HR Pulse - Winter 2008 - (Page 5)

HR CONTENTS Pulse 32 46 Hardwiring Accountability 50 Immigration Frustration 22 Winter 2008 28 [UP FRONT] 9 Pulse Points 11 Executive Director’s Letter By Cathy Sewell 64 By implementing an objective leader evaluation system built around ﬁve pillars—People, Service, Quality, Finance, and Growth— Community Health Systems is on track to meet its goals. By Dan Collard Although nurse recruiting companies still approach human resources professionals with offers of nurses from abroad, current legislation limits immigration of nurses and other professional health care workers. By William A. Stock 13 President’s Message By Jeanene Martin 15 HR Leader Profile: Karmen Reid 5 HR Pulse Winter 2008 [COVER STORY] 18 Advocacy is for Everyone Inauguration Day 2009 is just around the corner; now is the perfect time to intensify your advocacy efforts. Learn how to recognize your role at the grassroots level and get involved today. By Anne Coulter 54 HR and Education To address the growing need for frontline development, human resources should work in sync with education, developing creative ways to foster professional growth and stave off workforce shortages. By Rebecca Sell 58 Making Exit Interviews Count Web-based interviews typically increase participation rates, generate more candid feedback, and capture data more efﬁciently. By Beth N. Carvin [ASHHRA ADVOCACY] 22 A Case Study in Raising Voices [FEATURES] 26 Diversity Management A new Certiﬁcate in Diversity Management program, designed speciﬁcally for diversity leaders and practitioners in health care organizations, delivers needed training. By Anne Coulter 60 Management Styles that Enhance Intrinsic Motivation Want to improve employee retention? Start by identifying the common myths related to motivation and understanding what you need to do to overcome them. By Dr. Kathleen Dodaro 64 Backup Care More and more health care systems are offering beneﬁts and programs to help employees manage the care for their loved ones. By Staci Benz 28 Measuring What Matters Simply wanting great results isn’t enough. To obtain and maintain the best possible performance, we must move beyond wishful thinking and adopt a deliberate course of action. By Kenneth R. Cohen, Ph.D. 70 Fact or Fiction Concierge programs are an innovative beneﬁt gaining popularity in the health care profession. By Cathy Leibow 32 Bullying as Gender Harassment When male doctors yell, swear, or throw instruments at female nurses in the operating room, it’s more than unprofessional behavior—it’s harassment. Discover how to decrease your risk of liability by minimizing gender harassment, discrimination, and bullying. By Susan Strauss, RN, Ed.D. [WHY DIDN’T I THINK OF THAT: BEST PRACTICES FOR THE PRACTITIONER] 72 10 Ways to Lose Your Best People By Brian Carlsen 40 Combat Workforce Changes As the talent pool shrinks, health care organizations are re-examining their attraction and retention approaches and implementing talent-management strategies to mitigate the problem. Find out what works, inside. By Luellen Lucid and Jamie Hale [ADVERTISERS] 76 Advertisers’ Index

Table of Contents Feed for the Digital Edition of HR Pulse - Winter 2008

HR Pulse - Winter 2008 Contents Pulse Points Executive Director’s Letter President’s Message HR Leader Profile: Karmen Reid Advocacy is for Everyone A Case Study in Raising Voices Diversity Management Measuring What Matters Bullying as Gender Harassment Combat Workforce Changes Hardwiring Accountability Immigration Frustration HR and Education Making Exit Interviews Count Management Styles that Enhance Intrinsic Motivation Backup Care Fact or Fiction 10 Ways to Lose Your Best People Advertisers’ Index

HR Pulse - Winter 2008

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