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HUMAN RESOURCES

HUMAN RESOURCES. HEALTH CARE MANAGEMENT 5 APRIL 2005. HUMAN RESOURCES MANAGEMENT. ACQUISITION RETENTION & MAINTENANCE SEPARATION. CLINICAL STAFF. HOSPITAL MEDICAL STAFF ARE USUALLY NOT EMPLOYEES MOST DOCTORS AND VIRTUALLY ALL NURSES AND PHYSICIAN EXTENDERS ARE STRAIGHT EMPLOYEES.

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HUMAN RESOURCES

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  1. HUMAN RESOURCES HEALTH CARE MANAGEMENT 5 APRIL 2005

  2. HUMAN RESOURCES MANAGEMENT • ACQUISITION • RETENTION & MAINTENANCE • SEPARATION

  3. CLINICAL STAFF • HOSPITAL MEDICAL STAFF ARE USUALLY NOT EMPLOYEES • MOST DOCTORS AND VIRTUALLY ALL NURSES AND PHYSICIAN EXTENDERS ARE STRAIGHT EMPLOYEES

  4. ACQUISITION • PLANNING • RECRUITMENT • SELECTION • ORIENTATION

  5. PRE-EMPLOYMENT • INTERVIEWING • CHECK CREDENTIALS YOURSELF • TESTING • MENTAL OR PHYSICAL • ABILITIES NEEDED TO PERFORM A JOB • ADVERSE IMPACT ON PROTECTED GROUP

  6. JOB DESCRIPTIONS • WHERE AND WHAT ARE THE JOB • QUALIFICATIONS • MINIMUM • DESIRABLE • SPECIAL CONDITIONS • BASIC LEGAL DOCUMENT • WITH OR WITHOUT CONTRACT

  7. PHYSICAL EXAM • COMMUNICABLE DISEASE - OK • DANGER TO OTHERS - OK • EVERYTHING ELSE - PROBABLY NOT OK • SET UP A MOCK JOB • CHANGE THE JOB

  8. PROHIBITED DISCRIMINATION • RACE • COLOR • NATIONAL ORIGIN • RELIGION • GENDER • AGE 40 TO 70 • PREGNANCY • HANDICAPPED STATUS

  9. CIVIL RIGHTS ACTTITLE VII • EXEMPTIONS - NOT DISCRIMINATION • BONA FIDE OCCUPATIONAL QUALIFICATION • TESTING & EDUCATIONAL REQUIREMENTS • SENIORITY • SPECIFIC AFFIRMATIVE ACTION - MAYBE

  10. SEXUAL HARASSMENT • DISCRIMINATION ACCORDING TO COURT RULINGS • SEXUALLY HOSTILE WORK ENVIRONMENT

  11. ADA • 43 MILLION AMERICANS IN 1990 • REASONABLE ACCOMMODATION • UNLESS UNDUE HARDSHIP ON THE EMPLOYER • MUST BE OTHERWISE QUALIFIED • DRUG ABUSE AND TESTING ARE NOT COVERED

  12. RETENTION • COMPENSATION • BENEFITS • EMPLOYEE ASSISTANCE • SAFETY & HEALTH • CAREER COUNSELING

  13. COMPENSATION • BASED ON THE JOB AND PERFORMANCE • SHOULD BE PERCEIVED AS FAIR • MUST BE CONSISTENT AND NOT DISCRIMINATORY

  14. FAIR LABOR STANDARDS ACT OF 1938 • 8 HOURS A DAY &/OR 40 HOURS IN 7 DAYS • 80 HOURS IN 14 CONSECUTIVE DAYS • EXEMPT EMPLOYEES • AGE 18 FOR HAZARDOUS WORK • HEALTHCARE IS HAZARDOUS

  15. BENEFITSLEGALLY REQUIRED • SOCIAL SECURITY - FICA • WORKER’S COMPENSATION • UNEMPLOYMENT INSURANCE • COBRA (1985)

  16. BENEFITS • INSURANCE • HEALTH, DISABILITY, LIFE, ETC • LEAVE • HOLIDAYS, VACATION, SICK, FUNERAL, PERSONAL, EDUCATIONAL • PENSION • EMPLOYER VS EMPLOYEE

  17. FAMILY & MEDICAL LEAVE ACT • UNPAID LEAVE • UP TO 12 WEEKS A YEAR • COVERED • NEW CHILD • SERIOUS PERSONAL HEALTH CONDITION • CARE OF A DEPENDENT WITH A SERIOUS HEALTH CONDITION

  18. EMPLOYEE ASSISTANCE • STARTED FOR ALCOHOLISM • NOW FOR ALL SUBSTANCE ABUSE • ALSO LEGAL, FINANCIAL, EMOTIONAL PROBLEMS • 15 - 20 % OF WORKFORCE ON DRUGS • HEALTHCARE ABOUT TWICE AS BAD

  19. WORKPLACE SAFETY • WORKER’S COMPENSATION • STATE LAW • BENEFITS THE EMPLOYER • OSHA • HOSPITALS HAVE ALL THE HAZARDS

  20. SPECIAL SAFETY PROBLEMS • PATIENTS ARE DANGEROUS AND HARD TO HANDLE • BACK INJURIES • ASSAULTS • AIDS/HIV • PROTECTING WORKERS • PROTECTING PATIENTS

  21. MAINTENANCE • APPRAISAL • TRAINING & CONTINUING ED • CORRECTIVE COUNSELING • DISCIPLINE

  22. PERFORMANCE APPRAISAL • USUALLY A RATING SCALE • DONE EVERY 12 MONTHS • “ALL THE CHILDREN ARE ABOVE AVERAGE”

  23. DISCIPLINE • EVEN HANDED • POSITIVE IF POSSIBLE • CORRECTIVE COUNSELING • WELL DOCUMENTED • INCLUDED IN PERFORMANCE EVALUATIONS OF EMPLOYEE AND SUPERVISOR

  24. SEPARATION • QUIT • BETTER JOB OR BETTER PLACE • DISCHARGE • FIRING VS LAYOFF • RETIREMENT • DISABILITY • DEATH

  25. SEPARATION ACTIVITIES • PRE-RETIREMENT PLANNING • INCOME • INSURANCE • OUTPLACEMENT • EXIT INTERVIEWS

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