HR Flashcards
Business Strategy
Set of strategic alternatives that an org chooses from to most effectively compete in a particular industry or market.
Corporate Strategy
Set of strategic alternatives that an organization chooses from as it manages its operations simultaneously across several industries and markets
Functional Strategies
Consider how the org will manage each of its major functions (ie, mktg, finance, and HR)
Staffing Strategy
A set of activities used by the organization to determine its future HR needs, recruit qualifies applicants with an interest on the org, and select the best of those applicants as new employees.
Should be undertaken only after careful and systematic development of the corporate and business strategies so staffing activities mesh w other strategic elements of the org.
Development Strategy
- helps org enhance the quality of HR
- must be consistent w corporate and business strategies
Corporate Culture
Set of values that help members of that culture understand what they stand for, how they do things, and what they consider important.
TJC
HR.1.30
Staffing effectiveness
Minimum of 4 staffing indicators-
2 from HR
2 Clinical/Service
Executive Order 11246
Federal contractors and subcontractors must “take affirmative action to ensure that all individuals have an equal opportunity for employment/ without regard to race, color, religion, sex, national origin, disability or status as Vietnam era or special disabled vet”
Equal Employment Opportunity Act 1972
- amendment to VII
- private companies with more than 15
Title VII of Civil Rights Act 1964
- most far-reaching and significant
- prohibits discrimination- voting, public accommodations, public education and employment- on basis of race, color, gender…
Equal Pay Act
- 1963
- amendment to FLSA
FLSA
- Fair Labor Standards Act- 1938
- concerns minimum wage, overtime and child labor
- < 8/40 non school week
Uniform Guidelines on Employee Selection Procedure
- developed by fed to due to complexity of of EEOC laws
- provides basic guidance on compliance in virtually every HR function
- www.uniformguidelines.com
5 stages of abilities
- Novice
- Advanced beginner- at this stage, has gained enough experience and knowledge yacht certain behaviors become automatic, so that he can begin to learn when tasks should be addressed.
- Competent- masters practiced response of definable tasks and processes and has acquired the ability to deal w unexpected events
- Proficient- developed ability to discern situation, intuitively asses it, plan what needs to be done, decide on an action, and perform he action more effortlessly than possible in early stages.
- Expert- accomplished goals w/o realizing that rules are being followed b/c skill and knowledge required to reach goals have become 2nd nature.
Credentialing INGs
- commission on graduates of foreign nursing schools (CGFNS)
A. Mandatory reviews of incoming nurse education, credentials, etc
B. Offers pre- immigration exam in 30+ countries - NCLEX-RN - National Council licensure Exam for RNs
EB Visa
- permanent employment based visa. Employers that hire nurses are not subject to usual provision that requires them to prove that no US workers are available to take jobs
Nursing visas are difficult, so most apply for green cards(permanent residency visas)
TN Visa
- linked w NAFTA, nurses from Mexico and Canada- renewable, 1 yr
H1-C Visa
- Nursing Relief for Disadvantaged Areas Act
IMGs who wish to work permanently on US
- labor cert process- requires IMGs employer to demonstrate a shortage of qualified workers to fill position in geographic area; if approved physician is obligated to 18 mos-5 yrs w employer
- national interest waiver- IMG must demonstrate exceptional abilities in field, such that admission to workforce is in national interest - need not be linked to specific employer… But may include 5 yrs in medically underserved area.
O visas
- obtained by physicians with “outstanding” abilities in gfiel (usually researchers or specialists)
- more loosely ties to employers than H-1
H-1 B Visa
- immigrants in Specialty occupations (requires at least a bachelors degree)
- allow a 3 yr LOS
- can be extended an additional 3 yrs
j-1 visa
- category for trainees
Nurse Reinvestment Act- 2002
- legislation that uses a combination of expanded eligibility for loan repayment, education vouchers and other measures to improve retention of nurses.
ICN ( international Council of Nurses)
- created position statement on ethical recruitment of nurses to guide recruitment efforts b/w member countries
- aims to protect migrant nurses, calling for several measures such as good-faith contracting, freedom of employment and association, fiat pay and working conditions
WHO
- TTR (Treat, Train and Retrain)- HIV
- working with Global Health Workforce Alliance Task Force to support efforts to scale up health-worker education, esp in countries facing workforce crises.
