February 9, 2011 Printer Friendly Version Advertise Join ASHHRA

Dear ASHHRA Members,

We, as your Board of Directors, are off and running, and I thought I would take some time to mention some of the key issues that we are addressing in 2011.

As part of our strategic plan, the goals we have established include the following: professional health care certification, exploring concierge services, the rebranding of ASHHRA, wellness/culture of health, initiatives for our non-hospital members, chapter and region initiatives, and technology! We have a large plateful of initiatives but we also have a rather large appetite. The 2011 Board is up to the task and I am thrilled about the possibilities and outcomes. We will work hard for you and in conjunction with the strong efforts of our ASHHRA staff, I anticipate dramatic change.

We will be meeting face to face in Washington, D.C. in early March to advance our strategic initiatives.

I wanted to mention how excited I am about our keynote speaker lineup for our annual meeting in Phoenix in September. We are pleased to announce that actor, author, and motivational speaker Henry Winkler will be joining us as a keynote speaker for our Motivational Breakfast, which is a change from our usual luncheon business meeting. I had the opportunity of introducing Henry as a keynoter at the HR Florida Conference last year and he truly brought down the house. Also, you will enjoy brilliant lecturer, Chip Madera, for "a breath of fresh air," and witty Ian Morrison will help you plan your longer term future.

Now's the time to plan for Phoenix! Having lived there for five years as a VP of HR for a high technology company, I can tell you that there is so much to see. Plan to take some extra time there. The Grand Canyon, the red rocks of Sedona, Meteor Crater, Biosphere, and some of the most spectacular golf courses, shopping, and dining are there for you! The Arizona sunsets are so beautiful and our facilities will be superb!

More to come in March!

Robert Walters, SPHR
Corporate Director, HR Operations
Health First, Inc.
3550 North Harbor City Blvd.
Melbourne, FL 32932-0069
(321) 434-1957

