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ASHHRA Survey, Webinar, 50th Anniversary Annual Conference
Attention health care HR leaders - What are your HR Initiatives?
Answer five brief questions about your HR initiatives to reduce costs, improve patient safety and increase patient satisfaction. Once you complete the survey, you will be invited to the exclusive results webinar (approved for continuing education credit!) and receive a copy of the survey findings wherein we will compare results to past years’ findings. Your participation also includes an opportunity to win an ASHHRA 50th Annual Conference pass! PARTICIPATE NOW
The Progressive Journey Toward Population Health Management
Date: Wednesday, July 9, 2014
Time: 12:30 p.m. ET, 11:30 a.m. CT, 10:30 a.m. MT, 9:30 a.m. PT
Duration: 60-minute webinar
Michael Udwin, MD FACOG, national medical director, Truven Health Analytics
Lee B. Sacks, MD, executive vice president & chief medical officer, Advocate Health Care; CEO, Advocate Physician Partners
Price: This webinar is available free of charge but advanced registration is required. To register, click here.
Health care organizations are in varying stages of clinical and financial integration as they pursue the transformational change necessary for successful population health management. This American Hospital Association/Truven Health collaborative webinar presents a strategic framework for population health recognizing the challenges of transitioning from volume to value-based reimbursement. This webinar hosted by AHA and Truven Health Analytics will describe four stages of care integration exploring the impact of population health priorities, actions and metrics important to measure success and critical steps along the journey. Register Now
Register Today – The ASHHRA 50th Annual Conference & Exposition
Learning sessions for the ASHHRA 50th Annual Conference & Exposition are now available. Check out the titles and learning objectives of the educational offerings you can look forward to when you come to Chicago this fall! Register now and renew your membership at the same time. Register for the ASHHRA 50th Annual Conference & Exposition here.
SAVE THE DATE - Making the Case for Language Access in the Context of Health Reform
Date: Tuesday, July 29, 2014
Time: 1 p.m. ET, 12 p.m. CT, 11 a.m. MT, 10 a.m. PT
Duration: 90 minute webinar
Ignatius Bau, health care policy consultant
Kinneil Coltman, chief diversity officer, Greenville Health System.
Price: This webinar is free for Institute members and $99 for non-members.
Note: Many ASHHRA members are also IFD members. You may not realize that you are a member, especially if your hospital is part of a larger health system. Contact Pamela Janniere, the Institute’s manager of membership, marketing and education, to see if your organization is a member, at email@example.com.
MARK YOUR CALENDARS!
How to Master the Art and Inner Game of Personal Branding
Date: July 15, 2014
Time: 2 p.m. ET, 1 p.m. CT, 12 p.m. MT, 11 a.m. PT
Duration: 90-minute webinar
Presenter: Sherrin Ross Ingram, JD, chief marketing strategist, International Center for Strategic Planning
Price: $39.99 for ASHHRA, IFD and AHVRP members (and any AHA PMG member); $59.99 for non-members
To register, click here.
Recognition, rewards and advancement often go to the person most capable of communicating their value rather than the person most competent for the job. Learn how to master the mindset and strategies required for extending your influence and getting all you want and deserve in your career. Sherrin Ross Ingram is a frequent keynote speaker on strategy and business development at the SHRM Annual Conference and at regional meetings and conferences.
Intentional inclusion in the workplace and marketplace
Diversity and inclusion are requirements for today’s global enterprises to effectively reach diverse talent, reflect the marketplace and create authentic connections with customers, suppliers and communities. But to fully realize their potential, organizations have to overcome traditional compartmentalized thinking and view the enterprise as an ecosystem with interdependent stakeholders, both internal and external, who each influence and shape the others.
Improving physician satisfaction and care management efficiencies
Becker's Hospital Review
The first step is to gain a better understanding of physician behaviors. Individual behaviors are molded by a number of different influencing factors which include age (generational preferences), gender, culture and ethnicity, and other life experiences that help shape a person's individual personality. Behavioral issues affected by these factors may be addressed through a variety of programs that include diversity training, conflict management training or education on best ways to approach values influenced by generation, gender, cultural or personality differences.
"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.
Diversity recruiting: What's wrong with it? (Part 1 of 2)
There was a great deal of publicity generated recently when Google’s Laszlo Bock openly announced Google’s diversity numbers. Even Google was disappointed in them, but that shouldn’t be a surprise. Almost every major corporation struggles with meeting its diversity goals as a result of a poorly designed diversity recruiting effort that hasn’t changed much since the 1970s.
Diversity recruiting: What's wrong with it? (Part 2 of 2)
Part 1 highlighted how a weak business case, not being data-driven, failing to segment your recruiting targets and failing to effectively use employee referrals can severely reduce your diversity recruiting results. This part 2 will complete the list of the common diversity program design errors and briefly highlight some recommended actions.
3 surprising reasons diversity training fails
When done right and well, training increases knowledge, builds awareness and teaches effective behaviors. When done wrong or poorly, training is a waste of money at best, and harmful at worst.
Replacing horizontal violence in the nursing profession
By Keith Carlson
Nurse bullying and so-called "horizontal violence" are rampant in our profession. Nurses bully and harass one another, using intimidation and other tactics as they jockey for power in a healthcare system that does not proactively attempt to prevent such disruptive behavior. Sadly, new nurses enter the profession already understanding that nurses "eat their young," thus the expectation that we will likely be bullied or harassed on the job is instilled in us from the beginning. And that is a sad state of affairs, indeed.
Employers need to be aware of subtle discrimination facing female execs
Discrimination against female managers and executives often tends to be subtle, but the impact on an employer — which can include recruitment and retention problems, bad publicity and potential litigation — is not, according to attorneys and employment analysts. Although employers have become more cognizant of bias against women in the workplace, disparities, not only in pay but also in the way female executives are perceived as opposed to their male counterparts, are still a problem in many workplaces.
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