1. Healthcare Human Resource Management Flynn Mathis Jackson Langan
Healthcare HR Competencies,
Structures, and Quality Standards
Chapter 2
PowerPoint Presentation by
Tonya L. Elliott, PHR

2. After you have read this chapter, you should be able to:
Learning Objectives
After you have read this chapter, you should be able to:
Define the competencies required for healthcare HR professionals
Describe the importance of attaining HR management credentials
Explain the relationship between the type of healthcare organization and the level of senior HR position
Discuss how the healthcare industry compares to other industries on HR staffing and expenditures
Explain the importance of HR programs to the delivery of safe, competent healthcare

3. Healthcare HR Management Competencies
Competence is…
More than a list of skills… it encompasses how healthcare HR professionals define their work
HR professionals must view their work in a broader, more strategic sense.

4. Model Competencies for HR Professionals
Figure 2-1

5. Emotional Intelligence – A Core Competency
Proficiencies in intrapersonal and interpersonal skills in the areas of self-awareness, self-regulation, self-motivation, social awareness, and social skills.

6. Strategic HR Thinking
HR professionals go beyond the operational and administrative roles and contribute strategically by:
Identifying employee issues and educating leaders on these issues for them to use in strategic planning
Applying HR theory and knowledge to affect organizational results
Creating long-range (ten years out) agendas that do not focus on only the present
Identifying, promoting, and rewarding organizational change and problem solving

7. Human Resource Certification Institute
Certification Levels
Designation
Professional in Human Resources (PHR)
2 to 4 years exempt-level HR work experience
HR experience has focused on HR program implementation with a tactical and logistical orientation
Designation
Senior Professional in Human Resources (PHR)
6 to 8 years exempt-level HR work experience
Experience includes ultimate responsibility in a HR department

8. The HR Function in Healthcare

9. Measuring Healthcare HR Management
Two useful ways to measure HR:
Staffing Ratios
Median ratio of HR staff to total headcount:
All Industries: 1.0 HR staff member per 100 employees
Healthcare Industry: 0.7 HR staff member per 100 employees
Budget Expenditures
Median HR budget expenditure per employee:
All Industries: $813.00
Healthcare Industry: $636.00

10. HR Metrics The efficiency and effectiveness of the HR function
Function Measures
The efficiency and effectiveness of the HR function
Operational Measures
Productivity and profitability in management & HR activities, including revenue per employee
Strategic Measures
Future oriented and part of the organizational planning

11. HR Ratios and Measures for Assessment
Figure 2-7

12. Use of HR Ratios and Measures for Assessment
The provided HR ratios and measures for assessment are only useful when used in comparison to other data.
Comparison methodology includes:
Internal data can be compared by:
Time (monthly, quarterly, or annually)
Department to department or to total organization
Position
External data can be compared across groups by:
Industry (total healthcare)
Industry segment (nursing homes, community hospitals, clinics)
Position group (professionals, managers, etc.)

13. Quality Care and HR Management
Several processes are in place to ensure competent and safe healthcare for consumers:
Governmental oversight
Local, county, and state health departments
Independent agencies
Quality review organizations (i.e. JCAHO)
In addition, healthcare organizations have the need to seek a competitive position, which requires a competent workforce.

14. JCAHO The dominant quality review organization in the United States
Joint Commission on Accreditation of Healthcare Organizations
The dominant quality review
organization in the United States
JCAHO
JCAHO is a quality accreditation organization whose members subscribe to a standard-based review process to ensure that the consumers of healthcare are receiving consistent levels of safe, quality care.

15. JCAHO Process Standards for 11 hospital functions or performance areas
Surveys healthcare organizations every 3 years
Satisfactory survey results guarantee accreditation
Recommendations given for areas of improvement
Accreditation status critically reviewed by insurance companies, business and industry, healthcare watchdog groups, and individual consumers of healthcare

16. JCAHO and Management of Human Resources
Great emphasis placed on HR standards
JCAHO’s statement of HR management:
The broad goals of the HR function are to identify and provide the right numbers of competent staff to meet the needs of the patients, clients, or residents served by the healthcare provider.
These are supported by 4 major processes.
…….

17. 4 Major Processes of the HR Function
Planning
Providing Competent Staff
Assessing, Maintaining, and Improving Staff Competence
Promoting Self-Development and Learning

18. Figure 2-8 Healthcare Leadership Responsibilities and HR Standards
Define qualifications,
competencies, and
staffing to meet the
mission
Figure 2-8
Promoting self-
development
and learning
Assess, maintain,
and improve staff
competence
Organizational
Mission
Provide competent
staff members to meet
the mission

19. JCAHO - HR Standards
Examples of guiding principles for HR policies and practices:
Staff qualifications and performance expectations defined
Adequate number of appropriately qualified staff
Screening indicators to assess staffing effectiveness
Relationship between screening outcomes and HR screening indicators
Staff competence continually assessed, maintained, and improved
Staff development needs and continuing education
Orientation process
Analysis of competence patterns and trends
Performance evaluations & staff surveys

20. JCAHO – Leadership Standards
Examples of guiding principles for leadership:
Appropriately orientated and educated staff
Educational needs are aligned with patient needs and organizational mission
Responsible budget planning
Staffing and retention plans are in place
Competent and qualified staff
Performance Improvement – a key requirement of JCAHO standards
Safety and risk reduction plans and processes