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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.
September 2008
Monday September 29, 2008
Posted by: Chad Paul at 7:51PM EST on September 29, 2008
Benefits are an important and potentially expensive aspect of compensation. In a tight labor market, benefits can be powerful tools for recruitment and retention. What benefits do you think are particularly important to health employees in today’s environment? Is your organization doing anything innovative in its benefit offerings?
Thursday September 18, 2008
Posted by: Nizar Wehbi at 4:28PM EST on September 18, 2008
I liked very much the slides discussing the advantages and disadvantages of hiring internal/external applicants. One observation that I have witnessed lately was when one of the high level exexcutives decided to move on to another organization. One of his subordinates/directors was promoted to fill that position. Another director was not happy that his peer rather than himself being promoted so he decided to leave. Sometimes it is very ticky to hire internal applicants without making others angry. One question that I have is in slide #9 in the Human Resources first presentation. What is "Protected class applicants"? Thanks Nizar Wehbi
Wednesday September 10, 2008
Posted by: Chad Paul at 10:12PM EST on September 10, 2008
Does anyone have any experience with organized labor in their organizations? With a declining membership in the private-sector, it would appear that hospitals have a large pool of prospective members to organize. What are the challenges that HR face in dealing with organized labor? Is there a way to discourage unionization?
Thursday September 4, 2008
Posted by: Jake Rosenberg at 1:15PM EST on September 4, 2008
Our organization utilizes a third-party vendor to administer our employee satisfaction survey. Last year, we switched from paper surveys to an online collection tool. We did not notice a significant change in response rate. What are others experience with online surveys? If you use an online survey, what strategies do you employ to maximize returns?
Monday September 1, 2008
Posted by: Jay Buras at 9:16PM EST on September 1, 2008
Does anyone have experience with implementing an employee evaluation tool that focuses on self/peer review and 360 degree feedback? I utilized this process in the military at Officer Candidate School and found it to be pretty brutal.
Posted by: Michael Trevisani at 8:51PM EST on September 1, 2008
Does anyone outsource the HR functions as the readings suggested is an option?
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