Are you statistically examining your compensation practices? If not, you should be, because someone else will. And that someone else just might be the Federal Government…. It’s important to know what story can be told by your data. The best way to find out is to statistically examine it. Not only will this help you prepare for what the government may find when they analyze your data, it will provide you with an opportunity to identify potential problem areas, and give you a chance to take corrective action where appropriate.
Consider more than personality to make sure you choose the best fit for the position at hand. Your new employee has been on the job for 6 weeks now, and you’ve realized that, unfortunately, you hired the wrong person for the job. Her personality isn’t meshing well with her other coworkers, she isn’t working as fast as she should be and she just doesn’t seem like she wants to be there.
Employee retention and recruitment may seem like the same concept, but each require a very different approach to be successful. With recruiting, the approach is one of educating potential employees about your organization and the benefits of working there. Often this is focused on salary and benefits, with other factors such as working conditions, location, scheduling. However in the last decade, an organization’s green performance has started to become more important and is a contributing factor in attracting new top talent.
In March healthcare added another 37,000 jobs – the most so far this year, according to the U.S. Bureau of Labor Statistics…. Even with the new jobs being created, healthcare – like other fields – needs to be carefully considered before a potential employee accepts a job.
With the current focus on supply costs, inventories, and productivity, we sometimes overlook the fact that the senior HR leaders in healthcare have the responsibility to strategically manage the most significant and largest expense and resource of any healthcare organization -– the people who provide the care and service. Even though the CFO does not have complete control or influence over supply costs, it remains their ultimate responsibility to make sure the costs are managed efficiently and wisely. Likewise, the CHRO has the added responsibility of dealing with the tightly intertwined cost of people and the impact any decisions will have on the motivation and engagement level of individuals with emotions and concerns.
White Paper Summary The graying of America will be reflected in its workforce: between 2010 and 2016, the number of workers 55 and over is projected to increase by 36%, a significant jump when compared to younger populations. Current workforce development efforts
Survey Summary Are organizations waiting on regulatory guidance to make some health care decisions? In this third poll in the health care series, nearly one-half of organizations (48%) indicated that they are waiting on regulatory guidance or information on specific provisions in
Report Summary CareerBuilder surveyed more than 1,000 health care workers to better understand the job challenges they face. The survey uncovered that lack of advancement, work overload, poor salary, too few staff, and poor organizational culture were the top challenges for these
Article Summary Succession planning is a dynamic process requiring current ownership and management to plan the medical practice or company’s future, and then implement the resulting plan. As a financial planner and advisor myself, I see many doctors and clients approach business
Article Summary Many North American healthcare organizations are expected to face a leadership succession crisis, according to a survey of 117 senior industry executives and managers conducted by American Management Association/Corporate Learning Solutions. Fewer than 7 percent of healthcare organizations are well