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Human Resource and Federal Law Gems: What DVSes Need to Know About Key Legal and Regulatory Issues
Date: Feb. 20
Time: 11:00 a.m. PT, 12:00 p.m. MT, 1:00 p.m. CT, 2:00 p.m. ET
Kathy Moe, CAVS, director of Volunteer Services, Trinity Regional Medical Center
Julie VanderNoot, CAVS, manager, Volunteer Services, Bronson Healthcare Group
Joseph Micucci, manager, Health Improvement Strategies, Thomas Jefferson University & Hospitals
Rebecca Stirzaker, director of Human Resources, Valley Baptist Health System
Dana S. Connell, attorney, Littler Mendelson, P.C.
$99 ASHHRA and AHVRP Members
Though not regulated as the paid workforce is, volunteer administrators encounter issues faced by directors of human resources. Learn best practices of both professions and tips on how you can strengthen your departments. Hear case studies from our panel of experts about how DVSes can handle a variety of situations related to health care volunteer management.
Click here to pay by check
Attendees may also wish to purchase the new AHVRP publication, Human Resource and Federal Law Gems, on this topic, as a complementary resource.
$19.99 ASHHRA and AHVRP members
HR and Federal Law Gems Catalog #200833
IFD Webinar and Summer Enrichment Program
Save the Date for the Institute’s February Diversity Dialogue:
Aligning Organizational and Employee Values to Support Diversity and Commitment to Excellence
Date: Feb. 26, 2014
Time: 10 a.m. PT, 11 a.m. MT, 12 p.m. CT, 1 p.m. ET
Presenter: Loubna Noureddin, director of staff and community education at Miami Children’s Hospital
She will discuss the diversity of Miami Children’s Hospital’s workforce and share best practices that promote the values of respect, support, collaboration, and diversity. More details will be available soon.
Summer Enrichment Program Enrollment Open Now
Registration is in full swing for the 2014 Summer Enrichment Program (SEP), the Institute’s 10-week summer immersive internship program for academically-strong, minority graduate students. This program provides hospitals the opportunity to increase diversity in health care management by offering minority graduate students full-time work experience in some of the nation’s top health care facilities. More than 700 students have successfully completed the SEP program since the Institute’s inception in 1994.
The SEP is reasonably priced, and Institute members enjoy a $500 reduction in administration fees. Non-Institute members that host an SEP intern will receive a complimentary Institute membership. Candidate matching begins on January 31, 2014; internships will run June - August 2014. Meet the health care leaders of tomorrow--take a SEP student today!
For more information about the SEP, click here or contact Chris O. Biddle, membership and education specialist, at (312) 422-2658 or at firstname.lastname@example.org.
Leading diversity from the front
It is commonly understood nowadays that organizations must have a diverse workforce. However, a deeper question remains: Who is responsible for ensuring a company has — and maintains — a diverse workforce? Even when it is not part of their job, leaders from every part of an organization must make it their responsibility.
Leadership and the 'I' word
Human Resource Executive Online
A new survey finds that, even though 85 percent of respondents believe their organization supports inclusive leadership, half also acknowledge their organization lacks leaders who can manage and motivate diverse teams. So how can HR bridge the gap between diversity and inclusion?
HR needs to demonstrate bottom-line value of diversity programs
To show the value of workforce diversity, HR needs to present it to senior management as a revenue-generating function, speakers said at the Washington, D.C., chapter of the National Association of African-Americans in Human Resources' fourth annual Diversity Summit. “We've been trained to suppress our differences,” Tyronne Stoudemire, principal at consulting firm Mercer, said in the keynote address at the Washington, D.C., event. “The truth is the differences are what make the difference. If organizations don't understand those differences, they can't gain market share, they can't go after the right talent, they can't retain talent and therefore cannot be innovative.” Although there is evidence demonstrating how a diverse workforce builds a better business, Stoudemire explained that there are also still conscious and unconscious biases and barriers within organizations that prevent diversity from truly taking shape, and companies simply can't afford to let that happen.
Most minority patients cared for by non-white docs
More than half of U.S. minority patients are cared for by doctors who are also minorities, according to a new analysis. Using data from a 2010 U.S. survey, researchers found that about 54 percent of minority patients report their doctors are not white. That number was even greater - about 70 percent - among non-English speaking patients.
10 trends for hospital, health system governance in 2014
Becker's Hospital Review
A new report, prepared by Michael Peregrine, JD, partner with McDermott Will & Emery in Chicago, projects 10 governance trends for nonprofit hospitals and health systems in 2014. Among the trends discussed are board composition, strategic planning and level of engagement.
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Healthcare jobs forecast tricky
There will be job growth for the next decade, federal economists say, but predicting which jobs hospitals and healthcare systems will be most seeking to fill in the coming year is a bit tougher to pin down.
The CDO of the future
What does the future hold for the chief diversity officer? After all, it wasn’t so long ago that the role came into existence. In the time since the first such position came into being, the role has expanded, taking on a range of issues, from the foundation of compliance to the strategic value of diversity and inclusion. Further, workplace and marketplace demographic projections in the United States have exceeded predictions, putting the role of CDO on a path to grow significantly.
"We were able to screen 1,011 people—that’s 1/3 of our employees—in just one day through the SPOTLIGHT™ Event…which means we gain the time to pay attention to other programs that make a difference in the health and wellness of employees.” Visit www.tspot.com to learn more.
Cautious hiring to continue in 2014, according to CareerBuilder job forecast
Caution remains a staple in recruitment plans. CareerBuilder’s annual forecast shows that debt issues in Washington may continue to play a part in impeding a more accelerated jobs recovery. Twenty-four percent of companies reported that they will add full-time, permanent employees in 2014, down two percentage points from 2013. Nearly one in four employers (23 percent) said they will hire at a slower rate or will not expand headcount at all until the debt ceiling is resolved in the first quarter.
White people do good things for one another, and that's bad for hiring
Harvard Business Review Blog Network
At some point in your career, you were probably turned down for a job at a new organization in favor of an internal candidate. It’s even more likely (though you probably weren’t aware of it) that you’ve been rejected at times in favor of outside applicants who were known quantities to the hiring managers — candidates who were referred by other employees or recommended by friends of friends. That’s how the world works. But what if you’re not a former associate of anyone in any employer that might need your skills? What if you’re not a mentee, a friend of a friend, a relative? What if you don’t come recommended by a trusted source — if you don’t have an “in” of any kind and are not a known quantity? Then you’re out of luck, and that’s exactly why today’s corporate executives are missing the point about diversity.
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