, increases cost.|6. Employment agency - advantages: screens
for basic job requirements|7. Application form - may not ask birthday, sex, marital
status, nationality, children (arrest records), birthplace, physical size, etc.| Fill out alone
in facility to test reading level| include permission to contact references|8. Most states
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