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Category: Senior Management

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This module is designed to help all stakeholders in the U.S. Healthcare system gain an understanding of what Accountable Care Organizations are, why they are forming, and what impact they will have on the...
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This module is designed to help all stakeholders in the U.S. Healthcare system gain an understanding of what Accountable Care Organizations are, why they are forming, and what impact they will have on the U.S. healthcare supply chain.
This module is designed to help all stakeholders in the U.S. Healthcare system gain an understanding of what Accountable Care Organizations are, why they are forming, and what impact they will have on the U.S. healthcare supply chain.
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Produced by: MDSI - Medical Distribution Solutions, Inc.
This module is designed to help suppliers better understand the definition of a Patient Centered Medical Home (PCMH), the history of PCMHs in healthcare, how they are recognized and what their impact has been.
This module is designed to help suppliers better understand the definition of a Patient Centered Medical Home (PCMH), the history of PCMHs in healthcare, how they are recognized and what their impact has been.
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Produced by: MDSI - Medical Distribution Solutions, Inc.
This module is designed to help all stakeholders in the U.S. Healthcare system gain an understanding of what Accountable Care Organizations are, why they are forming, and what impact they will have on the...
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This module is designed to help all stakeholders in the U.S. Healthcare system gain an understanding of what Accountable Care Organizations are, why they are forming, and what impact they will have on the U.S. healthcare supply chain. Length: 24 Minutes.
This module is designed to help all stakeholders in the U.S. Healthcare system gain an understanding of what Accountable Care Organizations are, why they are forming, and what impact they will have on the U.S. healthcare supply chain. Length: 24 Minutes.
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Produced by: MDSI - Medical Distribution Solutions, Inc.
This module focuses on Comparative Effectiveness, how it relates to the Affordable Care Act, challenges ahead, and how it impacts providers.
This module focuses on Comparative Effectiveness, how it relates to the Affordable Care Act, challenges ahead, and how it impacts providers.
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Produced by: MDSI - Medical Distribution Solutions, Inc.
In this module, we will discuss what the insurance exchanges under the Affordable Care Act are, the goals of these exchanges, and the impact they will have on key players in the industry. It will also review...
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In this module, we will discuss what the insurance exchanges under the Affordable Care Act are, the goals of these exchanges, and the impact they will have on key players in the industry. It will also review important dates and discuss how they might improve quality and reduce cost.
In this module, we will discuss what the insurance exchanges under the Affordable Care Act are, the goals of these exchanges, and the impact they will have on key players in the industry. It will also review important dates and discuss how they might improve quality and reduce cost.
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Produced by: MDSI - Medical Distribution Solutions, Inc.
This module examines what Patient Centered Specialty Practices are, who is eligible and the recognition process, , and PCSPs' impact on healthcare and the supply chain.
This module examines what Patient Centered Specialty Practices are, who is eligible and the recognition process, , and PCSPs' impact on healthcare and the supply chain.
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Produced by: MDSI - Medical Distribution Solutions, Inc.
This module discusses the Triple Aim Initiative and how the ACA will drive care models, such as Accountable Care Organizations and Patient Centered Medical Homes, to meet this triple aim. It will also examine...
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This module discusses the Triple Aim Initiative and how the ACA will drive care models, such as Accountable Care Organizations and Patient Centered Medical Homes, to meet this triple aim. It will also examine some "Pay for Performance" programs such as PQRS and bundled payments.
This module discusses the Triple Aim Initiative and how the ACA will drive care models, such as Accountable Care Organizations and Patient Centered Medical Homes, to meet this triple aim. It will also examine some "Pay for Performance" programs such as PQRS and bundled payments.
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Produced by: MDSI - Medical Distribution Solutions, Inc.
This module explores an overview of the Sunshine Act, who it affects, what is reported, and how it impacts you.
This module explores an overview of the Sunshine Act, who it affects, what is reported, and how it impacts you.
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Produced by: MDSI - Medical Distribution Solutions, Inc.
