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| Preface | |
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| About the Authors | |
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| The Nature and Challenges of Healthcare HR Management | |
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| Healthcare HR Insights | |
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| Nature of Healthcare Organizations | |
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| Employment in Healthcare | |
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| Types of Healthcare Jobs | |
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| The Current State of Healthcare | |
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| The Future of Healthcare | |
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| HR Challenges in Healthcare | |
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| Recruitment and Retention | |
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| Managing Change | |
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| Joint Commission on Accreditation of Healthcare Organizations | |
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| The HR Function in Healthcare | |
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| HR Management Activities | |
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| Case | |
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| End Notes | |
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| Healthcare HR Competencies, Structures, and Quality Standards | |
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| Healthcare HR Insights | |
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| Competencies for Healthcare Management and HR | |
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| Behavioral Competencies and Emotional Intelligence | |
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| HR Management Certifications | |
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| HR Departments and Healthcare Organizational Charts | |
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| Measuring Healthcare HR Management | |
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| HR Metrics | |
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| HR and Quality Patient Care | |
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| Joint Commission (JCAHO) and Healthcare Management | |
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| JCAHO Process | |
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| JCAHO HR Standards and Serious Adverse Events | |
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| Case | |
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| End Notes | |
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| Strategic HR Management | |
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| Healthcare HR Insights | |
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| Management of Human Assets in Organizations | |
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| Human Capital and HR | |
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| Human Resources as a Core Competency | |
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| HR Management Roles | |
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| The HR Strategic Planning Process | |
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| Scanning the External Environment | |
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| Internal Assessment of Organizational Workforce | |
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| Forecasting | |
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| Elements of Successful HR Planning | |
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| HR Management Challenges | |
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| Workforce Availability and Quality | |
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| Economic and Technological Change | |
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| Occupational Shifts | |
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| Diversity | |
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| Case | |
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| End Notes | |
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| Legal Issues Affecting the Healthcare Workplace | |
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| Healthcare HR Insights | |
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| Equal Employment Opportunity | |
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| Major Employment Laws | |
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| Civil Rights Act of 1964, Title VII | |
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| EEOC Compliance | |
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| Civil Rights Act of 1991 | |
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| Reverse Discrimination | |
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| Affirmative Action | |
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| Affirmative Action Requirements | |
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| Affirmative Action Plans (AAPs) | |
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| Gender Discrimination and Sexual Harassment | |
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| Pregnancy Discrimination | |
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| Equal Pay and Pay Equity | |
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| The Glass Ceiling | |
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| Sexual Harassment | |
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| Age Discrimination | |
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| Older Workers Benefit Protection Act (OWBPA) | |
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| Americans with Disabilities Act | |
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| ADA Compliance | |
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| Other Bases of Discrimination | |
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| Immigration Reform and Control Act (IRCA) | |
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| Religious Discrimination | |
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| Sexual Orientation | |
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| Veterans' Employment Rights | |
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| Military Employment Rights | |
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| Enforcement Agencies | |
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| Equal Employment Opportunity Commission (EEOC) | |
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| Office of Federal Contract Compliance (OFCCP) | |
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| State and Local Enforcement Agencies | |
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| Uniform Guidelines on Employee Selection Procedures | |
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| "No-Disparate-Impact" Approach | |
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| Job-Related Validation Approach | |
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| Elements of EEO Compliance | |
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| EEO Policy Statement | |
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| EEO Records | |
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| EEOC Investigation Process | |
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| Employer Responses to EEO Complaints | |
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| Case | |
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| End Notes | |
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| Job Design and Analysis | |
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| Healthcare HR Insight | |
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| Accomplishing Strategic Objectives Through Job Design | |
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| Productivity and Job Design | |
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| Nature of Job Analysis in Healthcare Organizations | |
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| Task-Based Job Analysis | |
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| Competency Based Job Analysis | |
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| Joint Commission Standards and Job Analysis | |
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| Uses of Job Analysis | |
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| Job Families, Departments, and Organization Charts | |
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| Job Analysis and HR Activities | |
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| Work Schedules and Job Analysis | |
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| Work Schedule Alternatives | |
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| Shift Work and the Compressed Workweek | |
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| Flexible Scheduling | |
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| Job Analysis and Legal Issues | |
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| Americans with Disabilities Act (ADA) | |
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| Job Analysis and Wage/Hour Regulations | |
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| Human Reactions to Job Analysis | |
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| Behavioral Aspects of Job Analysis | |
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| "Inflation" of Jobs and Job Titles | |
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| Employee and Managerial Anxieties | |
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| Job Analysis Methods | |
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| Observation | |
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| Interviews | |
