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| New to This Edition | |
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| Preface | |
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| About the Author | |
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| Human Resources and the Organizational Environment | |
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| From Employment Office To Human Resources | |
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| An Evolving Function | |
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| What's in a (New) Name? | |
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| Avoiding the "Name Game" | |
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| For Review and Discussion | |
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| Notes | |
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| How Human Resources Fits into the Healthcare Organization | |
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| Human Resources in the Organization: The Macro View | |
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| Line and Staff | |
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| Human Resources Models | |
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| Alternative Human Resources Models | |
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| The Human Resources Internal Organization | |
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| Human Resources and Top Management | |
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| HR's Relationships with Other Departments | |
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| Healthcare HR and the Changing Scene | |
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| Human Resources Reengineered | |
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| Outsourcing | |
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| Effects on Corporate Culture | |
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| For Review and Discussion | |
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| Notes | |
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| The Legal Framework of Present-Day Human Resources | |
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| A Regulated Environment | |
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| For the Organization: Greater Responsibility, Increased Cost | |
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| A Cumulative Effect | |
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| For Review and Discussion | |
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| Notes | |
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| The Healthcare Manager Meets Human Resources | |
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| Human Resources and the Healthcare Manager | |
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| Human Resources Functions | |
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| The Managers Involvement with Human Resources | |
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| Human Resources and the Organization | |
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| For Review and Discussion | |
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| Notes | |
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| The Manager-Employee Relationship | |
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| Every Manager Is a Manager of Human Resources | |
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| The People-Focused Manager | |
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| Essential Individual Relationships | |
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| The Cost of Ignored Employees | |
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| For Review and Discussion | |
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| Obtaining Employees | |
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| The Manager and the Recruiting Process | |
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| Legal Concerns in Recruiting | |
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| In Partnership with Human Resources | |
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| Reference Checking and the Department Manager | |
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| The Manager's Role in Finding Candidates | |
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| Promotion from Within | |
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| Recruiting During Periods of Shortage | |
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| The Salary Bumping Game | |
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| Every Employee a Recruiter | |
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| For Review and Discussion | |
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| How to Conduct a Legal-but Effective-Selection Interview | |
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| Awash in a Sea of Legalities | |
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| Before the Candidate Arrives | |
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| Conducting the Actual Interview | |
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| Interview Questioning: Ask or Do Not Ask? | |
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| Probing for Intangibles | |
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| When Forbidden Information Is Volunteered | |
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| The Interviewer's Behavior | |
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| R�sum� Fraud: Lies and Embellishments | |
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| An Acquired Skill | |
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| For Review and Discussion | |
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| Employee Relations and the Manager | |
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| Directions in Employee Relations | |
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| The Evolution of Employee Relations | |
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| The Emergence of Scientific Management | |
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| Parallel Management Systems Develop | |
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| Long-Term Trends in Organizational Management | |
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| Where We Are, Where We Are Heading | |
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| For Review and Discussion | |
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| Notes | |
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| The Healthcare Manager and Employee Problems | |
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| The Inevitability of People Problems | |
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| Primary Purpose: Correction | |
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| Separate Issues of Performance and Behavior | |
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| Employee Absenteeism | |
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| Employee Assistance Programs | |
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| When Termination Is Necessary | |
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| Partnership with Human Resources | |
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| Prevention When Possible | |
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| For Effective Corrective Action | |
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| Document, Document | |
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| For Review and Discussion | |
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| Notes | |
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| Performance Appraisal: The Never-Ending Task | |
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| Performance Appraisal: What, Why, and How | |
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| Obstacles to Performance Appraisal | |
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| Personality-Based Evaluation: The Old Way Is the Wrong Way | |
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| What, Then, Is the Correct Approach? | |
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| The Appraisal Interview | |
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| Self-Appraisal | |
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| Team Appraisals | |
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| The Appraisal Form | |
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| Legal Implications of Performance Appraisal | |
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| The Role of Human Resources | |
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| An Essential Process | |
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| For Review and Discussion | |
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| Addressing Problems Before Taking Corrective Action | |
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| Prevention When Possible | |
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| Employee Privacy and Confidentiality | |
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| Personal Relationships | |
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| Sexual Harassment | |
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| Violence | |
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| Employee Participation and Involvement | |
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| Counseling | |
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| For Review and Discussion | |
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| Notes | |
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| Employee Documentation: Shoulds and Should Nots for the Manager | |
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| Paper Remains Important | |
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| Legal Implications of Employment Documentation | |
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| Record Retention | |
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| Human Resources and the Personnel File | |
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| The Department Managers Responsibilities | |
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| Department Managers Employee Files | |
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| Do the Paperwork | |
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| For Review and Discussion | |
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| Terminating Employees: Minimizing the Legal Risks | |
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| Individual Terminations | |
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| Reductions in Force | |
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| Related Dimensions of Termination | |
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| The Survivors of a Reduction in Force | |
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| For Review and Discussion | |
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| Notes | |
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| See You in Court: Involvement in Legal Action | |
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| Anyone Can File, Anyone Can Sue | |
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| The Legal Environment | |
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| Preventing Complaints | |
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| When a Complaint Arrives | |
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| The Process | |
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| Living with an Active Case | |
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| For Review and Discussion | |
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| Other Human Resources Concerns | |
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| Avoiding-or Dealing with-a Union | |
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| Unions: Health Care and Elsewhere | |
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| The Legal Framework and Health Care's Unique Treatment | |
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| The Department Managers Role | |
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| Decertification | |
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| For Review and Discussion | |
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| Notes | |
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| The Manager's Role in Employee Training | |
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| The Key Role of Training and Development | |
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| The Manager's Role in Employee Training | |
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| Effective Mentoring | |
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| Developing Potential Managers | |
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| How Human Resources Can Help | |
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| For Review and Discussion | |
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| Iceberg Tips: Compensation, Benefits, and Other Concerns | |
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| "Hidden" Activities | |
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| Compensation | |
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| Benefits | |
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| The Employment Process | |
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| Performance Appraisal | |
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| Legal Actions | |
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| External Agency Investigations | |
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| For Review and Discussion | |
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| Keeping Human Resources on Its Toes | |
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| The Effective Human Resources Department | |
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| Be Proactive with Your Human Resources Department | |
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| Future Directions for Human Resources | |
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| For Top Management's Consideration | |
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| HR Exists to Work for You-See That It Happens | |
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| For Review and Discussion | |
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| List of Exhibits | |
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| Index | |