The 2010 ASHHRA Annual Report is now available for members to download. Click here to download it now.
The intentions of ASHHRA are to meet your most immediate needs and make continuous improvements in educational tools and resources for you, the health care HR professional. Recently, ASHHRA has partnered with the Employer Support of the Guard and Reserve (ESGR) to ensure you have a resource when addressing the needs of Guard and Reserve employees and USERRA Law. Please visit www.esgr.mil to learn about all ESGR programs and services that support your employees who serve voluntarily in the National Guard and Reserve.
The 2011 edition of the Calendar of Health Observances & Recognition Days features dates and descriptions of 275 national health-related observances, several of which are new this year. Every listing in this one-of-a-kind calendar includes contact information for each observance's sponsoring organization. This must-have resource is the ideal tool to use for organizing and planning events for community and school education, outreach programs, health fairs, and internal recognition programs.
Purchasing Power
By Mark J. Neuberger Having worked in corporate human resources for 10 years and practiced management-side labor and employment law for over 20 years, I am convinced that effective management of human talent is in large part, dependent upon the ability to accurately predict future human behavior. Certainly this is true when recruiting and hiring talent, but is also true if employers want to successfully negotiate recurring management problem areas. While each employee situation poses its own legal risks and challenges, over the years I have developed some guiding principles to deal with recurring situations. I call these "Neuberger’s Postulates of Employment Law," and here are the first five. SOURCE: TLNT
By Christian Schappel Employers looking for a unique way to make their benefits packages stand out may want to explore what could turn out to be a national trend. Facebook became the most recent company to cover the extra costs homosexual employees must pay when their same-sex partners receive domestic partner benefits. SOURCE: HR Morning
According to figures from the Equal Employment Opportunity Commission (EEOC), record numbers of discrimination and/or retaliation lawsuits are being filed nationwide. We asked two attorneys from the labor and employment firm Fisher & Phillips to share their views on what’s fueling the trend. SOURCE: HR.BLR.com
By Sarita Bhakuni and Michelle Johnston To retain top talent, organizations need to start talking to their employees. When left in the dark, people draw conclusions that tend to be worse than reality. HR leaders should also be aware of uncharacteristic behavior by their managers, which often indicates high levels of stress. SOURCE: Human Resource Executive Online
By Mark J. Neuberger Some 20 percent of all violent crime in the U.S. occurs in the workplace. An estimated 1.7 million employees are injured each year because of workplace assaults. A recent U.S. Department of Labor survey of employers with 1,000 or more workers disclosed that more than 50 percent reported at least one incident of workplace violence during the preceding 12-month period. One out of three employees feels he or she has been bullied on the job. Statistics like these make it clear that no employer is immune from the prospect of workplace violence. SOURCE: TLNT
Fresh economic data this week, including weekly initial claims for state unemployment benefits and fourth-quarter productivity, point in the direction of improvement at a measured pace. SOURCE: MARKETWATCH
Garnishment orders are complex, especially when there’s more than one garnishment order. Federal law is not straightforward, and garnishment laws vary from state to state. Where state law conflicts with federal law, employers must choose the more employee-friendly option. Here’s a sampling of recent queries on this topic. SOURCE: HR.BLR.com
By Sheri Mazurek "This research clearly shows that the days of bloated HR organizations focused on administrative tasks are over," said Josh Bersin, chief executive officer and president, Bersin & Associates. "Lean, technology-enabled, well-trained HR teams are able to take advantage of modern talent practices and partner with business leaders to drive impact." SOURCE: Free Management Library
By Christian Schappel Everybody’s had one — a manager who rounded you and your co-workers up for what was supposed to be a "morale building" exercise that everyone secretly hated. Initiatives like that can actually have the opposite of their intended effect — and hurt morale more than if management did nothing at all. David Spark has compiled a hilarious list of the most condescending morale boosting efforts real companies have actually tried. Here are some of the highlights. SOURCE: HR Morning
By Clive Johnson and Jackie Keddy The cost of conflict for American businesses may be close to an all-time high. Faced with challenging budgets and fewer resources, more than ever, now is a critical time for HR managers to make sure that conflicts don’t escalate into time and energy consuming furories. SOURCE: HRM Today
Naylor, LLC
By Christian Schappel Test your knowledge: match the benefit to the company you think provided it. Then check your responses against the answer key included. Each of the companies was listed in Fortune magazine’s "The Best 100 Companies to Work For." SOURCE: HR Morning
By Lance Haun A couple of weeks ago, I was listening to the HR Happy Hour Internet radio show and the subject drew my attention. It was about rewards, motivation, and incentives and how they best operated in the workplace. Paul Hebert and Trish McFarlane were co-hosting the show and I thought I would call in about the question I always have about incentive programs: Why don’t we just use cash as the incentive of choice? SOURCE: TLNT
By Christian Schappel FMLA abuse: With all of the laws out there protecting employee rights, many employers feel it’s a problem they are powerless to stop. As a result, they don’t closely question employees about their FMLA requests. That can be very costly. SOURCE: HR MORNING
By Roberta Matuson Popular leadership books often use the phrase "born leader" to describe those who possess a natural ability to lead others. What many fail to mention is the number of "natural" leaders who had help along the way. It can take years to become an overnight success. If you are willing to do the work and follow this advice, you can certainly cut that time in half. Here are 10 leadership tips for succeeding all around. SOURCE: TLNT
Every day as managers and leaders, we bring ourselves to the job. We bring who we are as people, our likes and dislikes, our preconceived ideas, the peculiar set of values and predispositions we've acquired, our unique personalities, values, and experience. Nothing wrong with that. It just means we're human and we don't leave our humanity at home when we work. But problems arise when we apply our preconceptions or values to situations at work without understanding what we're doing — when we tilt one way or the other, not based on what's best in the circumstances, but on what we tend to prefer. What we prefer is sometimes the right choice, but often it's not. SOURCE: HARVARD BUSINESS REVIEW
By Linda Hill and Kent Lineback How well do you know your people? If you don’t know your people, you cannot make intelligent decisions about assignments for them, and you cannot capture their commitment or decide how much to trust and delegate to them. Nor can you fairly assess and weigh their interests as you make difficult choices that involve them. Use the following questions as rough guides to assess what you know or need to find out. SOURCE: TLNT & BEING THE BOSS: THE 3 IMPERATIVES FOR BECOMING A GREAT LEADER
Universal Background Screening
Naylor, LLC
Naylor, LLC
Naylor, LLC
Naylor, LLC

ASHHRA Mission

To advance the human side of health care, the American Society for Healthcare Human Resources Administration (ASHHRA) leads the way for highly effective, valued, and credible leaders.


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Chicago, IL 60606
Ph.: 312.422.3720
Fax: 312.422.4577
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Website: www.ashhra.org

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