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HR Management – CH 3 and Reflection

Strategic HR management
Maximizes the effectiveness of employees and results in the achievement of an organizational mission and a competitive advantage in the market.
Four types of assets in search for success
1. Physical – building, land, equipment, etc
2. Financial – cash, resources, etc
3. Intangible – patents, research, processes, etc
4. Human – talents, experience, etc
Human capital
The collective value of the capabilities, knowledge, skills, life experiences, and motivation in an organization’s workforce.
Intellectual capital
Human capital is sometimes called _______
Core competency
A unique capability that creates high value and at which a healthcare organization excels.
Organizational culture
Consists of the shared values and beliefs that give members of an organization meaning and provide them with rules for behavior.
Organizational culture can be seen as the “climate” of the firm that employees, managers, customers, and others experience.
Three roles HR plays in an organization
1. Administrative
2. Operational and Employee Advocate
3. Strategic
Strategic HR management
Refers to the use of HR management practices to gain or keep a competitive advantage.
To contribute in the strategic planning process, HR professionals do the following:
1. Understand the business
2. Focusing on the Key Business Goals
3. Knowing What to Measure
4. Preparing for the Future
Human Resource Planning
The process of analyzing and identifying the need for and availability of people so that the organization can meet its strategic objectives.
Human Resource Planning
To ensure that the organization has the right number of people with the right capabilities, at the right times, and in the right places.
Environmental Scanning
Helps to pinpoint strengths, weaknesses, opportunities, and threats that the organization will face during the planning horizon.
SWOT Analysis
Strengths, Weaknesses, Opportunities, Threats
Human Resource Information Systems
An integrated system designed to provide information used in HR decision making (payroll processing, record keeping, etc)
2 issues of concern for HR
1. Security
2. Privacy of the HRIS
Uses information from the past and present to predict expected future conditions.
HR forecasting should be done of 3 planning periods
Short range
Long range
Short range
The most commonly used planning period, usually a period of six months to one year.
Keys inputs to HR strategic plan
1. Organizational mission
2. Organizational objectives and strategies
3. Environmental assessment
4. Organizational resources and capabilities
5. Financial realities
6. Considering the plans of other functional areas
50; 80
Women constitute about _______ percent of the US workforce, but not unusual for healthcare workforce to have _______percent or more females.
Contingent workers
Temporary workers, independent contractors, leased employees, and part timers
Economic factors; reduce legal liability for some employers
2 reasons contingent workers have increased.
the customer himself or herself
Weaknesses in HR management are perhaps most evident to ______
product; customer
In the world of healthcare, the ________ essentially is assembled around the __________, often in full view as the service is being delivered.
Poor recruitment and retention practices
__________ and _________ practices can lead healthcare entities to hire “second best” in an effort to fill vacancies.
Environmental analysis.
One element of strategy that shouldn’t be missed by anyone engaged in HR management; as it applies to the nature of the internal and external workforce and general state of the total workforce.
Those that believe the need not worry about the specifics of the healthcare industry
The greatest single culprit that pushes HR management out of the C-suite and into traditional role of records management is _______
On the job training
A common route for gaining requisite detail implementation success.
BLR’s What to do about personnel problems in (state)
Indexed by topic, that presents brief summaries and extensive step by step implementation guidance across the spectrum of HR. The essential reference for any practicing HR executive.
compliance agents
The best HR officers view themselves first and foremost to be _______.

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