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5 Reasons Nurses Want to Leave Your Hospital
Your nurses have one eye on the door if you do any of the following.
Are your nurses engaged, committed employees? Or are they biding their time until they can go somewhere better? Job opportunities for RNs and APRNs abound, and even nurses who appear content may be planning their exit strategies.
To predict whether you face an exodus, take a look at the following five reasons why your nurses want out.
The Ultimate Battle Against MRSA
http://www.wsj.com/articles/the-ultimate-battle-against-mrsa-1473699288
Hospitals give ICU patients germ-killing baths and antibiotic nose ointment upon admission
8 Things Providers Don’t Know About Debt Collection and Cell Phones
Now that the FCC has clarified rules for contacting patients about payments, hospitals and health systems are risking multi-million dollar settlements by failing to take the law seriously.
A California hospital chain is learning the hard way that the Telephone Consumer Protection Act (TCPA), clarified by federal authorities last year, creates new hurdles for health systems that want to use cell phones as part of their debt collection efforts.
CFOs and revenue cycle managers must now ensure that they are in strict compliance with the limitations on cell phone calls, or declare a moratorium on all such calls until they can be sure, experts say.
Is Anyone Using That Dashboard You Created?
In this era of people analytics, many HR leaders feel they ought to be producing dashboards. The problem is that they don’t know why — and that is one heck of a big warning sign. I’ll keep this brief, but here are a few headlines on how not to mess up dashboards.
What If Engagement Was A Risk Management Issue?
“We have a fundamental belief that our single most important asset is our people,” Jones said in a recent interview. “If you think about the industry, and assets and liabilities, it’s all about maintaining risk. For us that means developing a culture where we’re so focused on making sure they have all the right tools to do their jobs.”
If I gave a quiz and asked you the industry spokesperson who said this you would probably say a head of HR or maybe a CEO. What if I told you the truth teller was a banker, albeit a CEO? What if I also told you he positioned employee satisfaction as a “risk management” issue?
He also said, “I go back to the basic tenet that you need to make sure people are always viewed as your most important asset,” says Bob Jones, chairman and CEO of Old National Bancorp. “Don’t take them for granted.”
What advice would you give to organizations about benefits?
Steal as many good ideas as you can. I go back to the basic tenet that you need to make sure people are always viewed as your most important asset. Don’t take them for granted. We use the analogy that when you’re dating someone you do those nice things in the beginning but sometimes when you’re married for a long time you forget to do them. But as you’re thinking about your associates, you have to remember the little things make a big difference, like picking up a phone and telling someone, “Thank you.”
HR’s Emerging Role In Human Governance
Investors are shifting the goalposts for business accountability beyond the traditional quarterly reports on revenue, profit and growth. As well as traditional reporting, forward-thinking investors now want to see how a business maximizes its human capital without creating any associated harm or risk within the organization or in the wider community.
This new focus is called human governance, and over the next few years it’s set to become as important a measure of corporate performance as traditional reporting has been over decades past.
Human governance manifests itself through ensuring the entire extended workforce can maximize its own personal value, and through this, a business is able to maximize its own value. This maximization of value comes about through the broader expectations the community has for business. While profit remains important, the community – and now investors – are also putting value on how sustainable an organization’s operations are, how well it treats its employees, and the broader contributions the business makes to society as a whole.
This new focus on maximizing human value also has significant ramifications for the HR operation within an organization. Gone are the days of HR being policy and governance police, the home of hiring, firing and vetting staff performance.
Cartoon – Drug vs. Marijuana Dispensary
Cartoon – Medical Marijuana
