{"product_id":"human-resources-management-for-health-care-organizations-isbn-9780470873557","title":"Human Resources Management for Health Care Organizations","description":"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 \u003ci\u003eHandbook for the New Health Care Manager\u003c\/i\u003e and \u003ci\u003eHuman Resources Management for Public and Nonprofit Organizations\u003c\/i\u003e, 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. \u003cp\u003ePreface xv\u003c\/p\u003e \u003cp\u003eThe Authors xxi\u003c\/p\u003e \u003cp\u003e\u003cb\u003ePart One Human Resources Management in the Health Care Business Arena 1\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 1: Introduction to Health Care Human Resources Management 3\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eDefining Elements of Progressive Health Care Organizations 4\u003c\/p\u003e \u003cp\u003eCurrent Perceptions of Health Care Organizations 7\u003c\/p\u003e \u003cp\u003eSpheres of Influence Model 9\u003c\/p\u003e \u003cp\u003eFive Significant Change Dynamics of Modern Health Care 12\u003c\/p\u003e \u003cp\u003eProfile of a Progressive Health Care Organization 21\u003c\/p\u003e \u003cp\u003eComposition of a Progressive Health Care Human Resources Management Department 26\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 2: Strategic Health Care Human Resources Management and Planning 31\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eThe Changing Role of Human Resources Management 32\u003c\/p\u003e \u003cp\u003eHuman Resources Outsourcing 35\u003c\/p\u003e \u003cp\u003eStrategic Human Resources Management and Human Resources Planning 36\u003c\/p\u003e \u003cp\u003eAnticipating Future Needs 38\u003c\/p\u003e \u003cp\u003eEvaluating the Effectiveness of Strategic Human Resources Management 42\u003c\/p\u003e \u003cp\u003eProblems and Implications of Strategic Human Resources Management 44\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 3: Organizational Culture Standards for Health Care Human Resources 49\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003ePerformance Matrix of Superstars, Steadies, and Nonplayers 50\u003c\/p\u003e \u003cp\u003ePACT Formula 54\u003c\/p\u003e \u003cp\u003eStrategic Requirements for a Progressive Health Care Human Resources Management Department 74\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 4: Equal Employment Opportunity Laws and Health Care Human Resources Management 83\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eFederal Equal Employment Opportunity Laws 84\u003c\/p\u003e \u003cp\u003eProving Employment Discrimination 96\u003c\/p\u003e \u003cp\u003eAffirmative Action: Executive Orders and Other Federal Laws 98\u003c\/p\u003e \u003cp\u003eConstitutional Rights 102\u003c\/p\u003e \u003cp\u003eAdditional Protections for Employees 109\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 5: Managing the Unique Health Care Workforce 115\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eCultural Factors Relevant to Health Care Human Resources 122\u003c\/p\u003e \u003cp\u003ePractical Application: A Tale of Two Jersey Cultures 129\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 6: The Importance of Volunteers in Health Care Organizations 135\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eSelection and Placement Strategy Considerations for Volunteers 136\u003c\/p\u003e \u003cp\u003eMaximizing Health Care Volunteer Performance 143\u003c\/p\u003e \u003cp\u003eAgenda Topics for Volunteer Summits 148\u003c\/p\u003e \u003cp\u003eTen Essential Rules for Volunteer Placement 150\u003c\/p\u003e \u003cp\u003e\u003cb\u003ePart Two Methods and Accountabilities of Health Care Human Resources 153\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 7: Critical Job Analysis and Design 155\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eLegal Significance of Job Analysis 157\u003c\/p\u003e \u003cp\u003eJob Analysis Information 158\u003c\/p\u003e \u003cp\u003eDesigning a Job Analysis Program 163\u003c\/p\u003e \u003cp\u003eJob Descriptions and Job Specifications 164\u003c\/p\u003e \u003cp\u003eCompetency Modeling 168\u003c\/p\u003e \u003cp\u003eJob Analysis Techniques 171\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 8: Recruitment, Interviewing, and Selection Strategies 177\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003ePreselection Process 178\u003c\/p\u003e \u003cp\u003eCritical Dimensions of External Recruitment 195\u003c\/p\u003e \u003cp\u003ePreparing and Planning for