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| Questionnaires | |
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| Computerized Job Analysis | |
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| The Job Analysis Process | |
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| Planning | |
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| Preparation and Communication | |
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| Conducting the Job Analysis | |
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| Developing and Maintaining Job Descriptions, Job Specifications, and Performance Standards | |
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| Job Description Components | |
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| Identification | |
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| General Summary | |
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| Essential Functions and Duties | |
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| Job Specifications | |
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| Performance Standards and Competencies | |
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| Disclaimer and Approvals | |
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| Case | |
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| End Notes | |
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| Healthcare Recruitment and Selection | |
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| Healthcare HR Insights | |
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| Recruiting and Labor Markets | |
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| Planning and Strategic Decisions Regarding Recruiting | |
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| Internal Versus External Recruiting | |
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| Flexible Staffing | |
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| Float Pools | |
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| Employee Leasing | |
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| Internal Recruiting | |
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| Job Posting and Bidding | |
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| Internal Recruiting Database | |
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| Promotion and Transfer | |
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| Current Employee Referrals | |
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| External Recruiting | |
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| Employment "Branding" | |
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| Schools, Colleges, and Universities | |
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| Media Sources | |
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| Professional Associations | |
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| Employment Agencies | |
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| Executive Search Firms | |
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| Internet Recruiting | |
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| E-Recruiting Methods | |
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| Effective Online Job Postings | |
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| Advantages of Internet Recruiting | |
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| Disadvantages of Internet Recruiting | |
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| Other Sources for Healthcare Recruitment | |
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| Clinical Rotations | |
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| Preceptorships and Internships | |
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| Fellowships | |
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| Summer Employment, Shadowing, and Volunteer Pools | |
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| Recruiting Evaluation and Metrics | |
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| Nature of Selection | |
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| Criteria, Predictors, and Job Performance | |
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| Legal Concerns | |
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| Selection Responsibilities | |
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| Reception and Job Preview/Interest Screening | |
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| Application Forms | |
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| Selection Testing | |
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| Selection Interviewing | |
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| Types of Interviews | |
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| Panel Interview | |
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| Background Checking | |
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| Legal Constraints | |
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| Medical Examinations and Inquiries | |
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| Making the Job Offer | |
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| Relocation Assistance | |
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| Case | |
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| End Notes | |
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| Organizational Relations and Employee Retention in Healthcare | |
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| Healthcare HR Insights | |
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| Individual/Organizational Relationships | |
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| The Psychological Contract | |
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| Factors Affecting the Individual/Organizational Relationship | |
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| Job Satisfaction and Organizational Commitment | |
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| Organizational Commitment | |
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| Retention of Human Resources | |
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| The Joint Commission on Accreditation of Healthcare Organizations (JCAHO) and Retention | |
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| Retention Determinants | |
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| Organizational Components | |
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| Organizational Career Opportunities | |
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| Rewards and Retention | |
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| Retention and Selection | |
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| Work/Life Balance | |
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| Employee Relationships with Supervisors and Co-workers | |
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| Retention Management Process | |
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| Retention Measurement and Assessment | |
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| Retention Interventions | |
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| Evaluation and Follow-Up | |
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| Case | |
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| End Notes | |
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| Training and Development in Healthcare Organizations | |
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| Healthcare HR Insights | |
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| Nature of Training in Healthcare Organizations | |
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| Chief Learning Officers | |
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| Integration of Job Performance, Training, and Learning | |
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| Training as Performance Consulting | |
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| Integrating Training Responsibilities | |
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| Legal Issues and Training | |
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| Strategic Training | |
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| The Training Process | |
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| Assessment of Training Needs | |
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| Training Design | |
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| Types of Training | |
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| Orientation: Training for New Employees | |
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| Encourage Self-Development | |
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| On-going Training and Development | |
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| Delivery of Training | |
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| Internal Training | |
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| External Training | |
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| E-Learning: Training Online | |
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| Evaluation of Training | |
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| Joint Commission Standards and Orientation, Training, and Development | |
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| Developing Human Resources | |
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| Developing Specific Capabilities | |
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| Development Needs Analyses | |
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| Succession Planning | |
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| Choosing a Development Approach | |
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| Development Approaches: Job-Site Methods | |
