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please complete attached discussion board and replies 2 classmates...................................................... rubric_646.pdf busi_645.pdf busi_646__p_r.pdf busi_646.pdf Unformatted Attachment Preview BUSI DISCUSSION BOARD FORUM GRADING RUBRIC Criteria Levels of Achievement Not present Content 70\% Advanced Proficient Developing Thread – Content 18 to 20 points All key components of the Discussion Board Forum prompt are answered in the thread. Major points are supported by all of the following: • Reading & Study materials; • Pertinent, conceptual, or personal examples; • Thoughtful analysis (considering assumptions, analyzing implications, and comparing/ contrasting concepts); and • Two peer-reviewed source citations in current APA format, the text and the integration of 1 biblical principle. 14 to 17 points Some key components of the Discussion Board Forum prompt are answered in the thread. Major points are supported by some of the following): • Reading & Study materials; • Pertinent, conceptual, or personal examples; • Thoughtful analysis (considering assumptions, analyzing implications, and comparing/ contrasting concepts); and • Two peer-reviewed source citations in current APA format, the text and the integration of 1 biblical principle. 1 to 13 points Minimal key components of the Discussion Board Forum prompt are answered in the thread. Major points are supported by none of the following: • Reading & Study materials; • Pertinent, conceptual, or personal examples; • Thoughtful analysis (considering assumptions, analyzing implications, and comparing/ contrasting concepts); and • Two peer-reviewed source citations in current APA format, the text and the integration of 1 biblical principle. 0 points Not Achieved Replies Content 18 to 20 points Contribution made to discussion with each reply expounding on the thread. Major points are supported by all of the following: • Reading & Study materials; • Pertinent, conceptual, or personal examples; • Thoughtful analysis (considering assumptions, analyzing implications, and comparing/ contrasting concepts); and • Two peer-reviewed source citations in current APA format, the text and the integration of 1 biblical principle with supporting scriptural references. 14 to 17 points Marginal contribution made to discussion with each reply slightly expounding on the thread. Major points are supported by some of the following): • Reading & Study materials; • Pertinent, conceptual, or personal examples; • Thoughtful analysis (considering assumptions, analyzing implications, and comparing/ contrasting concepts); and • Two peer-reviewed source citations in current APA format, the text and the integration of 1 biblical principle with supporting scriptural references. 1 to 13 points Minimal contribution made to discussion with each reply slightly expounding on the thread. Major points are supported by none of the following: • Reading & Study materials; • Pertinent, conceptual, or personal examples; • Thoughtful analysis (considering assumptions, analyzing implications, and comparing/ contrasting concepts); and • Two peer-reviewed source citations in current APA format, the text and the integration of 1 biblical principle with supporting scriptural references. 0 points Not Achieved Points Earned Page !1 of !2 BUSI Structure 30\% Advanced Proficient Developing Not present Thread – Spelling, Grammar, and APA Formatting 7 to 7 points Proper spelling, grammar, and APA format are used. 6 to 6 points Marginal spelling, grammar, and APA format are used (1-3 errors are present). 1 to 5 points Minimal spelling, grammar, and APA format are used (4-5 errors are present). 0 points Not Achieved Thread – Word Count 8 to 8 points Required word count (600 word count is met) 7 to 7 points 550-599 word count 1 to 6 points 450-549 word count 0 points Not Achieved Replies – Spelling, Grammar, and APA Formatting 7 to 7 points Proper spelling, grammar, and APA format are used. 6 to 6 points Marginal spelling, grammar, and APA format are used (1-3 errors are present). 1 to 5 points Minimal spelling, grammar, and APA format are used (4-5 errors are present). 0 points Not Achieved Replies – Word Count 8 to 8 points Both replies are present and contain the required word count (450 word count is met for both replies is met) 7 to 7 points Replies submitted, but 1 reply submitted with insufficient word count 1 to 6 points Both replies submitted with insufficient word counts and/or only 1 reply has been submitted. 