Dear ASHHRA Members,
I remember growing up in the coal regions of Pennsylvania and absolutely loving those first days of spring, the snow melting away, the way the sky was bluer than blue, and the buds of flowers and leaves all around. It was magical to me as a child. Change was all around. Now you get the idea of where I am going with this. I love change and embrace it! Our world is changing, our nation is changing, and our workplace is changing! ASHHRA is changing.
Some years ago, in the late 80s, I was teaching graduate classes at Florida Tech on an adjunct basis. There were three employees of a local high tech firm in my Organizational Development Class that made an amazing statement to the rest of my class. On the first night as an icebreaker I always ask the question, "Why did you take this class?" One of the gentlemen, who acted as the mouthpiece for all three, clearly stated that his organization stressed the importance of change and how useful it would be for individuals in their department to embrace their company’s change: From a traditional role as a draftsperson, in technology, to one of learning computer-aided design via computer and sophisticated drawing programs that the company had purchased for future design and development applications.
He went on to state that all three of them took the bait and came back to school as a team to gain the necessary education and skills to move to that next plain. Others in their department were quite resistant and felt that computer-aided design tools would never replace the drafting techniques and skills they were all accustomed to using and chose to ignore the message from their company. The message was... they were proud to announce they were going far beyond the educational scope requested of them and were loving the new high technology tools, but unfortunately those others in their department, who chose not to embrace the change in technology, became casualties and were eventually laid off from the company because they could not keep up with the demands and skills needed to stay competitive in today’s challenging high technology world.
So, why do I tell you this old story? It has become great material for me in all the OD classes I teach and rings true for every one of us in this era of change. The President and CEO of my health care organization said, "If you are not growing, you’re dying." He also once stated that his dad always subscribed to the "phone book strategy," which means you want your company to be in the phone book next year! I guess we could now call that the "web page strategy" since the phone book is not highly recognizable to our "millennials" and not as highly regarded as back in the day.
Last month at our face-to-face board meeting in Washington D.C., we launched something new for the board as we all brought our laptop computers to the meeting and had our first-ever paperless meeting. Needless to say, I have not been impeached yet, but it’s only May! All kidding aside, I believe it was a huge success.
In closing, you have seen tremendous change in the political movement in our country, driven by engaged and passionate champions for a cause. Our organizations need that change as well. Be the champion or the driver! Anticipate and suggest new ways that human resources can impact your organizations positively. I challenge each of you to make a change for the better, personally or professionally, in the months or years ahead.
In line with our conference theme, the ASHHRA Board of Directors and the entire ASHHRA staff are committed to change, and I am sure you will be very pleased with the changes we are working on for you as we embrace the "Era of Change."
Robert Walters, SPHR
Corporate Director, HR Operations
Health First, Inc.
3550 North Harbor City Blvd.
Melbourne, FL 32932-0069
MANAGEMENT & LEADERSHIP
The deadline to submit nominations for the "human resources showcase" to be presented at the annual conference has been extended to May 16. More details in the Awards page.
The nurses and caregivers in our health care system are on the frontlines of care, serving a special role that mandates a high standard of care to ensure a safe patient culture. This standard was paramount in the discussion on how this process could be improved. Although rare, headlines remind us that criminal behavior does occur that requires us to be ever vigilant in our protection of patients.
It has been a year since the Patient Protection and Affordable Care Act became law. In this short span of time, we are already experiencing the evolution of health care reform in terms of recruitment and retention. This webinar on Wednesday, May 11, will explore the somewhat surprising impact health care reform has had on how we recruit.
