Using Data Management Techniques to Modernize Healthcare: 1st Edition (Hardback) book cover

Using Data Management Techniques to Modernize Healthcare

1st Edition

By Anthony Matthew Hopper, MA, MHA

Productivity Press

326 pages | 21 B/W Illus.

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Hardback: 9781482223972
pub: 2015-08-20
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Healthcare organizations with sound human resources (HR) infrastructures are better able to hire, develop, promote, and retain employees who match up well with their specific needs. Using Data Management Techniques to Modernize Healthcare explains how to modernize your HR systems through the use of artificial intelligence (AI), information technology (IT), and other empirical methods. Identifying new technologies and processes that can help to reduce HR labor costs while increasing efficiency and quality of care, it examines the weaknesses that exist in the hiring and employee management practices of today’s healthcare organizations.

With a focus on the systemic issues related to hiring and compensation, the book provides detailed information regarding HR protocols, IT related issues, and workplace culture. It suggests ways to speed up candidate reviews and explains how to use IT and AI to reduce the number of bad hires. Other topics covered include five key drivers of hospital growth, the digital revolution and its relevance to healthcare companies’ HR practices, and ideas you can use to increase employee satisfaction and retention.

Providing helpful tips for modernizing HR processes that can save your healthcare organization time and money, the book begins with a historical overview of the growth of the hospital industry and the challenges it currently faces. Next, it discusses HR infrastructures and details methods for improving your hiring systems.

The final part of the book covers employee development and promotion programs, the proper management and motivation of staff, and the unique HR and IT challenges facing rural hospitals. The book’s appendix includes copies of key checklists, figures, and tables found throughout the book.

After reading this book, you will understand how to compare your current HR system to the authors' proposed 21st century model so that you can pinpoint the HR processes that must be retooled to modernize your system.


"Hopper has delivered a well-organized and informational piece of work that appeals to the executive-level health professional. His sequencing of information is logical, direct, and to the point, which provides a clear understanding of the material contained within. His writing skills provide a fresh and concise method to comprehend the complexity of solid hiring protocols which will be beneficial for any level executive."

-Samuel Silek RPh, Sr., VP Managed Care and Professional Sales, Liberty Medical, LLC

Table of Contents

Introduction—A Look at the Changing Face of Healthcare

Hospitals—The Golden Years

Five Key Drivers of Hospital Growth: 1940s–1970s

The Good Times End—Hospitals Forced to Become More Efficient: 1980s–Present

Five Issues Negatively Impacting Hospital Margins

How Hospitals Have Tried to Cope with the Changing Environment

Rosy on the Outside/Bleak on the Inside

New Challenges on the Horizon

The 21st-Century Hospital: Maximizing Efficiency without Sacrificing Patient Quality

The Mantra for All Healthcare Providers


The Digital Revolution and Its Relevance to Healthcare Companies’ HR Practices and Infrastructures

The Early Stages of the Technology Revolution—A Slow Beginning

Contemporary IT Systems

Hospitals Slow to Adopt (and Adapt to) New Technologies

Changes Are Afoot

The Juxtaposition between Old and New Creates Opportunities


Healthcare HR at the Crossroads

Understanding HR

HR Focus—Holistic and Progressive

HR and Bad Hires

Bad Hires and Their Impact on the Bottom Line and on Patient Care

HR Infrastructures and Non–Hiring-Related Issues

HR-Related Strategies

HR Tasks

Looking Ahead


A Review of Six Employment Methods

Staffing Firms




Job Fairs

Direct Hiring


Suggestions for Improving a Healthcare Organization’s Direct Hiring Systems—The Initial Stages

Individual Freedom: Blessing and Bane

Ways to Improve the External Hiring Process for Direct Hires

The Initial Contact

The Initial Candidate Vetting Process

HR Should Take the Initiative

Get Rid of the Résumé

Move to an Application-Only System

Maintain a Dynamic Database

Mine Old Candidate Data for Potential Hires

Keep Applicants Informed

Survey the Applicants


The Initial Stages in the Hiring Process—The Discussion Continues

It Is Hard to Find Good Workers—Even in a Recession

Focus Less on Credentials and More on Potential

Record Everything in a Database


Objectively Assess a Candidate’s Verbal Reasoning Abilities

A Managed Approach


Suggestions for Improving HR’s Direct Hiring Systems—The Intermediate/Final Stages

What Are You Hiring the Person to Do?