0 points Not Achieved Total Points Points Earned /70 Page !2 of !2 1 Table of Contents Title Page Copyright Tables and Figures Dedication Preface Purpose and Audience Overview of the Contents Acknowledgments The Authors Part 1: Human Resources Management in the Health Care Business Arena Chapter 1: Introduction to Health Care Human Resources Management Defining Elements of Progressive Health Care Organizations Current Perceptions of Health Care Organizations Spheres of Influence Model Five Significant Change Dynamics of Modern Health Care Profile of a Progressive Health Care Organization Composition of a Progressive Health Care Human Resources Management 2 Department Summary Key Terms Discussion Questions Chapter 2: Strategic Health Care Human Resources Management and Planning The Changing Role of Human Resources Management Human Resources Outsourcing Strategic Human Resources Management and Human Resources Planning Anticipating Future Needs Evaluating the Effectiveness of Strategic Human Resources Management Problems and Implications of Strategic Human Resources Management Summary Key Terms Discussion Questions Chapter 3: Organizational Culture Standards for Health Care Human Resources Performance Matrix of Superstars, Steadies, and Nonplayers PACT Formula 3 Strategic Requirements for a Progressive Health Care Human Resources Management Department Summary Key Terms Discussion Questions Chapter 4: Equal Employment Opportunity Laws and Health Care Human Resources Management Federal Equal Employment Opportunity Laws Proving Employment Discrimination Affirmative Action: Executive Orders and Other Federal Laws Constitutional Rights Additional Protections for Employees Summary Key Terms Discussion Questions Chapter 5: Managing the Unique Health Care Workforce Cultural Factors Relevant to Health Care Human Resources Practical Application: A Tale of Two Jersey Cultures Summary 4 Key Terms Discussion Questions Chapter 6: The Importance of Volunteers in Health Care Organizations Selection and Placement Strategy Considerations for Volunteers Maximizing Health Care Volunteer Performance Agenda Topics for Volunteer Summits Ten Essential Rules for Volunteer Placement Summary Key Terms Discussion Questions Part 2: Methods and Accountabilities of Health Care Human Resources Chapter 7: Critical Job Analysis and Design Legal Significance of Job Analysis Job Analysis Information Designing a Job Analysis Program Job Descriptions and Job Specifications Competency Modeling Job Analysis Techniques 5 Summary Key Terms Discussion Questions Chapter 8: Recruitment, Interviewing, and Selection Strategies Preselection Process Critical Dimensions of External Recruitment Preparing and Planning for the Interview Conducting the Interview Evaluating the Interview Summary Key Terms Discussion Questions Chapter 9: Maximizing Performance Management and Evaluation Developing an Evaluation Program Using Defusers—the Return to Objectivity Formula Summary Key Terms Discussion Questions 6 Chapter 10: Compensation Strategies Motivation Equity Executive Compensation and Benefits Federal Laws Governing Compensation Summary Key Terms Discussion Questions Chapter 11: Benefits Government Required Benefits Discretionary Benefits Quality-of-Work and Quality-of-Life Issues Summary Key Terms Discussion Questions Part 3: Maximizing Health Care Human Resources Chapter 12: Training and Development Needs Assessment 7 Developing Training Objectives Developing the Curriculum Delivering Training Evaluating Training Career Development Health Care Training and Development in Application Relevant and Resonant Health Care Organizational Training and Development Summary Key Terms Discussion Questions Chapter 13: Organizational Development Strategies Essential Objectives of Health Care Organizational Development Organizational Development Strategies for Building Pride Organizational Development Strategies for Escalating Accountability Organizational Development Strategies for Team Building Summary Key Terms 8 Discussion Questions Chapter 14: Labor-Management Relations: Collective Bargaining and Progressive Employer Relations Collective Bargaining in the Private Sector Collective Bargaining in Health Care Organizations Collective Bargaining in Federal Government Agencies Collective Bargaining in State and Local Government Agencies Concepts and Practices of Collective Bargaining Summary Key Terms Discussion Questions Chapter 15: Strategic Health Care Human Resources Technology Information Systems Technology Organizational Change Types of Information Systems Human Resources Information Systems Summary Key Terms 9 Discussion Questions Bibliography Index 10 11 Copyright © 2011 by John Wiley & Sons, Inc. All rights reserved. Published by Jossey-Bass A Wiley Imprint One Montgomery Street, Suite 1200, San Francisco, CA 94104-4594— www.josseybass.com No part of this publication may be reproduced, stored in a retrieval system, or transmitted in any form or by any means, electronic, mechanical, photocopying, recording, scanning, or otherwise, except as permitted under Section 107 or 108 of the 1976 United States Copyright Act, without either the prior written permission of the publisher, or authorization through payment of the appropriate per-copy fee to the Copyright Clearance Center, Inc., 222 Rosewood Drive, Danvers, MA 01923, 978-750-8400, fax 978-6468600, or on the Web at www.copyright.com. Requests to the publisher for permission should be addressed to the Permissions