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Archives
• Current Entries
• November 2009 • October 2009 • September 2009 • August 2009 • July 2009 • June 2009 • May 2009 • April 2009 • February 2009 • January 2009 • December 2008 • November 2008 • October 2008 • September 2008 • August 2008 • June 2008 • May 2008 • April 2008
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Human Resources
This area deals with assessing the need for and the supply of professional and other personnel. Functions include recruitment, selection, training, compensation, and evaluation of such personnel and examining ways to evaluate productivity and monitor accountability for results.
May 2008
Thursday May 29, 2008
Posted by: Elizabeth Greer at 3:15PM EST on May 29, 2008
In the highly competitive environment that we have today...what can we offer prospects that is not already being offered by our competitors? Turn over is a problem that we all have to deal with...I am curious if any of you have found ways to be more successful in retention?
Monday May 26, 2008
Posted by: Beth Carlson at 3:12PM EST on May 26, 2008
I am curious as to whether or not you're requiring a signed Code of Conduct for employment, and if any of your organizations have taken a Zero tolerance stance if it's violated?
Sunday May 11, 2008
Posted by: Robin Korogi at 8:50AM EST on May 11, 2008
Organization has a employee recruitment incentive program for hard to fill occupations. Depending on the occupation, if the employee successfully recruits a candidate and they stay for 6 months, the incentive is paid out. Next challenge is how to include diversity into this mix .... In SLC it is a challenge to attract diverse applicants as the population majority is white. Thinking of adding a category to the already existing recruitment incentive program for those underrepresented categories (i.e. black male, black female, etc). Thinking of expanding the diversity piece to include ANY position for the diversity part. Has anyone had any experience using diversity in an employee incentive recruitment program?
Tuesday May 6, 2008
Posted by: Edmund Dietrich at 5:49PM EST on May 6, 2008
Is anyone experiencing clinical pay inequities driven by market forces such as shortage of candidates or high regional competitive pay rates? If so, for which positions?
Sunday May 4, 2008
Posted by: Robert Wilcox at 9:41PM EST on May 4, 2008
Related to Broadbanding pay grades, has anyone ran into problems with this strategy? I'm curious to know if it is more or less effective when applied to differerent organizational settings. For example would Broadbanding be used in a new or growth oriented business versus an established one?
Saturday May 3, 2008
Posted by: Rebecca Cartright at 8:50PM EST on May 3, 2008
What can a small rural hospital do to compete with larger organizations in recruitment of nurses and doctors?
Posted by: Dwight Linton at 12:01AM EST on May 3, 2008
What recritment tools have you seen/used that may offer high reliability/validity in light of the fact that many healthcare organizations do not adequately measure the success of thier selection tools?
Friday May 2, 2008
Posted by: Franka Tirado at 1:16PM EST on May 2, 2008
I really like the concept of 'Behaviorally anchored Rating Scales' or BARS as it ensures fairness in the evaluation process. What percentage of health care industry compared to other industries use this model?
Thursday May 1, 2008
Posted by: Timothy Neville at 10:54AM EST on May 1, 2008
Is anyone knowledgeable of the reason or genesis of the statutes providing public employees rights of due process even in an at-will state? Is it related to preventing mass patronage with every changing administration?
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