HUMAN RESOURCES MANAGEMENT FOR HEA - STRATEGIC APPROACH

Informationen zum Autor Joan E. Pynes is Professor of Public Administration in the Department of Government and International Affairs at the University of South Florida. She received her bachelor's degree in public justice from SUNY Oswego and her PhD in public administration from Florida Atlantic University. She is the author or co-author of five books, most recently Effective Nonprofit Management: Context and Environment and Human Resources Management for Public and Nonprofit Organizations: A Strategic Approach, Third Edition. She has written or co-written more than fifty academic articles, book chapters, technical reports, and encyclopedia entries about public and nonprofit human resources management. Donald N. Lombardi is Industry Professor of Healthcare, director of the Stevens Healthcare Educational Partnership, and academic director of the Veterans Office at Stevens Institute of Technology in Hoboken, New Jersey. He has consulted to more than 170 health care organizations in all 50 states and ten foreign countries, has developed seven accreditation programs for the American College of Healthcare Executives since 1986, and has written eleven books, including Handbook for the New Health Care Manager. Dr. Lombardi holds more than fifty U.S. copyrights on organizational planning, management, and development systems for text, on-site, and on-line delivery. Klappentext Human Resources Management for Health Care Organizations introduces the human resource essentials that every health care manager should know. This highly accessible textbook for health care management students is also a practical handbook for practitioners.Taking a strategic perspective to human resource management within the health care arena, this book covers topics such as human resources planning, organizational culture and assessment, and the legal environment. Readers will also learn how to manage volunteers, the art and science of recruitment, targeted selection, and hiring techniques, as well as gain insights on job analysis, performance appraisal instruments, and training and development programs.Filled with illustrative examples and proven strategies, the book reviews important HR areas including compensation policies and practices, employer-provided benefits management, implementation of training, and organizational development programs. Comprehensive in scope, Human Resources Management for Health Care Organizations also offers information on labor-management relations for health care organizations and health care human resource information technology. Zusammenfassung 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. Inhaltsverzeichnis Preface xv The Authors xxi Part One Human Resources Management in the Health Care Business Arena 1 Chapter 1: Introduction to Health Care Human Resources Management 3 Defining Elements of Progressive Health Care Organizations 4 Current Perceptions of Health Care Organizations 7 Spheres of Influence Model 9 Five Significant Change Dynamics of Modern Health Care 12 Profile of a Progressive Health Care Organization 21 Composition of a Progressive Health Care Human Resources Management Department 26 Chapter 2: Strategic Health Care Human Resources Management and Planning 31 The Changing Role of Human Resources Management 32 Human Resources Outsourcing 35 Strategic Human Resources Management and Human Resources Planning 36 Anticipating Future Needs 38 Evaluating the Effectiveness of Strategic Human Resources Management 42 Problems and Implications of Strategic Human Resources Management 44 Chapter 3: Organizational Culture Standards...

List of contents

Preface xv
 
The Authors xxi
 
PART ONE Human Resources Management in the Health Care Business Arena
 
Chapter 1: Introduction to Health Care Human Resources Management 3
 
Defining Elements of Progressive Health Care Organizations 4
 
Current Perceptions of Health Care Organizations 7
 
Spheres of Influence Model 9
 
Five Significant Change Dynamics of Modern Health Care 12
 
Profile of a Progressive Health Care Organization 22
 
Composition of a Progressive Health Care Human Resources Management Department 27
 
Chapter 2: Strategic Health Care Human Resources Management and Planning 31
 
The Changing Role of Human Resources Management 32
 
Human Resources Outsourcing 35
 
Strategic Human Resources Management and Human Resources Planning 36
 
Anticipating Future Needs 38
 
Evaluating the Effectiveness of Strategic Human Resources Management 42
 
Problems and Implications of Strategic Human Resources Management 44
 
Chapter 3: Organizational Culture Standards for Health Care Human Resources 49
 
Performance Matrix of Superstars, Steadies, and Nonplayers 50
 
PACT Formula 54
 
Strategic Requirements for a Progressive Health Care Human Resources Management Department 74
 
Chapter 4: Equal Employment Opportunity Laws and Health Care Human Resources Management 83
 
Federal Equal Employment Opportunity Laws 84
 
Proving Employment Discrimination 96
 
Affirmative Action: Executive Orders and Other Federal Laws 98
 
Constitutional Rights 102
 
Additional Protections for Employees 109
 
Chapter 5: Managing the Unique Health Care Workforce 115
 
Cultural Factors Relevant to Health Care Human Resources 122
 
Practical Application: A Tale of Two Jersey Cultures 129
 
Chapter 6: The Importance of Volunteers in Health Care Organizations 135
 
Selection and Placement Strategy Considerations for Volunteers 136
 
Maximizing Health Care Volunteer Performance 143
 
Agenda Topics for Volunteer Summits 148
 
Ten Essential Rules for Volunteer Placement 150
 
PART TWO Methods and Accountabilities of Health Care Human Resources
 
Chapter 7: Critical Job Analysis and Design 155
 
Legal Significance of Job Analysis 157
 
Job Analysis Information 158
 
Designing a Job Analysis Program 163
 
Job Descriptions and Job Specifications 164
 
Competency Modeling 168
 
Job Analysis Techniques 170
 
Chapter 8: Recruitment, Interviewing, and Selection Strategies 177
 
Preselection Process 178
 
Critical Dimensions of External Recruitment 195
 
Preparing and Planning for the Interview 198
 
Conducting the Interview 199
 
Evaluating the Interview 204
 
Chapter 9: Maximizing Performance Management and Evaluation 209
 
Developing an Evaluation Program 210
 
Using Defusers--the Return to Objectivity Formula 241
 
Chapter 10: Compensation Strategies 247
 
Motivation 248
 
Equity 253
 
Executive Compensation and Benefits 265
 
Federal Laws Governing Compensation 267
 
Chapter 11: Benefits 271
 
Government Required Benefits 272
 
Discretionary Benefits 276
 
Quality-of-Work and Quality-of-Life Issues 282
 
PART THREE Maximizing Health Care Human Resources
 
Chapter 12: Training and Development 289
 
Needs Assessment 291
 
Developing Training Objectives 293
 
Developing the Curriculum 294
 
Delivering Training 302
 
Evaluating Training 303
 

Product details

• Authors: Donald N Lombardi, Donald N. Lombardi, Je Lombardi, Lombardi Donald N., Joan Pynes, Joan E Pynes, Joan E. Pynes, Joan E. Lombardi Pynes, Joan E./ Lombardi Pynes, PYNES JOAN E LOMBARDI DONALD N, Pynes Joan E.
• Publisher: Wiley, John and Sons Ltd
• Languages: English
• Product format: Paperback / Softback
• Released: 09.02.2012
• EAN: 9780470873557
• ISBN: 978-0-470-87355-7
• No. of pages: 448
• Subjects: Natural sciences, medicine, IT, technology > Medicine > General; Krankenpflege, Personalmanagement, Nursing, Business & management, Nursing management & leadership, Health & Social Care, Öffentlicher Gesundheitsdienst u. Gesundheitspolitik, Public Health Services & Policy, Gesundheits- u. Sozialwesen, Wirtschaft u. Management, Public Administration & Management, Öffentliche Verwaltung u. Management, Leitungstätigkeit u. Management i. d. Krankenpflege, Health Care Administration