During this module, we will look at Value Based Purchasing. We will look at what it is, how it will improve quality and reduce costs, and also look at Medicare incerntives for Value Based Purchasing
During this module, we will look at Value Based Purchasing. We will look at what it is, how it will improve quality and reduce costs, and also look at Medicare incerntives for Value Based Purchasing
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Produced by: MDSI - Medical Distribution Solutions, Inc.
Great talent doesn’t always walk in the door asking for a job. Usually, top talent needs to be sought out and encouraged to apply for a needed position. Facility hiring managers find the best frontline...
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Great talent doesn’t always walk in the door asking for a job. Usually, top talent needs to be sought out and encouraged to apply for a needed position. Facility hiring managers find the best frontline caregivers by having an effective recruiting strategy that seeks the right people based on specific organizational needs. After executing a successful recruitment strategy, hiring managers are faced with the daunting task of identifying which of the many applicants is right for the job. Mangers do this by thoroughly assessing each applicant. This course discusses the recruiting process,  job analysis, recruiting tactics, background screenings, selection tests, and how interviews help managers hire the right frontline caregivers.
Great talent doesn’t always walk in the door asking for a job. Usually, top talent needs to be sought out and encouraged to apply for a needed position. Facility hiring managers find the best frontline caregivers by having an effective recruiting strategy that seeks the right people based on specific organizational needs. After executing a successful recruitment strategy, hiring managers are faced with the daunting task of identifying which of the many applicants is right for the job. Mangers do this by thoroughly assessing each applicant. This course discusses the recruiting process,  job analysis, recruiting tactics, background screenings, selection tests, and how interviews help managers hire the right frontline caregivers.
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Produced by: Ed4Online
All organizations share a common theme: they have goals, and they need to accomplish these goals through people. All organizations need physical, financial, intangible, and human assets to succeed. They also...
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All organizations share a common theme: they have goals, and they need to accomplish these goals through people. All organizations need physical, financial, intangible, and human assets to succeed. They also need an organization-wide strategy, business-level strategy, and a functional strategy. One of the few areas of an organization that impacts all these assets and strategies is the Human Resources Department. Human Resource Management is the managing of human skills and talents to make sure they are used effectively and in alignment with an organization’s goals. In turn, the people in the organization ensure that assets are obtained and secured, and that strategies are executed. This course gives an overview of the Human Resources Management functions and processes.
All organizations share a common theme: they have goals, and they need to accomplish these goals through people. All organizations need physical, financial, intangible, and human assets to succeed. They also need an organization-wide strategy, business-level strategy, and a functional strategy. One of the few areas of an organization that impacts all these assets and strategies is the Human Resources Department. Human Resource Management is the managing of human skills and talents to make sure they are used effectively and in alignment with an organization’s goals. In turn, the people in the organization ensure that assets are obtained and secured, and that strategies are executed. This course gives an overview of the Human Resources Management functions and processes.
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Produced by: Ed4Online
Human Resource Managers are responsible for planning the human side of an organization’s operations, one of their most critical roles. Before a plan can be created, HR must ensure it is aligned to the...
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Human Resource Managers are responsible for planning the human side of an organization’s operations, one of their most critical roles. Before a plan can be created, HR must ensure it is aligned to the organization’s strategies, and is part of the strategic planning process. To plan successfully, HR creates projections on how many workers the organization will need if they are to meet their future activity goals while maintaining operational efficiently. This course discusses how HRM aligns itself to the organization’s strategies to forecast future workforce needs, along with the tools and tactics used to realign the workforce to meet these needs.
Human Resource Managers are responsible for planning the human side of an organization’s operations, one of their most critical roles. Before a plan can be created, HR must ensure it is aligned to the organization’s strategies, and is part of the strategic planning process. To plan successfully, HR creates projections on how many workers the organization will need if they are to meet their future activity goals while maintaining operational efficiently. This course discusses how HRM aligns itself to the organization’s strategies to forecast future workforce needs, along with the tools and tactics used to realign the workforce to meet these needs.
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Produced by: Ed4Online
Job analysis and design are critical to the success of all later Human Resource Management stages. During job design, organizational goals and objectives are translated into relevant tasks and...
