Human Resource ManagementHR LegislationDiscrimination RemediesTrends in Healthcare WorkforceStrategic Goals of Human Resource Management (HRM)RecruitingSelectionTraining and DevelopmentPromotion From WithinPerformance AppraisalBARSCompensationCompensation EquityPay-Trend LineExternal Pay EquityBenefitsTermination•HR LegislationHR Legislation•Trends in Healthcare WorkforceTrends in Healthcare Workforce•Strategic Goals of HR ManagementStrategic Goals of HR ManagementHuman Resource ManagementHuman Resource ManagementHR Legislation HR Legislation •Equal employment opportunity (EEO)Equal employment opportunity (EEO)–Civil Rights Act of 1964Civil Rights Act of 1964–Pay given to men and womenPay given to men and women–Discrimination based on race, religion, national Discrimination based on race, religion, national origin and sex origin and sex –Age discrimination (1967)Age discrimination (1967)–Handicapped discrimination (1973), ADA (1990)Handicapped discrimination (1973), ADA (1990)–Equal Employment Opportunity Commission Equal Employment Opportunity Commission (EEOC).(EEOC).Discrimination RemediesDiscrimination Remedies•Back pay Back pay •Affirmative actionAffirmative action–Use of goals, timetables, or other methods Use of goals, timetables, or other methods in recruiting in recruiting –To promote the hiring, development, and To promote the hiring, development, and retention of "protected groups.”retention of "protected groups.”Trends in Healthcare Trends in Healthcare WorkforceWorkforce•Multiskilled employeesMultiskilled employees•TeamsTeams•Diverse workforceDiverse workforce•Physician unionizationPhysician unionizationStrategic Goals of Human Strategic Goals of Human Resource Management (HRM)Resource Management (HRM)• Attract an effective work forceAttract an effective work force•Develop work force to its potentialDevelop work force to its potential•Maintain the work force.Maintain the work force.RecruitingRecruiting•Internal recruitingInternal recruiting•External RecruitingExternal Recruiting•Realistic Job Preview (RJP)Realistic Job Preview (RJP)•Legal Considerations in RecruitingLegal Considerations in RecruitingSelectionSelection•Job descriptionsJob descriptions•Selection DevicesSelection DevicesTraining and DevelopmentTraining and Development•On-the-job training (OJT)On-the-job training (OJT)•Orientation Orientation •Classroom trainingClassroom training•Programmed and computer-assisted Programmed and computer-assisted instructioninstruction•Conference and case discussion Conference and case discussion groups.groups.Promotion From WithinPromotion From Within•Job PostingJob Posting•Employee Resource Chart.Employee Resource Chart.Performance AppraisalPerformance Appraisal•360-degree Feedback360-degree Feedback•Halo error Halo error •Homogeneity Homogeneity •Behaviorally anchored rating scale Behaviorally anchored rating scale (BARS).(BARS).BARSBARSOustandingOustanding55If customer has defectiveIf customer has defectivemerchandise, will arrange for repairsmerchandise, will arrange for repairs44Shares complete information onShares complete information onreturn policiesreturn policies33Will remember to say “shop againWill remember to say “shop againwith us”with us”22Delay customer without explanationDelay customer without explanation11Be rude and disrepectfulBe rude and disrepectfulUnsatisfactoryUnsatisfactoryCompensationCompensation•Fit company strategyFit company strategy•Pay-for-performance systemsPay-for-performance systems•To maintain employee morale.To maintain employee morale.Compensation EquityCompensation Equity•Job Evaluation = Worth of jobsJob Evaluation = Worth of jobs•Internal equityInternal equity•Wage and Salary StructureWage and Salary Structure•Point systemPoint systemPay-Trend LinePay-Trend Line1001005050005.005.007.507.5010.0010.0012.5012.5015.0015.0017.5017.50Survey Pay RatesSurvey Pay RatesJob Evaluation PointsJob Evaluation PointsPay-trend linePay-trend lineExternal Pay EquityExternal Pay Equity•Competitive market pay ratesCompetitive market pay rates•Pay surveys Pay surveys •Consulting firmsConsulting firms•U.S. Bureau of Labor StatisticsU.S. Bureau of Labor Statistics•Trade associations.Trade associations.BenefitsBenefits•1/3 to 2/3 of labor costs 1/3 to 2/3 of labor costs •Sensitive to changes in employee life Sensitive to changes in employee life stylesstyles•Cafeteria-style benefit packages.Cafeteria-style benefit packages.TerminationTermination•Poor performers can be dismissedPoor performers can be dismissed•Use exit interviewsUse exit interviews•Transition for departing employees.Transition for departing