Which administrative management system is used to evaluate the validity and performance of other data and systems?
Human-resources information systems
Clinical decision support system
Registration and scheduling system
Quality assurance system
The Correct Answer is D
A. Human-resources information systems. – This system focuses on employee management and does not specifically evaluate data validity or performance across other systems.
B. Clinical decision support system. – This system aids in clinical decision-making by providing evidence-based recommendations but does not evaluate the overall performance of data and systems.
C. Registration and scheduling system. – This system is primarily for managing patient appointments and does not assess the validity or performance of other systems.
D. Quality assurance system. – This system is dedicated to evaluating and ensuring the quality and performance of healthcare services and data, making it the appropriate choice.
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Related Questions
Correct Answer is C
Explanation
A. Referring the patient to their primary care physician. – This may be helpful, but it could delay the patient’s ability to make informed decisions about their medication purchase.
B. Communicating with the pharmacy and the patient's primary care physician to acquire the necessary documents. – This could be time-consuming and may not be necessary for over-the-counter medication.
C. Referring the patient to the associated pharmacy agent. – Pharmacy agents are knowledgeable about medications, including over-the-counter options, and can provide immediate guidance on contraindications.
D. Communicating via the patient portal while utilizing the presented allergy data available to assist the patient through the same portal. – While the patient portal can be helpful, it may not provide real-time assistance compared to direct communication with pharmacy staff.
Correct Answer is C
Explanation
A. A nursing department determining staffing levels. – While a gap analysis could theoretically be used to assess staffing needs, it is more commonly applied to evaluate broader strategic gaps rather than specific resource allocation like staffing levels.
B. A nursing director conducting focus group interviews with five nurses. – Focus groups can be part of data collection, but they don’t constitute a full gap analysis, which requires a more structured assessment to compare current versus desired states.
C. A nursing director evaluating needs prior to transitioning to a new EHR. – A gap analysis is used here to assess current system capabilities versus the requirements for the new EHR, helping to identify what resources, training, or systems are needed for the transition.
D. A nursing leader observing nurses as they work. – Observation can inform a gap analysis but, on its own, does not constitute a complete analysis of needs or gaps in the current state versus future requirements.
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