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Job analysis and design are critical to the success of all later Human Resource Management stages. During job design, organizational goals and objectives are translated into relevant tasks and responsibilities, which are then grouped into specific roles and job positions. These job positions are then integrated into departments or business units to create organizational structure, which becomes the vehicle or system through which the company operates. This course discusses how this process helps the organization achieve its strategic, tactical, and operational goals and objectives.
Job analysis and design are critical to the success of all later Human Resource Management stages. During job design, organizational goals and objectives are translated into relevant tasks and responsibilities, which are then grouped into specific roles and job positions. These job positions are then integrated into departments or business units to create organizational structure, which becomes the vehicle or system through which the company operates. This course discusses how this process helps the organization achieve its strategic, tactical, and operational goals and objectives.
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Produced by: Ed4Online
The attraction and recruitment of employees has been at the center of employers’ attention for many years. People are the most valuable asset of an organization. Without their knowledge, skills, and talents,...
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The attraction and recruitment of employees has been at the center of employers’ attention for many years. People are the most valuable asset of an organization. Without their knowledge, skills, and talents, an organization will not be able to operate or compete effectively in the marketplace. This is why recruitment plays a strategic role. The purpose of the recruitment process is to identify and attract qualified talent for organizational jobs in a timely and effective manner. Organizations can find talent in internal ways and external ways. This course discusses the role Human Resource Management plays in the talent recruitment process.
The attraction and recruitment of employees has been at the center of employers’ attention for many years. People are the most valuable asset of an organization. Without their knowledge, skills, and talents, an organization will not be able to operate or compete effectively in the marketplace. This is why recruitment plays a strategic role. The purpose of the recruitment process is to identify and attract qualified talent for organizational jobs in a timely and effective manner. Organizations can find talent in internal ways and external ways. This course discusses the role Human Resource Management plays in the talent recruitment process.
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Produced by: Ed4Online
Selecting the right employees is seen by most as the main duty of HR, but it is a crucial and challenging decision-making processes for the entire organization; Human Resource Management leads this process....
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Selecting the right employees is seen by most as the main duty of HR, but it is a crucial and challenging decision-making processes for the entire organization; Human Resource Management leads this process. An effective selection process will help an organization choose the best person from the pool of applicants who will fit both the specific open position and the organization as a whole. Hiring the wrong person will negatively impact performance, quality, and productivity for the organization, while increasing the turnover rate. If the selection process is discriminatory, this can lead to litigation and compromise the organization’s reputation. Choosing the right people enables the organization to reach its goals and objectives and to compete more effectively in the marketplace. This course discusses how Human Resource Management selects the right candidate for a job and the organization to create a human-based competitive advantage for the company.
Selecting the right employees is seen by most as the main duty of HR, but it is a crucial and challenging decision-making processes for the entire organization; Human Resource Management leads this process. An effective selection process will help an organization choose the best person from the pool of applicants who will fit both the specific open position and the organization as a whole. Hiring the wrong person will negatively impact performance, quality, and productivity for the organization, while increasing the turnover rate. If the selection process is discriminatory, this can lead to litigation and compromise the organization’s reputation. Choosing the right people enables the organization to reach its goals and objectives and to compete more effectively in the marketplace. This course discusses how Human Resource Management selects the right candidate for a job and the organization to create a human-based competitive advantage for the company.
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Produced by: Ed4Online
It is hard to believe that an organization would not want to see high performance from its employees, yet it is very common for organizations to measure performance poorly, or not at all, causing them to be...
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It is hard to believe that an organization would not want to see high performance from its employees, yet it is very common for organizations to measure performance poorly, or not at all, causing them to be ignorant of the quality of their workers’ performance. This is especially true in the growing service industries; unfortunately, services are much harder to measure than tangible products. Consequently, performance measurement in today’s business world requires more creativity and a more holistic approach than it used to. This course discusses the role Human Resource Management plays in the performance appraisal process.