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| Development Approaches: Off-Site Methods | |
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| Management Development | |
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| Mentoring | |
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| Special Issues in Healthcare Employee Development | |
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| Academic and Credential Requirements | |
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| HR Development and Organizational Restructuring | |
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| Case | |
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| End Notes | |
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| Performance Management in Healthcare Organizations | |
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| Healthcare HR Insights | |
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| Performance Management | |
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| Job Criteria | |
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| Performance Standards | |
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| Performance Appraisal | |
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| Joint Commission Standards and Performance Appraisal | |
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| Conflicting Roles of Performance Appraisal | |
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| Administrative Uses | |
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| Development Uses | |
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| Informal Versus Systematic Appraisal | |
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| Who Conducts Appraisals | |
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| Supervisory Rating of Subordinates | |
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| Employee Rating of Managers | |
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| Team/Peer Ratings | |
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| Self-Rating | |
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| Outside Raters | |
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| Multisource/360-Degree Ratings | |
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| Methods of Appraising Performance | |
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| Category Methods | |
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| Comparative Methods | |
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| Narrative Methods | |
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| Behavioral/Objectives Methods | |
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| Combination of Methods | |
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| Rater Errors | |
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| Recency | |
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| Central Tendency, Leniency, and Strictness Errors | |
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| Rater Bias | |
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| Halo Effect | |
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| Contrast Errors | |
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| Appraisal Feedback | |
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| Feedback Systems | |
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| Appraisal Interview | |
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| Reactions of Managers | |
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| Reactions of Employees | |
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| Effective Performance Management | |
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| Developing a Performance Improvement Plan | |
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| Case | |
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| End Notes | |
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| Employee Relations in the Healthcare Industry | |
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| Healthcare HR Insights | |
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| Nature of Employer Employee Relations | |
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| Rights and Responsibilities | |
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| Statutory Rights | |
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| Contractual Rights | |
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| Implied Contracts | |
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| Employment Practices Liability Insurance | |
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| Employee Relations and Rights of Employees | |
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| Employment-At-Will | |
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| Wrongful Discharge and the Importance of Documentation | |
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| Just Cause | |
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| Constructive Discharge | |
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| Due Process | |
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| Resolving Employee Complaints | |
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| Balancing Employer Security and Employee Rights | |
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| Employee Records | |
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| Employees' Right to Free Speech | |
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| Honesty in the Workplace | |
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| Off-the-Job Behavior | |
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| Employee Substance Abuse and Employer Drug Testing Policies | |
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| HR Policies, Procedures, and Rules | |
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| Coordinating Policies and Procedures | |
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| Communicating HR Information | |
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| Employee Discipline | |
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| Reasons for Not Using Discipline | |
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| Training Managers | |
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| Employee Relations Programs | |
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| Employee Attitude Surveys | |
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| Employee Assistance Programs | |
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| Employer of Choice Programs | |
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| Standards of Behavior | |
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| Case | |
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| End Notes | |
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| Labor Relations and Healthcare Organizations | |
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| Healthcare HR Insights | |
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| Unions in the Healthcare Industry | |
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| Why Employees Unionize | |
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| Labor-Relations Philosophy | |
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| Adversarial Relationships | |
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| Collaborative Relationships | |
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| Legal Framework for Union-Management Relations | |
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| National Labor Relations Act | |
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| Taft-Hartley Act | |
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| Landrum-Griffin Act | |
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| NLRA and the Healthcare Industry | |
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| The Unionization Process in Healthcare | |
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| Organizing Campaign | |
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| Healthcare and Bargaining Units | |
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| Representation Elections | |
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| Certification-Decertification | |
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| Collective Bargaining | |
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| Collective Bargaining and the Negotiating Process | |
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| Contract Components | |
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| Negotiation Process | |
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| Planning for Strikes | |
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| Formalizing the Agreement | |
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| Contract Administration | |
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| Labor-Management Committees | |
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| Grievance Procedures | |
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| Case | |
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| End Notes | |
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| Healthcare Compensation Practices | |
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| Healthcare HR Insights | |
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| Healthcare Compensation Responsibilities | |
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| Nature of Compensation | |
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| Compensation Components | |
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| Healthcare Compensation Approaches | |
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| Compensation Philosophies | |
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| Decisions about Healthcare Compensation Levels | |