Create Proactive Action Plans

Small Healthcare Organizations Should Think Like Baseball Teams—Focus on Flexibility

Small Healthcare Companies—Key in on a Candidate’s Potential

A Hiring Game Plan for Small Companies 1

Place Everything into a Database

Adopt a Paperless Hiring System

Corporate Culture: One Key Barrier to a Paperless Hiring System

Overcoming These Cultural Barriers

Benefits Outweigh the Costs

A Case in Point: How to Convince Hiring Managers to Go Digital


Additional Suggestions for Improving the Hiring Process

A Review—Focusing on Electronic Processes and High-Potential Hires

Other Suggestions

Social Media—The New Way to Connect

Companies Now Using Social Media in the Hiring Process

Social Media Mining and the Hiring Process—The Potential

Social Media Mining and the Hiring Process—The Problems

A Guide to Using Social Media Mining as a Part of the Hiring Process

A Different Type of Interview

Improving Management’s Ability to Identify, Develop, and Promote Internal Talent

The Two P’s: How They Hinder Internal Development and Promotion Programs

Power and Its Effect on the Development and Promotion of Internal Talent

When Managers Use Too Many Sticks and Not Enough Carrots

A Real Life Example—How Poor Management Skills Can Have a Negative Impact on the Workplace

Other Sources of Power and Their Effects on Employee Development

Corporate Politics

The Seniority System

Promotion and Development Systems That Favor the Aggressive Employees

Ways to Maximize Employee Development and Promotion Systems

Create the Right Culture and Use Key Information Technology (IT) Tools to Identify and Develop Workplace Talent


Ideas That Managers and Executives Can Use to Increase Employee Satisfaction

A Review of the Topics Discussed in Chapter 9

How to Retain, Manage, and Motivate Employees

Culture and Its Importance in Worker Management

Why Healthcare Companies Should Care about These Six Features

Special Considerations for Clinical-Based Healthcare Companies

A Case in Point—The Disgruntled Employee

The Other Side of the Argument

Solutions Should Be Creative, Cost-Effective, Authentic, Planned, and Multipronged

Using IT and Data Management Tools to Aid in Improving Employee Satisfaction

Summing Things Up


A Review of Some of the Unique HR and IT Challenges Facing Rural Hospitals and a Guide to Tackling These Issues

Looking Backwards

Rural Health Systems—A Unique Set of Problems and HR-Related Solutions

Community Hospitals in Rural Areas

Community Hospitals and Revenue Challenges

Rural Hospitals—Problems in Finding and Keeping Skilled Workers

Dearth of Employees Takes Its Toll on Rural Health Systems

Rural Health Systems Need to Employ Creative, Synergistic, Labor-Related Solutions

HR and Employee Management Initiatives Should Meet Four Key Objectives

Summing Things Up


A Review of Key Topics and a Look at Future Trends

Technology Is Becoming More Ubiquitous

Future Advances in Technology Will Impact Almost All Areas of Healthcare

Five Specific Trends Related to the Technology Revolution

Healthcare Organizations’ Revenue Streams Will Remain Unpredictable

Look for Diamonds in the Data and Knowledge "Rough"

The 21st-Century Employee

Building the Right Culture: Employee Satisfaction Is Key

The Negative Impact of Bad Hires

The Direct Hiring Process—A Model That Is Applicable to any Era

Setting Up a Direct Hiring System—A Checklist

A Guide to Developing and Promoting Internal Talent

The Data-Driven Office




About the Author

Anthony Hopper has worked in the healthcare industry for over a decade. During the course of his healthcare career, he has spent time with both small healthcare organizations and hospital systems. He has held a number of different positions at these organizations, including analyst and upper-management–level jobs. He also has experience in health policy via an internship with the Center for Studying Health System Change.

Anthony most recently served as a business development officer for Rapid Improvement, Inc. This company utilizes an artificial intelligence algorithm and a unique, one-question survey technique to translate text-based complaints into quantifiable data. He still maintains an affiliation with this company.

Anthony is currently a full-time instructor at ECPI University’s Emerywood campus, located in Richmond, Virginia. He recently coauthored an article on sentiment analysis that appeared in the Journal of Health Organization and Management. He has an M.A. in English from the University of Virginia and an M.S. in Health Systems Administration from Georgetown University.

Subject Categories

BISAC Subject Codes/Headings:
BUSINESS & ECONOMICS / Human Resources & Personnel Management
BUSINESS & ECONOMICS / Industries / Service Industries
MEDICAL / Administration