Human Resources Management for Health Care Organizations A Strategic Approach.

Detalles Bibliográficos
Autor principal: Pynes, Joan E.
Formato: Electrónico eBook
Idioma:Inglés
Publicado: Newark : John Wiley & Sons, Incorporated, 2012.
Colección:New York Academy of Sciences Ser.
Temas:
Electronic books.
Acceso en línea:Texto completo
Tabla de Contenidos:
  • Human Resources Management for Health Care Organizations: A Strategic Approach
  • Contents
  • Tables and Figures
  • Preface
  • The Authors
  • Part One: Human Resources Management in the Health Care Business Arena
  • Chapter 1: Introduction to Health Care Human Resources Management
  • Defining Elements of Progressive Health Care Organizations
  • Current Perceptions of Health Care Organizations
  • 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
  • Composition of a Progressive Health Care Human Resources Management Department
  • Chapter 2: Strategic Health Care Human Resources Management and Planning
  • 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
  • Chapter 3: Organizational Culture Standards for Health Care Human Resources
  • Performance Matrix of Superstars, Steadies, and Nonplayers
  • PACT Formula
  • Pride
  • Accountability
  • Commitment
  • Trust
  • Strategic Requirements for a Progressive Health Care Human Resources Management Department
  • High Visibility
  • Business Orientation
  • User-Friendliness
  • Direct Communication
  • Responsiveness
  • Decisiveness
  • Knowledgeability
  • Action Orientation
  • Strength
  • Pragmatism
  • Chapter 4: Equal Employment Opportunity Laws and Health Care Human Resources Management
  • 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
  • Expressive Rights
  • Freedom of Association
  • Limits on Political Participation
  • Privacy Rights
  • Due Process Rights
  • Additional Protections for Employees
  • Whistle-Blower Protection
  • Employment at Will
  • Chapter 5: Managing the Unique Health Care Workforce

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