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| Compensation System Design Issues | |
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| Perceptions of Pay Fairness | |
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| Legal Requirements for Pay Systems | |
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| Fair Labor Standards Act (FLSA) | |
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| Independent Contractor Regulations | |
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| Equal Pay and Pay Equity | |
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| State and Local Laws | |
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| Garnishment Laws | |
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| Development of a Base Pay System | |
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| Job Evaluation | |
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| Legal Issues and Job Evaluation | |
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| Wage Surveys | |
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| Legal Issues and Pay Surveys | |
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| Different Pay Structures | |
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| Pay Ranges | |
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| Individual Pay | |
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| Rates Out of Range | |
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| Pay Compression | |
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| Issues Involving Pay Increases | |
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| Pay Adjustment Matrix | |
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| Seniority | |
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| Cost-of-Living Adjustments (COLA) | |
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| Lump-Sum Increases | |
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| Executive Compensation | |
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| Executive Salaries | |
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| Executive Bonus and Incentive Plans | |
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| Performance Incentives: Long-Term Versus Short-Term | |
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| Benefits for Executives | |
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| Executive Perquisites | |
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| Current Nature of Healthcare Executive Compensation | |
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| Determining "Reasonableness" of Executive Compensation | |
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| Case | |
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| End Notes | |
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| The Management of Benefits and Variable Pay in Healthcare | |
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| Healthcare HR Insights | |
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| Strategic Perspectives on Benefits | |
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| Goals for Benefits | |
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| Benefits Needs Analysis | |
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| Funding Benefits | |
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| Types of Benefits | |
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| Government-Mandated Benefits | |
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| Voluntary Benefits | |
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| Part-Time Employee Benefits | |
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| Security Benefits | |
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| Workers' Compensation | |
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| Unemployment Compensation | |
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| Severance Pay | |
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| Retirement Security Benefits | |
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| Retirement Benefits and Age Discrimination | |
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| Social Security | |
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| Pension Plans | |
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| Pension Terms and Concepts | |
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| Individual Retirement Options | |
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| Healthcare Benefits | |
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| Controlling Healthcare Benefits Costs | |
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| Healthcare Legislation | |
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| Financial, Insurance, and Other Benefits | |
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| Financial Benefits | |
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| Insurance Benefits | |
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| Educational Benefits | |
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| Social and Recreational Benefits | |
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| Family-Oriented Benefits and the Family and Medical Leave Act | |
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| Family-Care Benefits | |
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| Benefits for Domestic Partners and Spousal Equivalents | |
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| Time Off Benefits | |
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| Benefits Administration | |
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| Benefits Communication | |
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| Flexible Benefits | |
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| Benefits in the Future | |
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| Variable Pay: Incentives for Performance | |
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| Types of Variable Pay | |
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| Effective Variable Pay Plans | |
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| Individual Incentives | |
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| Group/Team-Based Variable Pay | |
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| Organizational Incentives | |
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| Successes and Failures of Variable Pay Plans | |
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| Case | |
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| End Notes | |
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| Safety, Health, and Security in Healthcare Organizations | |
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| Healthcare HR Insights | |
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| Nature of Safety, Health, and Security | |
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| Safety, Health, and Security Responsibilities | |
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| The Joint Commission and Safety, Health, and Security | |
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| Surveillance, Prevention, and Control of Infection (IC) | |
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| The JCAHO and Emergency Preparedness | |
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| Legal Requirements for Safety and Health | |
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| Workers' Compensation | |
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| Americans with Disabilities Act and Safety | |
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| Occupational Safety and Health Act (OSHA) | |
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| OSHA Enforcement Standards | |
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| Ergonomics and OSHA | |
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| Work Assignments and OSHA | |
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| Record-Keeping Requirements | |
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| OSHA Inspections | |
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| Safety Management | |
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| The Organization and Safety | |
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| Safety and Engineering | |
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| Individual Considerations and Safety | |
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| Safety Policies and Discipline | |
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| HR and Safety Responsibilities | |
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| Safety Committees | |
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| Safety Training and Communications | |
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| Employee Safety Motivation and Incentives | |
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| Inspections | |
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| Accident Investigation and Evaluation | |
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| Health | |
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| Healthcare Workplace Health Issues | |
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| Health Promotion | |
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| Security | |
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| Workplace Violence | |
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| Security Management | |
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| Employee Screening and Selection | |
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| Security Personnel | |
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| Case | |
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| End Notes | |
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| Glossary | |
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| Index | |