By L. Fleming Fallon Jr., Charles R. McConnell
This sensible, hands-on ebook introduces human assets to those that are getting ready to paintings in any zone of future health care or wellbeing and fitness carrier.
Written for practitioners and scholars in all disciplines relating to well-being, the booklet covers vital themes similar to recruitment, education, termination, criminal matters, exertions unions, and masses extra.
Each bankruptcy contains a case research to introduce the reader to key subject matters and concludes with specialist statement and useful feedback that may be utilized in the true global. Chapters additionally function studying targets, dialogue issues, and assets. Many examples and a few pattern kinds and records are integrated, drawn from the authors’ expert stories, and supplemented with enter from different specialists.
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Additional info for Human Resource Management in Health Care: Principles and Practice
Why or why not? qxd 1/30/07 4:13 PM Page 13 Conclusion 8. Do you support or oppose the abolition of a central personnel department in favor of having individual managers assume the responsibility for all such activities for their own departments? Why? 9. Do you believe that changing the name of personnel to human resources substantially improved the image of the department or service area? Why? 10. Comment on the following quotation from Up the Organization (Townsend, 1970): “Fire the whole personnel department.
It also takes time for an organization’s culture to mature and to adapt to change. Time is required for an organization’s culture to adapt to change. qxd 1/30/07 4:22 PM Page 35 Conclusion Reengineering is inevitably accompanied by change. In order for an organization’s culture to successfully absorb and accommodate, change should occur in increments that can be absorbed without trauma. The pace of change should allow full assimilation of one significant modification before another is introduced.
This is outsourced because it is intermittently or infrequently needed. • Employee assistance program administration. This is outsourced to maintain confidentiality for employees. • Employee training and development. Many organizations contract with training specialists or consultants for services because they are intermittently needed. • Relocation services. This is outsourced because the need for it is intermittent or infrequent. • Benefits administration. Many benefit programs are internally administered.