GATS-
- General Agreement on Trade in Services
- International treaty that governs trade of services
Demand-Based Assessment
- mathematical model that projects supply/demand
Training-Output Estimating
- most common method of anticipating supply of practitioners.
- Draws on data from training programs
Needs-based assessments
- iterative consensus process where lists of indicators, sign, and conditions are presented in various combinations and expert clinicians are asked to determine if these combinations are high-, med- or low-level reasons for hospitalization, for conducting a safe procedure, or for prescribing a specific med.
- most obvious method of determine how many HC professionals should be supported in a system or org to match the consensus HC needs of a population or client base w biological need for care.
Benchmarking
- takes into consideration existing ratios but adds a test of efficiency to the analysis
- using this approach for national standards is controversial; ok for organizations
- a big part of workforce analysts process
- Associated with Dartmouth Atlas of Health Care
Population-based estimating
- rests on presumed appropriate or normative ratios of personnel/professionals to population
- ratios not always generated from Population-based estimating
- rests on presumed appropriate or normative ratios of personnel/professionals to population
- ratios not always generated from epidemiological analysis… Sometimes rules of thumb
- health Processionals Shortage Area= 1 PC:3,500 people is severe shortage
- in combination with training-output= most applicable for national health systems
5 Basic Strategies in workplace planning:
- Population-based estimating
- Benchmarking
- Needs-based assessment
- Demand-based assessment
- Training-output estimating
National Health Service Corp
Put federal government in role as direct provider of HC professional service for general population
Health Professionals Education Act of 1963
Provided construction $ for HC professional schools- funds tied to increased enrollment requirements to assist schools operating expense as well as loans/scholarships
Health Amendments Act 1956
First federal legislation to support training of HC professionals for the “market”, not for some specific federal role
Nurse Training Act- 1941
Attempted to expand nursing schools during wartime.
3 steps of workforce Dev
- Planning= quality concern
- Training=quality concern
- Managing= performance and output concern
The US Dept of Labor specifically indicates that affirmative action plans are NOT quota systems. Rather, they allow org’s to work toward greater inclusion by setting goals and timetables related to GOOD FAITH efforts.
A complete AA plan contains:
- Workforce analysis, by dept, job title, salary level and promotion
- external availability analysis
- internal utilization analysis, including calculation of disparate impact
- goals and timetables
- procedures for internal auditing and reporting
Disparate Impact
Employment practices that had the effect of excluding protected classes and are illegal, even if they appear racially neutral.
4 part Guideline for determining DISPARATE TREATMENT
- The person is a member of a protected class
- The person applied for a job and is qualified
- The person was rejected for the job
- The position remained open to applicants w equal or fewer qualifications
Bona Fide Occupational Qualification
BFOQ
Eg, requiring a female to work as an attendant in a women’s restroom.
Sexual Harrasment
- Quid Pro Quo- occurs when job-related benefit is made contingent on an employee’s submission to sexual advances
- Hostile environment- occurs when the behavior of anyone in the work setting is perceived by another person as offensive and undesirable.
Human diversity
Includes attributes that make a human being who he or she is- such as race, ethnicity, age, gender, family status, sexual orientation, physical abilities, etc.
Core dimension
Wants to conform and fit in with group he/she belongs to
Assimilationist
Ignores race, color, ethnicity and other cultural factors
Colorblind
Seeks to improve the welfare of his or her cultural group by accentuating its hx and identity
Cultural centrist
Believes in the superiority of upper class and embraces the importance of family roots, wealth and social status
Elitist
Supports breaking down all barriers between racial groups by merging people of different cultures together
Integrationist
Lives by the adage “cream rises to the top”-
Meritocratist
Celebrates the diversity of cultures, seeking to retain the native customs, languages and ideas of people from other countries
Multiculturist
Protects himself from racial, cultural and/or ethnic groups in fear that they may diminish the character and quality of groups experience within society
Seclusionist
Focuses on the human spirit and peoples universal connection and shared humanity
Transcendent
Views liberation from societal barriers as a crucial goal and sees oppression as not only historical but also contemporary
Victim/caretaker
Cultural Diversity
Encompasses a person’s beliefs, values, family structure practice and mind-set as a result of his cultural, community and environmental experiences
Secondary dimension
Systems diversity
Differences among organizations in work structure and pursuits
Criterion-related validity
Extent to which a selection tool is associated with job performance
Concurrent validity
Whereby a selection tool is administered to a current group of employees. These employee scores are then correlated with actual job performance. For the selection tool to demonstrate concurrent validity, strong correlation has to exist between the score on the selection tool and score actual job performance.
