Efnisyfirlit

• Front Matter
  • Dedication
  • Preface
    • Purpose and Audience
    • Overview of the Contents
    • Acknowledgments
  • The Authors
• PART 1 Human Resources Management in the Health Care Business Arena
  • 1 Introduction to Health Care Human Resources Management
    • Learning Objectives
    • Defining Elements of Progressive Health Care Organizations
    • Current Perceptions of Health Care Organizations
    • Spheres of Influence Model
      • Figure 1.1 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
      • Figure 1.2 Organizational Chart—Midsize Community Hospital
      • Figure 1.3 Organizational Chronology of a Health Care Professional
    • Composition of a Progressive Health Care Human Resources Management Department
      • Figure 1.4 Organizational Chart—Health Care Human Resources Management Department
    • Summary
    • Key Terms
    • Discussion Questions
  • 2 Strategic Health Care Human Resources Management and Planning
    • Learning Objectives
    • 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
    • Summary
    • Key Terms
    • Discussion Questions
  • 3 Organizational Culture Standards for Health Care Human Resources
    • Learning Objectives
    • Performance Matrix of Superstars, Steadies, and Nonplayers
      • Table 3.1 Performance Matrix
    • PACT Formula
      • Figure 3.1 PACT Formula
      • Pride
        • Majority Versus Minority
        • Affecting Versus Annoying
        • Progress Versus Status Quo
        • Wins Versus Losses
      • Accountability
        • Customer Focus Versus Nonplayer Focus
        • Accountability Versus Deniability
        • Action Versus Discussion
          • Figure 3.2 Time Line Review of the Huntington VA Medical Center, West Virginia
        • Practical Versus Conceptual
        • Closure Versus “Revisiting”
        • “How” Versus “If”
        • Backstage Versus Onstage
        • Written Versus Verbal
        • Known Versus Unknown
        • Leaders Versus Leaners
        • Encouragement Versus Empowerment
        • Positions Versus Postures
          • Figure 3.3 Defined Values of a Progressive Health Care Leader
      • Commitment
        • Majority Commitment Versus 100 Percent Consensus
        • Need Versus Want
        • Solution Formulation Versus Problem Reiteration
        • Specific Versus General
        • Perspective Versus Perception
        • Participants Versus Spectators
        • Outcomes Versus Opinions
        • Fact Versus Fiction
        • Contribution Versus Criticism
        • Taking a Stand Versus Having a Committee
        • Telling Versus Selling
      • Trust
        • We Versus They
        • Patient-Driven Versus Ego-Driven
        • Community Versus Family
        • Proactive Versus Reactive
        • Clarity Versus Complexity
        • Running Toward Versus Running From
        • Assurance Versus Apprehension
    • Strategic Requirements for a Progressive Health Care Human Resources Management Department
      • High Visibility
      • Business Orientation
      • User-Friendliness
      • Direct Communication
      • Responsiveness
      • Decisiveness
        • Figure 3.4 Decision-Making Criteria and Process
      • Knowledgeability
      • Action Orientation
      • Strength
      • Pragmatism
    • Summary
    • Key Terms
    • Discussion Questions
  • 4 Equal Employment Opportunity Laws and Health Care Human Resources Management
    • Learning Objectives
    • 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
      • Table 4.1 Federal Statutes Related to Equal Employment Opportunity
      • Expressive Rights
      • Freedom of Association
      • Limits on Political Participation
      • Privacy Rights
      • Due Process Rights
    • Additional Protections for Employees
      • Whistle-Blower Protection
      • Employment at Will
    • Summary
    • Key Terms
    • Discussion Questions
  • 5 Managing the Unique Health Care Workforce
    • Learning Objectives
    • Figure 5.1 Unique Facets of the Health Care Workforce
    • Cultural Factors Relevant to Health Care Human Resources
      • Figure 5.2 Cultural Composition Foundations
      • 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
      • Table 5.1 Cultural Dynamics of the Hoboken Gen X Crew
      • Table 5.2 Cultural Dynamics of New Jersey Retirees
    • Summary
    • Key Terms
    • Discussion Questions
  • 6 The Importance of Volunteers in Health Care Organizations
    • Learning Objectives
    • Selection and Placement Strategy Considerations for Volunteers
      • Experience
        • Figure 6.1 Identifying Background Strengths of Health Care Volunteers
      • Acumen
      • Skill Sets
