Human Resources Management for Health Care Organizations : A Strategic Approach.

Format:

Book

Author/Creator:

Pynes, Joan E.

Contributor:

Lombardi, Donald N.

Pynes, Joan.

Language:

English

Subjects (All):

Health services administration.

Health facilities--Personnel management.

Health facilities -- Personnel management.

Physical Description:

1 online resource (450 pages)

Edition:

1st ed.

Place of Publication:

Hoboken : John Wiley & Sons, Incorporated, 2012.

Summary:

This book is a comprehensive guide to the essential areas of health care human resources management, and is an immediately useful practical handbook for practitioners as well as a textbook for use health care management programs. Written by the authors of Handbook for the New Health Care Manager and Human Resources Management for Public and Nonprofit Organizations, the book covers the context of human resources management in the unique health care business arena from a strategic perspective includes SHRM and human resources planning, organizational culture and assessment, and the legal environment of human resources management. Managing volunteers and job analysis perfor­mance appraisal instruments, training and development programs, and recruitment, targeted selection and hiring techniques are covered. Compensation poli­cies and practices, employer-provided benefits management, implementation of training and organizational development programs, as well as labor-management relations for health care organizations and healthcare human resource information technology are covered, with practical examples and proven strategies amply provided in each chapter.

Contents:

Human Resources Management for Health Care Organizations: A Strategic Approach

Contents

Tables and Figures

Preface

The Authors

Part One: Human Resources Management in the Health Care Business Arena

Chapter 1: Introduction to Health Care Human Resources Management

Defining Elements of Progressive Health Care Organizations

Current Perceptions of Health Care Organizations

Spheres of Influence Model

Five Significant Change Dynamics of Modern Health Care

Life-or-Death Outcomes

Escalating Expectations

Health Care as a Media Target

Public Trust

"People Intensity"

Profile of a Progressive Health Care Organization

Composition of a Progressive Health Care Human Resources Management Department

Chapter 2: Strategic Health Care Human Resources Management and Planning

The Changing Role of Human Resources Management

Human Resources Outsourcing

Strategic Human Resources Management and Human Resources Planning

Anticipating Future Needs

Evaluating the Effectiveness of Strategic Human Resources Management

SHRM Audit

HR Benchmarking and Return on Investment Analysis

Problems and Implications of Strategic Human Resources Management

Chapter 3: Organizational Culture Standards for Health Care Human Resources

Performance Matrix of Superstars, Steadies, and Nonplayers

PACT Formula

Pride

Accountability

Commitment

Trust

Strategic Requirements for a Progressive Health Care Human Resources Management Department

High Visibility

Business Orientation

User-Friendliness

Direct Communication

Responsiveness

Decisiveness

Knowledgeability

Action Orientation

Strength

Pragmatism

Chapter 4: Equal Employment Opportunity Laws and Health Care Human Resources Management

Federal Equal Employment Opportunity Laws

Civil Rights Acts of 1866 and 1871.

Title VII of the Civil Rights Act of 1964

Laws That Address Religious Discrimination

Pregnancy Discrimination Act of 1978

Age Discrimination in Employment Act of 1967

Americans with Disabilities Act of 1990 and the ADA Amendments Act of 2008

Immigration Reform and Control Act of 1986

Civil Rights Act of 1991

Family and Medical Leave Act of 1993

Proving Employment Discrimination

Disparate Treatment

Disparate Impact

Affirmative Action: Executive Orders and Other Federal Laws

Executive Orders 11246 and 11375

Rehabilitation Act of 1973

Vietnam Era Veterans' Readjustment Act of 1974

Uniformed Services Employment and Reemployment Rights Act of 1994

Constitutional Rights

Expressive Rights

Freedom of Association

Limits on Political Participation

Privacy Rights

Due Process Rights

Additional Protections for Employees

Whistle-Blower Protection

Employment at Will

Chapter 5: Managing the Unique Health Care Workforce

Cultural Factors Relevant to Health Care Human Resources

Experience-Based Cultures

Objective-Driven Cultures

Belief-Centered Cultures

Regionally Founded Cultures

Behavior-Common Cultures

Interest-Motivated Cultures

Practical Application: A Tale of Two Jersey Cultures

Chapter 6: The Importance of Volunteers in Health Care Organizations

Selection and Placement Strategy Considerations for Volunteers

Experience

Acumen

Skill Sets

Maximizing Health Care Volunteer Performance

Organizational Support

Patient Care

Business Operations

Community Relations

Agenda Topics for Volunteer Summits

Ten Essential Rules for Volunteer Placement

Part Two: Methods and Accountabilities of Health Care Human Resources

Chapter 7: Critical Job Analysis and Design

Legal Significance of Job Analysis

Job Analysis Information.