It is hard to believe that an organization would not want to see high performance from its employees, yet it is very common for organizations to measure performance poorly, or not at all, causing them to be ignorant of the quality of their workers’ performance. This is especially true in the growing service industries; unfortunately, services are much harder to measure than tangible products. Consequently, performance measurement in today’s business world requires more creativity and a more holistic approach than it used to. This course discusses the role Human Resource Management plays in the performance appraisal process.
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Produced by: Ed4Online
Training is the process that provides employees with opportunities to obtain the necessary knowledge, skills, and abilities that let them perform their current job-related duties more effectively and...
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Training is the process that provides employees with opportunities to obtain the necessary knowledge, skills, and abilities that let them perform their current job-related duties more effectively and responsibly. Employee development, on the other hand, is not necessarily related to the job an employee currently holds, although it can be related to that job; rather, development focuses on the future and prepares employees to take on the duties and responsibilities of other positions. This course discusses training and development, and how human resource management leads this process.
Training is the process that provides employees with opportunities to obtain the necessary knowledge, skills, and abilities that let them perform their current job-related duties more effectively and responsibly. Employee development, on the other hand, is not necessarily related to the job an employee currently holds, although it can be related to that job; rather, development focuses on the future and prepares employees to take on the duties and responsibilities of other positions. This course discusses training and development, and how human resource management leads this process.
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Produced by: Ed4Online
Pay and benefits are critical factors in the attraction, motivation, and retention of talented employees. The key to a successful pay and benefits package is how well it motivates employees to consistently...
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Pay and benefits are critical factors in the attraction, motivation, and retention of talented employees. The key to a successful pay and benefits package is how well it motivates employees to consistently exhibit attitudes and behaviors that are aligned with the organization’s goals, strategies, and culture. Therefore, the motivational role of these rewards should determine pay and benefits. Organizations should offer pay and benefits that are competitive with other organizations’ pay and benefits; organizations should also clearly use pay and benefits to motivate employees to attain specific outcomes that the organization wants to see. This course discusses the role that pay and incentives plays in worker motivation, specific ways employees are compensated, and how both tie-in to the HR strategic process.
Pay and benefits are critical factors in the attraction, motivation, and retention of talented employees. The key to a successful pay and benefits package is how well it motivates employees to consistently exhibit attitudes and behaviors that are aligned with the organization’s goals, strategies, and culture. Therefore, the motivational role of these rewards should determine pay and benefits. Organizations should offer pay and benefits that are competitive with other organizations’ pay and benefits; organizations should also clearly use pay and benefits to motivate employees to attain specific outcomes that the organization wants to see. This course discusses the role that pay and incentives plays in worker motivation, specific ways employees are compensated, and how both tie-in to the HR strategic process.
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Produced by: Ed4Online
Employee benefits give compensation that goes beyond both wages and salary; some examples include health insurance, retirement plans, and paid time off. Only about 7% of benefits expenditures are legally...
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Employee benefits give compensation that goes beyond both wages and salary; some examples include health insurance, retirement plans, and paid time off. Only about 7% of benefits expenditures are legally required, yet employers often voluntarily provide their employees with numerous additional benefits in the hope of gaining a competitive advantage in attracting, retaining, and motivating the right talent. However, in practice, the relative advantages of various benefits are difficult to quantify. This difficulty has led many organizations to adopt simpler approaches, such as imitating other employers within their community or industry, or basing benefit decisions on organizational resources like available funding, space, time, or information. This course discusses the strategic importance of benefits and how Human Resource professionals can systematically design, implement, and evaluate their benefits programs.
Employee benefits give compensation that goes beyond both wages and salary; some examples include health insurance, retirement plans, and paid time off. Only about 7% of benefits expenditures are legally required, yet employers often voluntarily provide their employees with numerous additional benefits in the hope of gaining a competitive advantage in attracting, retaining, and motivating the right talent. However, in practice, the relative advantages of various benefits are difficult to quantify. This difficulty has led many organizations to adopt simpler approaches, such as imitating other employers within their community or industry, or basing benefit decisions on organizational resources like available funding, space, time, or information. This course discusses the strategic importance of benefits and how Human Resource professionals can systematically design, implement, and evaluate their benefits programs.