    • Maximizing Health Care Volunteer Performance
      • Organizational Support
      • Patient Care
        • Table 6.1 Progressive Placement of Medical Center Volunteers
      • Business Operations
      • Community Relations
    • Agenda Topics for Volunteer Summits
    • Ten Essential Rules for Volunteer Placement
    • Summary
    • Key Terms
    • Discussion Questions
• PART 2 Methods and Accountabilities of Health Care Human Resources
  • 7 Critical Job Analysis and Design
    • Learning Objectives
    • Legal Significance of Job Analysis
    • Job Analysis Information
      • Figure 7.1 Example Job Analysis Questionnaire
      • Figure 7.2 Example Structured Checklist
    • Designing a Job Analysis Program
    • Job Descriptions and Job Specifications
      • Figure 7.3 Example Job Description
    • Competency Modeling
      • Professional, Ethical, and Legal Practice
      • Care Provision and Management
      • Professional, Personal, and Quality Development
    • 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
        • Personality-Based Job Analysis
        • Team-Based Job Analysis
    • Summary
    • Key Terms
    • Discussion Questions
  • 8 Recruitment, Interviewing, and Selection Strategies
    • Learning Objectives
    • Preselection Process
      • Compiling a Wish List
      • Compiling a List of Expectations
      • Reviewing the Job Description
      • Reviewing Recruitment Tactics
        • Figure 8.1 Recruitment Sources
        • Human Resources Management Department Contacts
        • Job Fairs
        • School Liaison Programs
        • Employee Referral System
        • Professional Contacts
        • Agencies
        • Media Advertising
        • Informal Staff Referrals
        • Internal Candidates
        • Community-Based Recruitment
      • Undertaking Application and Screening Procedures
      • Reviewing Résumés and Setting an Interviewing Slate
        • Figure 8.2 Candidate Evaluation
    • Critical Dimensions of External Recruitment
    • Preparing and Planning for the Interview
    • Conducting the Interview
      • Figure 8.3 Interview Dyad Dynamics
    • Evaluating the Interview
    • Summary
    • Key Terms
    • Discussion Questions
  • 9 Maximizing Performance Management and Evaluation
    • Learning Objectives
    • Developing an Evaluation Program
      • Individual Performance Appraisal Techniques
        • Trait Rating Scales
        • Essays
          • Figure 9.1 Example Trait Rating Scale
        • Productivity Data or Work Standards
        • Management by Objectives
        • Critical Incident Reports
        • Behaviorally Anchored Rating Scales
          • Figure 9.2 Example Critical Incident Report
        • Behavioral Observation Scales
        • Personnel Data
        • 360-Degree Evaluations
          • Figure 9.3 Example Behaviorally Anchored Rating Scale
          • Figure 9.4 Example Behavioral Observation Scale
      • Team-Based Performance Appraisal Techniques
        • Figure 9.5 Example 360-Degree Evaluation
        • Gainsharing
        • Goalsharing
        • Balanced Scorecard Approach
      • Documentation
      • Evaluation Review
      • Rater Training
      • Executive Evaluation
      • Fundamental Elements of a Sound Performance Evaluation
        • Validity
        • Viability
        • Relevance
        • Completeness
        • Continuity
        • Participation
        • Progressiveness
      • Components of an Effective Performance Evaluation Form
        • Administrative Data
        • Job Description
        • Review of the Past Year's Expectations and Objectives
        • Work Characteristic Ratings
        • Objectives and Expectations Adjustment
        • Development Plan
        • Employee Comments
        • Overall Rating
        • Signatures
      • Format for an Appraisal Discussion
        • Step 1: Opening Overview
        • Step 2: Key Goal Attainment
        • Step 3: Work Personality Assessment
        • Step 4: Developmental Direction
        • Step 5: Constructive Consensus
      • Managing Potential Employee Reactions in the Review Session
        • Complete Surprise
        • Misunderstanding of Objectives
        • Expected Praise
        • Immediate Blame
        • Charge of Personal Bias
        • Strong Verbal Reaction
        • Strong Nonverbal Reaction
        • Complacency
        • Contradiction
        • Taken Initiative
    • Using Defusers—the Return to Objectivity Formula
      • Pacification
      • Facilitation
      • Suspension
      • Cancellation
    • Summary
    • Key Terms
    • Discussion Questions
  • 10 Compensation Strategies
    • Learning Objectives
    • Motivation
      • Content Theories of Motivation