Designing a Job Analysis Program

Job Descriptions and Job Specifications

Competency Modeling

Job Analysis Techniques

Position Analysis Questionnaire

Department of Labor Procedure and Functional Job Analysis

Comprehensive Occupation Data Analysis Program

Job Element Method

Occupational Information Network

Contextual Performance Analysis

Chapter 8: Recruitment, Interviewing, and Selection Strategies

Preselection Process

Compiling a Wish List

Compiling a List of Expectations

Reviewing the Job Description

Reviewing Recruitment Tactics

Undertaking Application and Screening Procedures

Reviewing Résumés and Setting an Interviewing Slate

Critical Dimensions of External Recruitment

Preparing and Planning for the Interview

Conducting the Interview

Evaluating the Interview

Chapter 9: Maximizing Performance Management and Evaluation

Developing an Evaluation Program

Individual Performance Appraisal Techniques

Team-Based Performance Appraisal Techniques

Documentation

Evaluation Review

Rater Training

Executive Evaluation

Fundamental Elements of a Sound Performance Evaluation

Components of an Effective Performance Evaluation Form

Format for an Appraisal Discussion

Managing Potential Employee Reactions in the Review Session

Using Defusers-the Return to Objectivity Formula

Pacification

Facilitation

Suspension

Cancellation

Chapter 10: Compensation Strategies

Motivation

Content Theories of Motivation

Process Theories of Motivation

Equity

External Equity

Internal Equity

Employee Equity

Closing Thoughts on Equity

Executive Compensation and Benefits

Federal Laws Governing Compensation

The Fair Labor Standards Act

Equal Pay Act of 1963

Chapter 11: Benefits

Government Required Benefits

Social Security

Medicare.

Unemployment Compensation

Workers' Compensation

Military Leave

Discretionary Benefits

Pensions

Health Insurance

Paid Time Away from Work

Education Programs

Quality-of-Work and Quality-of-Life Issues

Flexible Benefits

Employee Assistance Programs

Outplacement Assistance

Flexible Job Environment

Part Three: Maximizing Health Care Human Resources

Chapter 12: Training and Development

Needs Assessment

Developing Training Objectives

Developing the Curriculum

Lecture

Role Playing

Case Studies

Experiential Exercises

Audiovisual Methods

Programmed Instruction and Computer-Based Training

Community Resources

E-Learning and Technology

Delivering Training

Evaluating Training

Career Development

Health Care Training and Development in Application

Relevance

Resonance

Immediate Usefulness

Efficiency

Relevant and Resonant Health Care Organizational Training and Development

Strategies for Managing Change in Today's Health Care Business Environment

Essential Management and Leadership Strategies

Leading Through Change, Crisis, and Conflict

Team Building

Strategic Analysis and Planning

Encouraging Workplace Innovation and Progressive Creativity

Managing Stress, Time, e-Waves, and Administrivia

Presentation Skills

Strategic Communication and Leadership

Chapter 13: Organizational Development Strategies

Essential Objectives of Health Care Organizational Development

Organizational Viability

Future Readiness

Community Commitment

Performance Maximization

Maintaining Fiscal Responsibility

Organizational Galvanization

Opportunity to Redirect Performance and Actions

Optimization of Resources

Competitive Edge

Social Commitment

High Organizational Morale and Positive Outlook.

Limitation of Negative Employee Emotionalism

Introduction of a New Era

Sending Appropriate Messages

Public Relations and Community Relations Impact

Organizational Development Strategies for Building Pride

Credo

Organizational Handbook of Values

Community-Driven Education

House Rules

Branding and Signage

CEO Report

Celebrating the Wins

"Garment Gimmicks"

Organizational Development Strategies for Escalating Accountability

Human Capital Board Summit

Volunteer Activation

Fan Mail Bulletin Board

"Big Events"

Organizational Surveys

Quarterly Reviews

Time Lines

Annual Report

Organizational Development Strategies for Team Building

Job Component Review

"Back to the Basics" Program

Educational Needs Analysis

Personal Development Plans

Succession Planning

Ambassador Programs

Fact Sheets

Redefinition Strategies

General Employee Education

Management Education

Chapter 14: Labor-Management Relations

Collective Bargaining in the Private Sector

Collective Bargaining in Health Care Organizations

Collective Bargaining in Federal Government Agencies

Collective Bargaining in State and Local Government Agencies

Concepts and Practices of Collective Bargaining

Unit Determination

Selection of a Bargaining Representative

Union Security

Unfair Labor Practices

The Scope of Collective Bargaining

Management Rights

Impasse Resolution

Strikes

Grievance Arbitration

Chapter 15: Strategic Health Care Human Resources Technology

Information Systems Technology

Organizational Change

Types of Information Systems

Operational-Level Systems

Knowledge-Level Systems

Expert-Based Systems

Management-Level Systems

Strategic-Level Systems

Human Resources Information Systems

Compensation and Benefits.

Career Planning and Staffing Systems.

Notes:

Description based on publisher supplied metadata and other sources.

Other Format:

Print version: Pynes, Joan E. Human Resources Management for Health Care Organizations

ISBN:

9781118152737

OCLC:

769927147