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Produced by: Ed4Online
The field of Human Resource Management is continuously impacted by cultural changes and social developments. Successful HR managers will address these political, economic, social, demographic, legal, and...
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The field of Human Resource Management is continuously impacted by cultural changes and social developments. Successful HR managers will address these political, economic, social, demographic, legal, and technological trends to create opportunities for organizations and for themselves. This course discusses some recent trends and developments that have a specific impact on HR functions like planning, job design, recruitment, selection, training, compensation, and performance management.
The field of Human Resource Management is continuously impacted by cultural changes and social developments. Successful HR managers will address these political, economic, social, demographic, legal, and technological trends to create opportunities for organizations and for themselves. This course discusses some recent trends and developments that have a specific impact on HR functions like planning, job design, recruitment, selection, training, compensation, and performance management.
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Produced by: Ed4Online
Human resource management is the set of tasks managers undertake to effectively manage a company's employees.  Strategic human resource management is the process of connecting the human resource function in...
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Human resource management is the set of tasks managers undertake to effectively manage a company's employees.  Strategic human resource management is the process of connecting the human resource function in an organization to the strategic objectives of the organization in order to improve performance.  There are two types of roles on a human resource management team: generalists and specialists.  Human resource management also includes the processes of performance management and succession planning.
Human resource management is the set of tasks managers undertake to effectively manage a company's employees.  Strategic human resource management is the process of connecting the human resource function in an organization to the strategic objectives of the organization in order to improve performance.  There are two types of roles on a human resource management team: generalists and specialists.  Human resource management also includes the processes of performance management and succession planning.
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Produced by: Ed4Online
In order for organization's to maintain a competitive advantage, they must be willing to change with the times, because change is inevitable. This course discusses the various roles managers play as they...
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In order for organization's to maintain a competitive advantage, they must be willing to change with the times, because change is inevitable. This course discusses the various roles managers play as they implement change within an organization.
In order for organization's to maintain a competitive advantage, they must be willing to change with the times, because change is inevitable. This course discusses the various roles managers play as they implement change within an organization.
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Produced by: Ed4Online
Recruiting, assessing, and hiring new employees are some of the more important functions a manager does. A poor hiring decision can be expensive and has a negative impact on team productivity and moral....
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Recruiting, assessing, and hiring new employees are some of the more important functions a manager does. A poor hiring decision can be expensive and has a negative impact on team productivity and moral. However, hiring the right person can have a positive short term impact, when the new hire contributes to the organization, and a long term impact as this employee develops and helps the company grow.
Recruiting, assessing, and hiring new employees are some of the more important functions a manager does. A poor hiring decision can be expensive and has a negative impact on team productivity and moral. However, hiring the right person can have a positive short term impact, when the new hire contributes to the organization, and a long term impact as this employee develops and helps the company grow.
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Produced by: Ed4Online
What is leadership? Why do we need it? What does it mean to be a good leader? Are leaders made or born? These questions have been asked for decades, and this course attempts to answer these questions. This...
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What is leadership? Why do we need it? What does it mean to be a good leader? Are leaders made or born? These questions have been asked for decades, and this course attempts to answer these questions. This course discusses leadership traits.
What is leadership? Why do we need it? What does it mean to be a good leader? Are leaders made or born? These questions have been asked for decades, and this course attempts to answer these questions. This course discusses leadership traits.
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Produced by: Ed4Online
What is leadership? Why do we need it? What does it mean to be a good leader? Are leaders made or born? These questions have been asked for decades, and this course attempts to answer these questions. This...
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What is leadership? Why do we need it? What does it mean to be a good leader? Are leaders made or born? These questions have been asked for decades, and this course attempts to answer these questions. This course discusses situational leadership theories.
What is leadership? Why do we need it? What does it mean to be a good leader? Are leaders made or born? These questions have been asked for decades, and this course attempts to answer these questions. This course discusses situational leadership theories.
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Produced by: Ed4Online