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[ON-DEMAND CONFERENCE SESSION] An estimated one million service members are expected to enter the civilian workforce in the coming years. The U.S. Military spends billions each year training these men and women, developing competent and highly motivated leaders. As a result, most vets emerge from their military careers with proven records of positive employment outcomes. This should be a wonderful source of star employees for our facilities, yet these heroes actually end up facing the biggest battles of their careers as they transition to the civilian workforce.
[REPORT]: This document by G. Roger King, senior labor and employment counsel of the HR Policy Association, outlines the recent updates of significant Board decisions and rulemaking initiatives.
[ON-DEMAND CONFERENCE SESSION] Millennials are (or will be) the largest percent of the health care workforce, yet hospitals across the country are reporting heightened turnover among this cohort. Using engagement data from 1.25 million caregivers and Memorial Hermann’s efforts to create a culture that leverages all generations, this on-demand session will provide meaningful solutions.
[HR PULSE ARTICLE]: The business case for nurturing a robust organizational culture in health care can be seen in some of the recent performance metrics coming out of Dallas-based Parkland Health & Hospital System. Since the launch of an integrated improvement strategy in 2015, the 850-bed safety net hospital has moved the needle on workforce engagement from the ninth percentile to the above the 30th percentile, decreased employee turnover by almost 2.5 percentage points in one year, increased the number of units with top-tier engagement by nearly 300% and consistently improved performance on the global Likelihood to Recommend metric — an indicator of patient loyalty.
[HR PULSE ARTICLE]: The growing use of artificial intelligence (AI) in health care promises opportunities for improvement in areas including but not limited to diagnostic accuracy, treatment efficacy, patient outcomes and patient and clinician experience.
[HR PULSE ARTICLE]: Today’s health care philanthropy requires visionary leaders with the ability to drive outstanding performance that strategically aligns with the organization’s overall objectives. During start-up meetings of fundraising leadership searches, we routinely hear search committees wrestle with the question of weighing local versus national candidates.
[HR PULSE ARTICLE]: The U.S. health care system is feeling the strain of the national nursing shortage and spending billions of dollars to recruit and retain health care professionals in an attempt to fill it. Staffing shortages are projected to intensify as experienced nurses near retirement age and the population continues to grow. In response, medical providers are being challenged to be more creative in the strategies used to attract and retain health care workers to meet this growing gap in the workforce.
ASHHRA has designed the CHHR Examination Preparation Guide to assist the health care HR practitioner in preparing for the CHHR certification exam. This guide has been created with the adult learner in mind. Resources will appeal to the adult learner preferring a visual, auditory and/or kinesthetic learning style. Items in this guide are to aid you in the self-study, education and knowledge that will assist you in sitting for the exam. 
[ON-DEMAND CONFERENCE SESSION] The mission of any health care organization centers around providing quality patient care. Quality patient care requires well equipped caregivers. This on-demand conference session will offer insight into factors influencing nurse executives as they seek to build a solid workforce.
[ON-DEMAND CONFERENCE SESSION] The need is growing for a more highly educated nursing workforce. HR leaders are challenged to assure a staff prepared to improve care delivery across all settings, contribute to cost containment, and to fill future leadership roles. Innovative new models of education are being developed to meet these workforce needs. Participants will hear details about these models and the role of employers to expand their impact. Specific strategies will be provided to support the education of new nurses and facilitate education of the existing workforce.
[ON-DEMAND CONFERENCE SESSION] Free ASHHRA Member Resource: This case study showcases how a health care system integrated numerous surveys from across the employee lifecycle (onboarding, engagement, exit) and used analytics to link them all directly to patient satisfaction and turnover.
[ON-DEMAND COURSE] HR Leaders focus on people strategies in order to capture the hearts and minds of their people and create the desired culture. Foster meaningful work that supports a high performance environment and effective delivery of care. People strategy skills include developing value-based leaders who have the ability to create a shared vision that delivers results for the organization. This course will prepare you to effectively attract and develop a diverse health care workforce that meets both the needs of patients and the community. People Strategies carries a 24% weight on the CHHR exam.
[ON-DEMAND COURSE] Expectations for HR delivery demand effective and high-quality programs and services through the utilization of measurement and analysis. This HR delivery course will cover transactional work, technology systems and bench marking and compliance to name a few. HR Delivery carries a 29% weight on the CHHR exam.
[ON-DEMAND COURSE] Learn to connect with employees, customers and the needs of communities through possible outreach programs and initiatives concerning your community. Display passionate dedication to the mission of health care, demonstrating self-awareness and self-motivation. Community Citizenship carries a 10% weight on the CHHR exam, and Personal Leadership carries a 17% weight. 
[ON-DEMAND COURSE] Knowing the “business” side of health care requires that HR Leaders shape strategies through seasoned judgment and visionary insight. As HR transitions to this new role, HR Leaders will be called upon to demonstrate healthcare business knowledge by applying best practices throughout the organization. supporting and exhibiting cross-functional capabilities. Health Care Business Knowledge carries a 20% weight on the CHHR exam.
[ON-DEMAND BUNDLE] This complete study series reviews the core competencies needed for health care HR leaders. The series discusses the entire HR Leader Model: HR Delivery, Health Care Business Knowledge, People Strategies, Community Citizenship and Personal Leadership.
[ON-DEMAND CONFERENCE SESSION] Following a brief overview of the FMLA and ADA's most frequent stumbling blocks, a series of hypothetical example scenarios will be used to focus on the critical interplay between these two extensive leave laws, demonstrating effective strategies for health care employers to better navigate common leave management hurdles.
[ON-DEMAND WEBINAR] 2018 brought many new developments from California courts and their state legislature. California has a brand new independent contractor test and many new #MeToo related laws that went into effect in January 2019. This webinar will discuss the important new legislation, key judicial decisions from 2018, recent state and federal agency actions, and new regulations that HR professionals in the health care field need to know for 2019.
[ON-DEMAND CONFERENCE SESSION] Nurses under the age of 35 are a lot like nurses in other age groups, with one key difference, millennial nurses are less likely to plan to stay at your organization in their first three years of tenure, even if they’re engaged. Learn how to build a millennial-specific retention strategy to keep younger nurses at your organization beyond their first few years.
[ON-DEMAND CONFERENCE SESSION] Learn about the status of the law regarding LGBTQ employees, and what the employer’s responsibilities are when it comes to updating their Employee Handbook and internal harassment and discrimination training.