        • Hierarchy of Needs
        • ERG Theory
        • Theory of Needs
        • Motivator-Hygiene Theory
      • Process Theories of Motivation
        • Expectancy Theory
        • Equity Theory
        • Goal-Setting Theory
    • Equity
      • External Equity
      • Internal Equity
        • Table 10.1 Typical Compensable Factors
      • Employee Equity
        • Table 10.2 Salary Table 2010-GS Incorporating the 1.50 Percent General Schedule Increase (Annual Rates by Grade and Step)
        • Longevity Pay
        • Broadbanding or Paybanding
        • Skill-Based Pay or Pay for Knowledge
        • Merit Pay or Pay for Performance
        • Gainsharing
      • Closing Thoughts on Equity
    • Executive Compensation and Benefits
    • Federal Laws Governing Compensation
      • The Fair Labor Standards Act
      • Equal Pay Act of 1963
    • Summary
    • Key Terms
    • Discussion Questions
  • 11 Benefits
    • Learning Objectives
    • Government Required Benefits
      • Social Security
      • Medicare
      • Unemployment Compensation
      • Workers' Compensation
      • Military Leave
    • Discretionary Benefits
      • Pensions
        • Defined-Benefit Pension Plans
          • Table 11.1 Employee Benefits
        • Defined-Contribution Pension Plans
      • Health Insurance
        • Mental Health Parity Act
        • Additional Benefits
      • Disability 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
    • Summary
    • Key Terms
    • Discussion Questions
• PART 3 Maximizing Health Care Human Resources
  • 12 Training and Development
    • Learning Objectives
    • 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
        • Streaming Media
        • Simulators
        • Virtual Reality
    • Delivering Training
    • Evaluating Training
    • Career Development
    • Health Care Training and Development in Application
      • Relevance
        • Figure 12.1 Critical Dimensions of Health Care Training and Development
      • 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
        • Figure 12.2 The “I” Formula
      • Presentation Skills
      • Strategic Communication and Leadership
    • Summary
    • Key Terms
    • Discussion Questions
  • 13 Organizational Development Strategies
    • Learning Objectives
    • Essential Objectives of Health Care Organizational Development
      • Organizational Viability
        • Figure 13.1 Essential Tenets of Health Care Organizational Development
      • 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
        • Table 13.1 Organizational Development Themes from Great American Innovators
      • Sending Appropriate Messages
      • Public Relations and Community Relations Impact
    • Organizational Development Strategies for Building Pride
      • Credo
        • Figure 13.2 Majuro Medical Center Credo of Nursing
      • Organizational Handbook of Values
        • Figure 13.3 Example Criteria Page for an 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
        • Figure 13.4 Huntington VA Medical Center (VAMC) Fact Sheet
      • Redefinition Strategies
      • General Employee Education
      • Management Education
    • Summary
    • Key Terms
    • Discussion Questions
  • 14 Labor-Management Relations
    • Learning Objectives
    • Collective Bargaining in the Private Sector
    • Collective Bargaining in Health Care Organizations
      • Table 14.1 National Labor Relations Board Jurisdictional Standards for Nonprofit Health Care Organizations (in Effect July 1990)
    • 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
        • Closed Shop
        • Union Shop
        • Agency Shop
        • Fair Share
        • Maintenance of Membership
        • Dues Checkoff
        • Right-to-Work States
      • Unfair Labor Practices
      • The Scope of Collective Bargaining
        • Mandatory Topics
        • Permissive Topics
        • Illegal or Prohibited Topics
      • Management Rights
      • Impasse Resolution
        • Mediation
        • Fact Finding
        • Interest Arbitration
      • Strikes
      • Grievance Arbitration
    • Summary
    • Key Terms
    • Discussion Questions
  • 15 Strategic Health Care Human Resources Technology
    • Learning Objectives
    • 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
      • Communicating Policies and Procedures
      • Employee Participation
      • Training and Performance Support
      • Integrating Work and Technology
      • Electronic Human Resources Management
      • Strategic Human Resources Management
    • Summary
    • Key Terms
    • Discussion Questions
  • Back Matter
    • Bibliography
    • Index

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