RESUMO
Hospitals often have large amounts of information available about their human resources, but this information is usually inadequate. The nature of existing human resource information is examined in one large hospital, and the concept of a human resource indicator system is developed. Methods for deriving meaning from the indicators are discussed.
Assuntos
Sistemas de Informação Administrativa , Administração de Recursos Humanos em Hospitais/normas , Sistemas de Informação para Admissão e Escalonamento de Pessoal , Absenteísmo , Coleta de Dados/métodos , Disciplina no Trabalho , Reivindicações Trabalhistas , Avaliação de Desempenho Profissional , Humanos , Reorganização de Recursos Humanos , Estados UnidosRESUMO
Employee-employer conflict can arise from the expression of social issues within an employment organization. Recently, public support for non-discrimination in employment has led to the existence of external forums--regulatory agencies and the courts--that allow appeals for complaints of discrimination by protected groups. This paper examines the role of organizational procedures for conflict resolution where individuals have the option of appealing to an external forum. Through the analysis of internal grievance procedures and external charges in three urban hospitals, the paper explores the origins and expressions of employee-employer conflict in the areas of discrimination, the impact of an internal system on the rate of external charges, and the general relationship between internal and external forums of conflict resolution.