Department, John Wiley & Sons, Inc., 111 River Street, Hoboken, NJ 07030, 201-748-6011, fax 201748-6008, or online at www.wiley.com/go/permissions. Limit of Liability/Disclaimer of Warranty: While the publisher and author have used their best efforts in preparing this book, they make no representations or warranties with respect to the accuracy or completeness of the contents of this book and specifically disclaim any implied warranties of merchantability or fitness for a particular purpose. No warranty may be created or extended by sales representatives or written sales materials. The advice and strategies contained herein may not be suitable for your situation. You should consult with a professional where appropriate. Neither the publisher nor author shall be liable for any loss of profit or any other commercial damages, including but not limited to special, incidental, consequential, or other damages. Readers should be aware that Internet Web sites offered as citations and/or sources for further information may have 12 changed or disappeared between the time this was written and when it is read. Jossey-Bass books and products are available through most bookstores. To contact Jossey-Bass directly call our Customer Care Department within the U.S. at 800-956-7739, outside the U.S. at 317-572-3986, or fax 317-5724002. Wiley publishes in a variety of print and electronic formats and by print-ondemand. Some material included with standard print versions of this book may not be included in e-books or in print-on-demand. If this book refers to media such as a CD or DVD that is not included in the version you purchased, you may download this material at http://booksupport.wiley.com. For more information about Wiley products, visit www.wiley.com. Library of Congress Cataloging-in-Publication Data Pynes, Joan. Human resources management for health care organizations : a strategic approach / Joan E. Pynes, Donald N. Lombardi.—1st ed. p. cm. Includes bibliographical references and index. ISBN 978-0-470-87355-7 (pbk.); 978-1-118-15273-7 (ebk.); 978-1-11815274-4 (ebk.); 978-1-118-15275-1 (ebk.) 1.Health services administration. 2.Health facilities—Personnel management. I.Lombardi, Donald N., 1956- II. Title. RA971.35.P96 2012 362.1068—dc23 13 2011038828 14 Tables and Figures Tables 3.1 Performance Matrix 4.1 Federal Statutes Related to Equal Employment Opportunity 5.1 Cultural Dynamics of the Hoboken Gen X Crew 5.2 Cultural Dynamics of New Jersey Retirees 6.1 Progressive Placement of Medical Center Volunteers 10.1 Typical Compensable Factors 10.2 Salary Table 2010-GS Incorporating the 1.50 Percent General Schedule Increase (Annual Rates by Grade\hb and Step) 11.1 Employee Benefits 13.1 Organizational Development Themes from Great American Innovators 14.1 National Labor Relations Board Jurisdictional Standards for Nonprofit Health Care Organizations (in Effect July 1990) Figures 1.1 Spheres of Influence Model 1.2 Organizational Chart\emdash Midsize Community Hospital 1.3 Organizational Chronology of a Health Care Professional 1.4 Organizational Chart\emdash Health Care Human Resources Management Department 3.1 PACT Formula 3.2 Time Line Review of the Huntington VA Medical Center, West Virginia 3.3 Defined Values of a Progressive Health Care Leader 3.4 Decision-Making Criteria and Process 5.1 Unique Facets of the Health Care Workforce 5.2 Cultural Composition Foundations 6.1 Identifying Background Strengths of Health Care Volunteers 7.1 Example Job Analysis Questionnaire 7.2 Example Structured Checklist 7.3 Example Job Description 8.1 Recruitment Sources 8.2 Candidate Evaluation 8.3 Interview Dyad Dynamics 9.1 Example Trait Rating Scale 9.2 Example Critical Incident Report 9.3 Example Behaviorally Anchored Rating Scale 9.4 Example Behavioral Observation Scale 9.5 Example 360-Degree Evaluation 12.1 Critical Dimensions of Health Care Training\hb and Development 12.2 The “I” Formula 13.1 Essential Tenets of Health Care Organizational Development 13.2 Majuro Medical Center Credo of Nursing 13.3 Example Criteria Page for an Organizational Handbook\hb of Values 15 13.4 Huntington VA Medical Center (VAMC) Fact Sheet 16 In honor and memory of my parents —Joan Pynes To Deborah Ann —Don Lombardi 17 Preface In an era in which health care organizations are contending with everescalating expectations, increased demands for services, and critical scrutiny from all constituencies, the need to maximize the performance of human resources at every level and in every regard is the most significant component of a health care organizations essential charter. Strategic human resources management (SHRM) is the integration of human resources management (HRM) with the strategic mission of the organization that innovates human resources policies and practices to meet the challenges health care agencies face today, as well as those they will face in the future. Human resources management departments must take a proactive role in guiding and supporting health care organizational