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6 Cards in this Set

  • Front
  • Back
major domains of human resources management
Workforce Planning/Recruitment
Job Analysis – involves identifying those unique responsibilities.
Workforce Planning – There needs to be an estimate of the number of staff members needed to carry out hose responsibilities at the present time, as well as projections of the number of staff member needed at some future target date.
Job Descriptions – are necessary to define the required knowledge, skills, responsibilities, training, experience, certification or liscensure, and line of reporting for a specific job.

Recruitment, Selection, Negotiation, and Hiring of New Employees:

It is the responsibility of HR Staff personnel to: Prepares position description, Prices Jobs, Prepares advertisements/recruitment materials, Keep track of applicants/maintains HR Information System, Checks applicant references, maintains personnel files, and narrows candidate pool
major domains of human resources management
Recruitment, Selection, Negotiation, and Hiring of New Employees – It is the responsibility of Line Manager’s to: Clarifies job function/provides input into position description, Interviews candidate (some manager also perform this duty), Ranks candidates, Selects candidate, Negotiates with candidate, and Hire Candidate.
Methods to identify need for staff
Addresses the needs of employees so that they will be satisfied and remain with the organization. Management has improved the work environment, and redesign jobs and administrative structures to provide for personal leaning and professional growth.
Ways managers can address employee retention needs
Management has taken various initiatives to ensure job satisfaction. This is being done through greater employee decision making about aspects of their work and sharing of organizational metrics about performance with employees, have been shown to increase employee satisfaction and lessen the likelihood of leaving the organization.
Key functions of employee retention
Include all of those key activities that address care, support and development of employees to facilitate their long-term commitment to the organization. They include employee relations and engagement, training and development, managing compensations and benefits, providing employee assistance programs, and offering employee suggestion programs.
Advantages of leadership development
Leadership development initiatives serves as a recruitment tool for bringing highly qualified candidates to the organization in both clinical and nonclinical roles. Another advantage is to provide for succession planning for senior/executive and mid-level manager. Because many senior executives are nearing retirement, and given the high demand for healthcare managers cross all sectors of the industry die to keen competition for leadership talent, organizations have decide to groom from within.