Predictive validity
Whereby the selection tool administered to group of job applicants. Because the selection tool has not yet been validated, actual selection decisions are made on the basis of other measures and criteria. Over time, data are obtained on actual job performance, two sets of scores-those from the selection tool understudy was from actual performance measures-are correlated and examined for possible relationships.
Content validity
The extent to which a selection tool representatively samples the content of the job for which the measure will be used. Using this strategy, the selection tool includes a sufficient amount of job-related content, it is considered valid. Expert judgment, rather than statistical analysis is typically used to assess content validity.
Organizational development
Function is to increase and organizations effectiveness through planned interventions related to the organizations processes… Resulting in improvements in productivity, return on investment and employee satisfaction.
Ultimately, the organizational development department is the environmental barometer that gages the human side of the organization, and it seeks to promote that environment into one that allows sound evaluation methodology and objective data. The organizational department can’t present before and after data to show the effects of change.
To most ubiquitous training designs are:
ADDIE model-analysis, design, development, implementation and evaluation
ISD Model-instructional design system
Needs assessment
Six facets: 1 described the issue or problem 2 examine expeditious solutions or quick fixes 3 check for impact 4 improve competency levels 5 formulate resolutions
Graphic rating scale
The rating scale that uses points along a continuum that measures traits or behaviors.
Example given rate this person’s pace of work on a scale of 1 to 6.
Drawbacks include too general, not representing specific behaviors that indicate positive or negative performance, subjective, do not weight
Ranking scale
Method typically employed for administration administrative purposes, such as making personnel decisions (e.g., Promotions, layoffs)
Among the disadvantages of ranking are:
1 focuses only on a single dimension work effectiveness and may not take into account the complexity of work situations
2 becomes cumbersome with large numbers of employees, forcing a appraisers to artificially distinguish among employees
3 simply list employees in order of their performance but does not indicate the relative difference in employee’s effectiveness
4 provides no guidance on specific deficiencies in employee performance and therefore is not useful in helping employees approved
Behavioral anchored rating scale (BARS)
A significant improvement over traditional graphic rating scales. This scheme provides specific behavior descriptions of all levels of employee performance.
Advantages of BARS:
1 reduces trading errors because job dimensions are clearly defined for the raider and a relevant to the job being performed
2 clearly defines the response categories available to the raider
3 is more reliable, valid, meaningful and complete
4 has a higher degree of acceptance and commitment from employees and supervisors
5 minimizes employee defensiveness and conflict with the manager because employees are praised on the basis of observable behavior
6 improves a managers ability to identify areas for training and development
Disadvantage: amount of time, effort, and expense involved in its development
Use of this approach is most justifiable when a large number of jobholders are performing in the same position; example nurses
Behavior observation scale (BOS)
A variation of BRS
I system that asked the rater to indicate the frequency with which the employee exhibits specified highly desirable behaviors
Example response to patient or family concerns within 24 hours: almost never to almost always
Management by objectives (MBO)
MBO has three characteristics:
1 establish a specific and objectively a measurable goals for employees
To establish his goals in collaboration with employees
3 allows managers to provide objective feedback and coaching to improve employee performance
Mandatory benefits
1 Social Security and Medicare part a
2 unemployment compensation
3 workers compensation
Projected Patient Days
1 patient that is cares for during 24-hr period; an estimate of future workload needs
Nursing care hours (productive time) per patient day
Time spent delivering care to patients during 24-hours. And is generally reported as a monthly average
Average daily census
Average number of patients cared for per day over a defined period of time.
Helps in determining a staffing standard on numbers and mix nursing person bel by shift
Occupancy rate
Average daily census or average number of patient days divided by the number of beds on the unit
Aids in examining the extent to which an capacity is reached
