Human Resource Management in Physical Therapy Settings

This set of flashcards covers vocabulary and key concepts related to Human Resource Management in physical therapy settings.

Human Resource Management (HRM)

Focuses on meeting the individual and collective needs of workers who produce outputs.

Personnel Management

Concentrates on maximizing production or service output, often viewed as bureaucratic and reactive.

Scientific Management

An approach advocated by Frederick W. Taylor that emphasizes standardized work methods determined by management.

Time-and-Motion Studies

Developed by Lillian and Frank Gilbreth to measure performance; still used in clinical settings today.

Employee Needs

Includes continuing education, fair compensation, safe working conditions, and career advancement opportunities.

Workforce Shortages

Issues in physical therapy that lead to creative recruitment and retention strategies to attract professionals.

Qualitative Methods

Expert judgment and managerial insight used in workforce forecasting.

Markov Analysis

A quantitative method using historical data to predict staffing needs.

Internal Recruitment

Hiring employees from within the organization, providing benefits like known performance history.

Negligent Hiring

Legal responsibility of employers over inadequate background checks that result in harm.

Restrictive Covenants

Legal clauses that limit employee actions after leaving an organization.

Employee Retention

The strategies and practices used to keep skilled employees in an organization.

Performance Appraisal Tools

Methods used to evaluate employee performance, including graphic rating scales and 360-degree feedback.

Management by Objectives (MBO)

A performance appraisal system that emphasizes shared responsibility and outcome focus.

Training Methods

Approaches for employee training, including on-site, off-site, and various methods tailored to skill types.

Compensation Management

Includes the management of salaries, benefits, and incentives aimed at motivating performance.

Diversity Management

The practice of ensuring a culturally sensitive workforce that respects and integrates differences.

Employee Discipline

Involves corrective measures aimed at improving employee behavior and maintaining standards.

Exit Interviews

Conversations conducted post-departure to gather feedback and identify retention issues.

Cultural Competence

The ability to understand and respect diverse cultural norms and practices in the workplace.