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ASHHRA Webinar, HR Metrics, Mentoring Program and Thought Leader Forum
Measuring Employee Engagement is Not Enough! Use Your Employee Survey to Improve HCAHPS and Quality of Care
Date: Thursday, April 2, 2015
Time: 1 p.m. EST, 12 p.m. CST, 11 a.m. MT, 10 a.m. PT
Duration: 60 minutes
Scott Mondore, managing partner, Strategic Management Decisions, LLC
Jim Trivisonno, president, IRI Consultants
Price: ASHHRA Members: $24.99; Non Members: $49.99 - Register Now.
Recertification Credit: 1.0 recertification credit hour for HRCI and CHHR
With the implementation of value-based purchasing and conditional reimbursement rates, health care organizations are universally focused on HCAHPS and quality-of-care measures. HR has a unique opportunity to uncover what drives these important outcomes using employee surveys and analytics.
During this webinar, you will learn how several enlightened health care organizations used cutting edge analytics to connect employee survey results with HCAHPS and quality-of-care measures and help front-line managers create outcome-focused action plans that will have real impact.
The HR Metrics Tool
2015 Mentoring Program
The 2015 Mentoring Program is accepting registrations from practitioner members. If you are interested in participating in the Mentoring Program, complete and submit the requested information in the following link: ASHHRA Mentoring Registration.
Click here for a brief video of mentor and HR leader Maureen O'Keeffe talking about the vital role of mentorship.
Thought Leader Forum: Managing Multiple Generations in Your Workforce
The American Society for Healthcare Human Resources Administration (ASHHRA), a personal membership group of the American Hospital Association (AHA), in collaboration with TIAA-CREF, a financial services company and longstanding partner of ASHHRA, held its eleventh Thought Leader Forum on Saturday, September 27, 2014, in Chicago, Illinois.
Click here for our free whitepaper containing the results of our Thought Leader Forum on Managing Multiple Generations in Your Workforce.
IFD Webinar and Summer Enrichment Program (SEP)
March Diversity Dialogue: Diversity and Inclusion: An Integrated Approach for Achieving Health Equity
Date: Tuesday, March 31, 2015
Time: 1 p.m. EST, 12 p.m. CST, 11 a.m. MT, 10 a.m. PT
Duration: 90 minutes
Presenter: Ryan Parker, chief diversity officer & assistant vice president of diversity & inclusion, Robert Wood Johnson University Hospital (RWJUH)
Price: Institute for Diversity Members, FREE; Non-Institute for Diversity Members, $99
Join the Institute, and the webinar is free. Click here for more information regarding membership. If paying by check, please contact Pamela Janniere at 312-422-2691 or by email at firstname.lastname@example.org.
This webinar will discuss how to leverage shared accountability, organizational goal alignment and instituting employee diversity at all levels to remove barriers in providing safe, quality and culturally competent care from RWJUH, an Institute for Diversity “Best In Class” hospital. For more information and to register, click here.
New ALCDH Policy Brief Details Ways To Achieve Triple Aim
A new policy brief from the American Leadership Council on Diversity in Healthcare, an advisory group of the Institute for Diversity in Health Management, details areas in which diversity initiatives can support efforts to achieve the Triple Aim, improving the individual experience of care, improving the health of populations and reducing the per capita cost. The brief features a number of resources, including a new toolkit from the Institute and AHA's Equity of Care initiative, that provide a framework to help hospital leaders accelerate the elimination of health care disparities and ensure their leadership teams and board members reflect the communities they serve. Kinneil Coltman, chief diversity officer at Greenville Health System, recently authored a blog for Equity of Care detailing the policy brief; to read the blog entry, click here.
Summer Enrichment Program (SEP)
Registration is open for the 2015 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. Institute members enjoy a $500 reduction in administration fees. Intern matching will begin in January 2015; internships will run June – August 2015. For more information, please click here or contact Chris Biddle, membership & education specialist, at email@example.com.
Considering the stigma of affirmative action
Two recent studies out of the University of Michigan raise some troubling questions about just how far we've come as a diverse nation, with equal access to all in life, school and work.
Fight for systemic change
I had a deep conversation with some senior business and diversity leaders recently about what has gone so terribly wrong with diversity and inclusion work. Why have organizations invested so much time, effort and money yet made so little measurable progress?
FMLA redefines the family relationship
Human Resource Executive Online
A recent Department of Labor update to the Family and Medical Leave Act has been heralded as a socially progressive step that moves us closer to equal treatment for all employees, but one that has plenty of practical implications for employers and HR leaders as well.
Parental leave can't just be for mothers
Harvard Business Review
Many companies and countries still seem to think that most children only have mothers. They talk about "maternity leave" and "flex time for mothers" and "on-ramping for new moms." Other companies and countries have moved into an entirely new terrain where parenthood has become a gender-neutral concept.
The example everybody knows is Sweden, where "parental leave" replaced "maternity leave" back in 1974, to "ensure that women and men enjoy the same opportunities, rights and obligations in all areas of life."
The right benefits plan makes all the difference.
• Energize employee engagement
• Create a culture of health & wellness
• Attract & retain the best & brightest
Workplace bias: Women aren't the only victims
Katherine Zaleski recently garnered national attention in her Fortune.com article by apologizing for her dismissive attitude towards working moms when she had been a childless manager. The attitude Zaleski portrayed sounded wearily familiar to many working mothers, who are often judged by fellow employees based on assumptions, not facts. After all, workplace bias is nothing new for women. Nevertheless, Zaleski's article reveals the destructive impact of unconscious bias in the workplace.
Equal pay is a long, long way away
If you're a woman living in the state of Wyoming, you won't see equal pay until 2159 — that's more than century away.
The Status of Women in the States, a project from the Institute for Women's Policy Research, just released its findings on how long it will take to narrow the pay gap in the U.S. As you can see from Wyoming, the results are pretty grim.
More than 135,000 HR professionals around the world make a statement with just three or four letters—their HRCI credentials. HRCI credentials speak volumes of commitment, credibility and capabilities in HR. Turn 2015 into a banner year of success. Get HRCI certified.
Introverts, extroverts and the complexities of team dynamics
Harvard Business Review
Let's start with a short personality test. For each of the following dimensions, indicate the extent to which each of the following words describes you, with a 5 indicating "very much so" and a 1 indicating "not at all": assertive, talkative, bold, not reserved and energetic. Now sum up your scores. What's the total?
Gender balance benefits workplace, but gap remains
Closing the gender gap in the workplace would boost job satisfaction and productivity but getting more women to enter the labor market and stay there remains a challenge, including in the U.S., according to panelists at a U.N. conference.
Asa Lofstrom, a professor at Sweden's Umeå School of Business and Economics, told the U.N.'s 59th Commission on the Status of Women that if the labor market were more gender-balanced, the potential increase in gross domestic product for European Union countries would be an average of 20 percent to 25 percent.
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