efforts to meet the changing demands of the customer-patient community and the challenges confronting every member of the health care organization. With these daunting challenges, there has been a renewed emphasis on human capital and human resources management as a responsibility of all health care leaders, as health care organizations face the realization that the combined strength of their employees is undoubtedly their most important organizational asset. Workers define the organizations character, affect its capacity to perform, and represent its knowledge base—a confluence that results in the provision of the best possible health care to the community. To be true strategic partners, human resources management departments must possess high levels of professional and business knowledge and must establish viable foundations and vivid links to enhancing organizational performance that offer a fundamental, measurable basis for the continued success and recognized excellence of the organization. Health care organizations must stay dynamically attuned to the needs of society and seek to improve the quality of their services by engaging in strategic human resources management. Recruitment and selection strategies must be innovative, career development opportunities must be provided 18 progressively, work assignments must be thoughtfully designed, and policies must reward superior performers while resolving performance problems posed by marginal employees. These policies must be developed and administered according to the principles of equity, efficiency, and effectiveness; performance standards must be designed to promote the stated goals and resonant values of the progressive health care agency so that it truly evolves into an accountable care organization. Purpose and Audience This book works as a comprehensive guide to the essential areas of health care human resources management by defining what each aspect of human resources addresses, why it is specifically essential to a health care organization, and then how it can be incorporated strategically using best practices and vanguard programs. This book particularly emphasizes the importance of HRM functions and SHRM planning balanced with the current and emergent dynamics apparent in the most important resource of a health care organization—its people. This book was written to be an immediately useful practical handbook for practitioners as well as a textbook for use as part of health care management undergraduate and graduate programs. By infusing academic discourse with current proven strategies, the book is intended to be relevant, resonant, and realistic in its scope and viability in both the classroom and the health care workplace. Overview of the Contents Part One introduces the context of human resources management in the unique health care business arena, and moves in a “general to specific” progression by examining the critical dimensions of the customer-patient environment, the composition of a progressive health care organization, and the human resources management needs of a health care professional. Chapter 19 One provides an introduction to the health care human resources business setting, replete with methods for strategic analysis and examples from a triad of community health care organizations powered by strong human resources management departments. Chapter Two explains how SHRM and human resources planning are imperative if health care agencies are to remain competitive and be able to accomplish their mission. Chapter Three presents organizational culture standards for progressive health care human resources management using an organizational assessment tool as a focal point. Chapter Four presents the legal environment of human resources management, incorporating practical perspectives and validated guidance. Chapter Five explores the methods for managing the unique health care workforce and moves from the overarching subject of organizational culture to practical perspectives and pertinent application. Then, the importance of managing volunteers and how SHRM practices can assist in making the volunteer experience both productive for the agency and satisfying to volunteers and board members is discussed in Chapter Six. Part Two presents the techniques and functional areas of human resources management, supported by methods and accountability programs for health care organizations. Each chapter provides ample practical examples. Chapter Seven explains the importance of job analysis before executing HRM policies or developing job descriptions, performance appraisal instruments, training and development programs, and recruitment and selection criteria. A variety of job analysis techniques are discussed. Chapter Eight addresses recruitment, selection, and hiring techniques. Drug testing, physical ability testing, psychological examinations, and other essential selection programs are also summarized. Performance management and ev ... Purchase answer to see full attachment