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急速に発展している世界のすべての人にとって、良い仕事をすることがますます重要になっていることは私たちに知られています。 CPHRM認定を取得することがますます困難になっていることがわかっています。仕事、賃金、およびCPHRM認定が心配な場合、これを変更する場合は、CPHRM試験トレントで高品質の問題を解決するのを手伝います。無料でダウンロードできます。 CPHRMガイドトレントのウェブ上のデモ。 CPHRM試験の質問に後悔しないことをお約束します。
質問 # 73
In enterprise risk management, which of the following are external factors that may affect risk?
正解：B
解説：
According to Health Care Risk Management standards supported by ASHRM and enterprise risk management ERM principles, external factors include conditions outside the direct control of the organization that influence strategic, operational, financial, and regulatory risk exposures.
A physician shortage is an external workforce market condition that can affect staffing stability, access to care, and malpractice exposure. New regulations are also external factors, as legislative or regulatory changes may alter compliance requirements, reimbursement structures, or reporting obligations. Similarly, soft insurance market trends reflect external economic and underwriting environments that influence premium pricing, availability of coverage, and risk financing strategy.
Resolution of claims, however, is generally an internal operational or claims management outcome. While influenced by external legal environments, the resolution process itself is primarily part of internal risk management and litigation strategy rather than a broad external environmental factor.
ERM objectives emphasize analysis of external environmental drivers, including regulatory, workforce, economic, and market conditions. Therefore, physician shortages, new regulations, and soft insurance market trends are external factors affecting risk, while resolution of claims is not primarily classified as external.
質問 # 74
If a practitioner requests a telemedicine consult with another practitioner in another state, the consultant:
正解：A
解説：
Telemedicine licensure is largely state-based in the U.S., and many states require the consulting clinician to be licensed in the state where the patient is located (with exceptions such as specific compacts, special telehealth registrations, or emergency provisions). Risk management objectives include verifying licensure
/credentialing before services, ensuring privileging-by-proxy processes where applicable, confirming malpractice coverage for telehealth and cross-state practice, and ensuring informed consent/privacy safeguards. Failure to comply can trigger regulatory penalties, payer issues, and liability exposure if care is delivered without proper authorization.
質問 # 75
Supervisors who conduct job interviews may ask which of the following questions?
正解：B
解説：
Under Health Care Risk Management standards aligned with ASHRM and the American Hospital Association Certification Center, employment interview questions must comply with federal and state anti-discrimination laws, including the Americans with Disabilities Act ADA, Title VII of the Civil Rights Act, the Pregnancy Discrimination Act, and the Immigration Reform and Control Act.
Questions about prescription medications may violate ADA provisions by eliciting information about potential disabilities prior to a conditional offer of employment. Asking whether a candidate plans to have children may constitute unlawful discrimination based on sex or family status. Inquiring directly about citizenship may violate federal employment eligibility standards; employers may instead ask whether the applicant is legally authorized to work in the United States.
In contrast, asking whether a candidate can meet the organization's attendance requirements is permissible because it relates directly to essential job functions and business necessity. Employers may inquire about the ability to perform job-related duties, provided questions are applied consistently to all applicants and are not designed to screen out protected classes.
Legal and regulatory objectives emphasize nondiscriminatory hiring practices and adherence to equal employment laws. Therefore, questions regarding attendance requirements are appropriate in a job interview setting.
質問 # 76
An employer is not required to offer a reasonable accommodation to a job applicant with a qualified disability unless
正解：A
解説：
Under Health Care Risk Management principles aligned with ASHRM and the American Hospital Association Certification Center, compliance with the Americans with Disabilities Act ADA requires employers to provide reasonable accommodations to qualified individuals with disabilities. However, the obligation to provide accommodation is generally triggered when the applicant or employee makes the employer aware of the need for accommodation.
The interactive process required by the ADA begins once the applicant requests an accommodation or discloses a need related to a disability. Employers are not required to speculate about potential disabilities or initiate accommodations without notice. While documentation may be requested to verify the disability in certain circumstances, proof is not the triggering requirement. Instead, the request itself initiates the employer' s duty to engage in good faith discussion to determine reasonable accommodation.
Withholding accommodation that creates an unsafe condition may raise separate workplace safety concerns, but that is not the threshold requirement under the ADA. Similarly, an employer's recognition alone does not automatically impose an obligation absent a request or clear disclosure.
Legal and regulatory objectives emphasize proper documentation, consistent application of ADA standards, and engagement in the interactive process once accommodation is requested. Therefore, the employer's duty arises when the applicant requests the accommodation.
質問 # 77
An indemnification clause in a contract is designed to
正解：C
解説：
According to Health Care Risk Management standards supported by ASHRM and the American Hospital Association Certification Center, an indemnification clause is a contractual risk transfer mechanism that defines one party's obligation to compensate another for specified losses, liabilities, damages, or claims arising from the contract relationship. Its purpose is to allocate financial responsibility and clarify which party will bear costs if certain events occur.
Indemnification provisions typically address responsibility for defense costs, settlements, judgments, and related expenses. The scope of indemnity depends on negotiated language and may include limitations, exclusions, or requirements for notice and cooperation. Properly drafted indemnification clauses are critical in vendor agreements, physician contracts, and service arrangements to manage exposure and reduce organizational liability.
Creating a forum for dispute resolution is addressed through arbitration or venue clauses. Holding another party responsible for fulfilling contract terms relates to performance obligations rather than indemnification.
Automatically deferring all legal costs is inaccurate because indemnification is triggered only under specific contractual conditions.
Legal and regulatory objectives emphasize careful contract review, clear allocation of liability, and structured risk transfer. Therefore, an indemnification clause clarifies commitments to compensate the other party for harm, liability, or loss.
質問 # 78
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