The feds just unveiled formulas employers may need to use to determine who is a full-time employee when figuring out their obligations under the health care reform law’s "pay or play" mandate. SOURCE: HR MORNING
By Eric B. Meyer
If you read this blog (or just about any other labor and employment law blog), you know that social media policies have fallen under recent heightened scrutiny because of the chilling effect they could have on employees discussing terms and conditions of employment (e.g., wages, hours, etc.) with each other online. Where there is no controversy, however, is that companies may discipline employees who shirk their job responsibilities and goof off online – especially while on the clock. SOURCE: TLNT
Completing a process that began in 2008, the Department of Labor has issued final regulations meant to clarify and correct principles of the Fair Labor Standards Act (FLSA) and reflect amendments made during the last 30 years. The regs cover a wide variety of changes, but here we’ll deal only with those we believe affect the most employers. Note that they were effective May 5, 2011. SOURCE: HR.BLR.COM
By Tim Gould
Leaner staffs have made individual employee performance priority No. 1 for today’s managers. So what’s the best way to deal with a worker who’s just not cutting it? The answer lies in your progressive discipline plan. Progressive discipline for behavior problems like rule-breaking or safety violations is comparatively simple: The employee needs to put a halt to the specific behavior, or suffer the consequences. SOURCE: HR MORNING
By John Hollon
Wasn’t it the famous philosopher and reality star Meat Loaf who once famously sang, "Two out of Three Ain’t Bad?" Meat Loaf and his two out of three comment come to mind when you consider a new survey by global consultant Deloitte this week found that with the economy improving, nearly two out of three employees at large companies are actively looking for a new job. Yes, two out of three ain’t bad – unless you’re talking about how many of your workers are looking to walk out the door. SOURCE: TLNT
As hiring ramps up at many organizations, attention and conversation turns to sign-on and referral bonuses. A just-released WorldatWork study, Bonus Programs and Practices
, examines the state of practice for these two vehicles at 1,023 responding organizations. Given the recruiting challenges that many businesses are starting to face, I thought it might be helpful to share some summary statistics on prevalence and award practices from that research. SOURCE: COMPENSATION FORCE
The HR Daily Advisor® announced today the results of a survey on Cash Compensation conducted in March 2011. The survey asked employers to report on the use of cash incentives at their companies, either in the form of individual or team awards, spot bonuses, or similar payments. SOURCE: HR.BLR.COM
By The Wharton School
While women have indeed come a long way, they still have not achieved wage and income equity compared with their male counterparts. One reason is that women need to assert themselves more. But such reticence affects more than pay. It is also crucial in establishing work relationships, seeking sponsors and trying to make their presence -- and contributions – known. SOURCE: HUMAN RESOURCE EXECUTIVE ONLINE
By Theresa M. Welbourne
Fast HRM is critical to any organization’s success. The work on Fast HRM is derived from an established field of practice in extreme and agile programming and over 20 years of research on what predicts long-term firm performance (to learn more, go here and look for the Fast HRM tabs). SOURCE: TLNT
Employers’ top concerns are retaining employees (31 percent), business strategy execution (18 percent), and employee engagement (16 percent), according to a recent survey. SOURCE: HR.BLR.COM
By Jason Lauritsen
Employee Wellness programs are here to stay. As health insurance becomes more expensive and individual health continues to suffer, organizations have no choice but to get serious about helping their employees to become more well. Most wellness programs are focused on physical health: losing weight, exercising more, quitting smoking, etc. All important areas to focus on to increase overall physical health, but wellness can reach far beyond this. SOURCE: TLNT
By Christian Schappel
May is Employee Health and Fitness Month, so we figured now’s the perfect time to share some tips on boosting health and wellness program participation. SOURCE: HR MORNING
By Erin O'Connor, Esq.
) Population health management is not a one-click approach to managing health care. Many parts of an organization need to work together, in order to help employees improve their own health, and to reduce costs for themselves and the plan. While some health care organizations prefer to execute a full implementation right out of the gate, others take a phased approach, putting pieces in place one at a time.
Medicare took its broadest step yet in moving away from its traditional hospital payment method, finalizing a plan to alter reimbursements based on the quality of care hospitals provide and patients’ satisfaction during their stays. The initiative is the beginning of a transition from paying hospitals on the basis of the amount of care they provide. Many health care researchers believe this fee-for-service system has encouraged unnecessary care, driving up costs and giving hospitals no incentive to economize.
SOURCE: PHYSICIANS NEWS DIGEST ONLINE
By Katie Kuehner-Hebert
Listening to angry employees instead of disciplining them may be better for the workforce – and for the workers – according to a recent study. But there's a difference between productive employees who have begun expressing anger and workers who are chronically angry. HR leaders must teach their managers to recognize both and learn what to do about them. SOURCE: HUMAN RESOURCE EXECUTIVE ONLINE
By Heidi Grant Halvorson
Why have you been so successful in reaching some of your goals, but not others? If you aren't sure, you are far from alone in your confusion. It turns out that even brilliant, highly accomplished people are pretty lousy when it comes to understanding why they succeed or fail. The intuitive answer – that you are born predisposed to certain talents and lacking in others – is really just one small piece of the puzzle. In fact, decades of research on achievement suggests that successful people reach their goals not simply because of who they are, but more often because of what they do. SOURCE: HARVARD BUSINESS REVIEW
By Jason Lauritsen
When historians write about the great battles throughout human history, invariably one of the keys to victory is a military leader with a brilliant strategy for defeating the enemy forces. It seems that when it comes to winning battles, the leader who can execute the most cunning plan will almost always emerge victorious. SOURCE: TLNT
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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