{"product_id":"human-resources-management-for-health-care-organizations-9780470873557","title":"Human Resources Management for Health Care","description":"\u003cb\u003eBook Synopsis\u003c\/b\u003e\u003cbr\u003eThis 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.\u003cbr\u003e\u003cbr\u003e\u003cb\u003eTable of Contents\u003c\/b\u003e\u003cbr\u003e\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","brand":"John Wiley \u0026 Sons Inc","offers":[{"title":"Default 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