the Interview 198\u003c\/p\u003e \u003cp\u003eConducting the Interview 199\u003c\/p\u003e \u003cp\u003eEvaluating the Interview 204\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 9: Maximizing Performance Management and Evaluation 209\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eDeveloping an Evaluation Program 210\u003c\/p\u003e \u003cp\u003eUsing Defusers—the Return to Objectivity Formula 241\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 10: Compensation Strategies 247\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eMotivation 248\u003c\/p\u003e \u003cp\u003eEquity 253\u003c\/p\u003e \u003cp\u003eExecutive Compensation and Benefits 265\u003c\/p\u003e \u003cp\u003eFederal Laws Governing Compensation 267\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 11: Benefits 271\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eGovernment Required Benefits 272\u003c\/p\u003e \u003cp\u003eDiscretionary Benefits 276\u003c\/p\u003e \u003cp\u003eQuality-of-Work and Quality-of-Life Issues 282\u003c\/p\u003e \u003cp\u003e\u003cb\u003ePart Three Maximizing Health Care Human Resources 287\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 12: Training and Development 289\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eNeeds Assessment 291\u003c\/p\u003e \u003cp\u003eDeveloping Training Objectives 293\u003c\/p\u003e \u003cp\u003eDeveloping the Curriculum 294\u003c\/p\u003e \u003cp\u003eDelivering Training 302\u003c\/p\u003e \u003cp\u003eEvaluating Training 303\u003c\/p\u003e \u003cp\u003eCareer Development 306\u003c\/p\u003e \u003cp\u003eHealth Care Training and Development in Application 308\u003c\/p\u003e \u003cp\u003eRelevant and Resonant Health Care Organizational Training and Development 310\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 13: Organizational Development Strategies 319\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eEssential Objectives of Health Care Organizational Development 319\u003c\/p\u003e \u003cp\u003eOrganizational Development Strategies for Building Pride 329\u003c\/p\u003e \u003cp\u003eOrganizational Development Strategies for Escalating Accountability 338\u003c\/p\u003e \u003cp\u003eOrganizational Development Strategies for Team Building 344\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 14: Labor-Management Relations 353\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eCollective Bargaining in the Private Sector 354\u003c\/p\u003e \u003cp\u003eCollective Bargaining in Health Care Organizations 355\u003c\/p\u003e \u003cp\u003eCollective Bargaining in Federal Government Agencies 358\u003c\/p\u003e \u003cp\u003eCollective Bargaining in State and Local Government Agencies 359\u003c\/p\u003e \u003cp\u003eConcepts and Practices of Collective Bargaining 360\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 15: Strategic Health Care Human Resources Technology 377\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eInformation Systems Technology 379\u003c\/p\u003e \u003cp\u003eOrganizational Change 380\u003c\/p\u003e \u003cp\u003eTypes of Information Systems 381\u003c\/p\u003e \u003cp\u003eHuman Resources Information Systems 384\u003c\/p\u003e \u003cp\u003eBibliography 393\u003c\/p\u003e \u003cp\u003eIndex 409\u003c\/p\u003e \u003cp\u003e\u003cb\u003eJoan E. Pynes\u003c\/b\u003e 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.\u003c\/p\u003e \u003cp\u003e\u003cb\u003eDonald N. Lombardi\u003c\/b\u003e 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.\u003c\/p\u003e \u003cp\u003e\u003ci\u003eHuman Resources Management for Health Care Organizations\u003c\/i\u003e 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.\u003c\/p\u003e \u003cp\u003eTaking 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.\u003c\/p\u003e \u003cp\u003eFilled 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, \u003ci\u003eHuman Resources Management for Health Care Organizations\u003c\/i\u003e also offers information on labor-management relations for health care organizations and health care human resource information technology.\u003c\/p\u003e","brand":"Jossey-Bass","offers":[{"title":"Default Title","offer_id":47989390311653,"sku":"NP9780470873557","price":78.0,"currency_code":"USD","in_stock":false}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1842\/7735\/files\/9780470873557.jpg?v=1761783923","url":"https:\/\/k12savings.com\/products\/human-resources-management-for-health-care-organizations-isbn-9780470873557","provider":"K12savings","version":"1.0","type":"link"}