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Question 1. Consider an employee who always performs satisfactorily but has little or no opportunity to improve and can go no higher in the organization and does not aspire to do so. Why is it considered necessary to continue periodically appraising this employee’s performance? Should the employee be required to continue with professional training? Why or why not?
Question 2. Why is it necessary for a health care institution to have official written policies for addressing issues of medical ethics? Provide an example of how ethical standards can change over a period of time.
Question 3. What are the advantages of using capable senior employees as mentors or trainers for newer employees? How long should someone be considered a new employee and for what length of time should a senior employee remain a mentor for new hires?
Question 4. Compare and contrast the advantages and disadvantages of grooming an internal candidate and an external candidate as part of a succession plan. Provide two or three examples in your response.
Question 5. Why do many organizations require that significant disciplinary actions be cleared with HR before they are implemented? Besides any legal risks that you may have already mentioned, what are some of the moral issues that can be addressed by using HR to review or clear disciplinary actions?
Question 6. Describe three or four differing academic backgrounds that might be found among HR practitioners. What are the advantages or disadvantages of each in equipping an individual to provide HR services in a health care environment?
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