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  • (Middleton)
  • From Dice Survey
  • “ Companies don’t want to lose high performers,” Silver added. “The HR professional can understand how critical it is to keep high performers. If you have high performers in keeping security safe, you want that person and you’ll pay for that person. With “those types of professionals we see year-over-year increases in companies that are willing to pay for them,” he said. 
  • according to the Society for Human Resource Management’s (SHRM) Leading Indicators of National Employment (LINE) survey for September 2010. More than 500 manufacturing and 500 service-sector companies (90 percent of the nation’s private sector)
  • according to the Society for Human Resource Management’s (SHRM) Leading Indicators of National Employment (LINE) survey for September 2010. Hiring expectations increase slightly in September. Manufacturing and private service-sector companies are expected to bring on more workers in September compared with a year ago, but hiring activity has slowed in recent months. Recruiting for key positions proves difficult for some. Although the increase was small, more HR professionals reported a rise in recruiting difficulty in August compared with a year ago. Compensation packages for new hires improve in August. In August, the rate of increase for wages and benefits rose on an annual basis in the manufacturing and service sectors. The LINE Employment Report examines four key areas: employers’ hiring expectations, new-hire compensation, difficulty in recruiting top-level talent and job vacancies . It is based on a monthly survey of private-sector human resource professionals at more than 500 manufacturing and 500 service- sector companies. Together, these two sectors employ more than 90 percent of the nation’s privatesector workers.
  • A total of 5 ■■ 6% of respondents have some level of confidence in the U.S. job market for the third quarter of 2010 and expect job growth: 49% are somewhat optimistic about job growth in the United States, and another 7% are very optimistic and anticipate job growth during the quarter (see Figures 1A and 1B). This represents a sharp increase from the third quarter of 2009 , when a combined 37% of respondents expressed some level of optimism about job growth in the labor market (33% were somewhat optimistic , 4% were very optimistic ). West: Alaska, Arizona, California, Colorado, Hawaii, Idaho, Nevada, New Mexico, Montana, Oregon, Utah, Washington, Wyoming
  • according to the U.S. Bureau of Labor Statistics(BLS). As Reported in SHRM LMO
  • http://www.healthcareitjobs.com/ monster.com careerbuilder.com dice.com UCLA – 23 IT positions available – database manager, programmer/analyst
  • develop and implement new programs including: analyzing needs, developing goals and objectives, creating and documenting project specifications, documentation and tracking of the development process, implementation, and evaluation related to communication infrastructure. Excellent interpersonal skills to interact with colleagues including contractors, consultants, capital programs and administrative personnel. This position requires Demonstrated ability to synthesize and process complex technical information and present in easy to understand terms to non-technical users utilizing documents and diagrams.    Knowledge and experience with utilizing microcomputer software: Ability to utilize microcomputer software such as Microsoft Word, Excel, Windows; project management software; database software such as Access; and communication software.   Managerial/Supervisory experience required: Demonstrated responsible experience of a minimum of three (3+) years in managing technical staff.  
  • "More organizations are looking to have a pool of contingents that are proven resources they can draw on," says Cecile Alper-Leroux, director of global human capital management product strategy for a software company. As employers continue to look for creative, cost-effective ways to boost efficiency, the demand for more-flexible staffing solutions will likely increase.
  • LinkedIn – references and employment history
  • in 2009, Marriott awarded 2,000 points to each employee every time someone they referred showed up for a job interview. Marriott found that one in 12 referrals turned into a hire. I Love Rewards Co. employed the same strategy at his company, which resulted in 2.3 referrals per employee.
  • Using clichés like "This is my dream job" are also major turnoffs for hiring managers. Instead of telling an interviewer you think outside the box, actually do it. IT programmer position who gently pointed out that the Center for Disability Rights' Web site had several programming errors. "He handled it in a way that didn't make us feel ridiculed or demeaned," she says. "It showed that he was really serious about the job.“ Shawn Desgrosellier, president of Vitality Group Executive Search, coaches job candidates to go into an interview with something—anything—in their hands. The step maintains focus. (He suggested a pen, a notepad or your résumé.) "It's just awkward going into an interview with nothing," he says.
  • Flexible work arrangements are becoming more prevalent due to cost savings. "Businesses that are thinking about the future and want to be globally competitive are embracing workplace flexibility as a core leadership tool that enables people to meet work and personal responsibilities,” said Donna Klein, executive chair and founder of Corporate Voices for Working Families. FWAs take a variety of forms—the report features a glossary of 13 terms that include telecommuting from a satellite location or home, compressed work weeks and shift flexibility. Part-time schedules, though, are the most prevalent form of FWAs, and most typically are found at large organizations, according to the findings.

Transcript

  • 1. Finding your Career Path in Health IT: Locating Opportunities and Selling Yourself Dr. Kella B. Price, SPHR Price Consulting Group www.thepriceconsultinggroup.com [email_address] Tweet the presentation: #HealthITforum
  • 2.
    • There are more than 6.1 job seekers for every job opening.
    • (U.S. Department of Labor)
  • 3. Agenda
    • Economic forecast
    • Content basics for cover letters and résumés
    • Answers to your résumé and cover letter questions
    • How to locate opportunities
  • 4. Economic forecast
    • IT salary increases 4.6 percent increase in pay to $78,035.
    • In 2005, the average tech worker’s salary was $69,000.
    “ If an individual has a unique skill set, companies want them, and they’ll be willing to pay more for them on a year-to-year basis,” Tom Silver, Dice’s senior vice president & chief marketing officer.
  • 5. What do you worry about?
    • Keeping skills up-to-date
    • Job elimination
    • Lower salary increase
    • Cancelled projects
    • Increased load attributed to job cuts
    • 22%
    • 20%
    • 14%
    • 12%
    • 10%
  • 6. SHRM LINE survey
    • Examines four key areas:
    • Employers’ hiring expectations
    • New-hire compensation
    • Difficulty in recruiting top-level
    • talent
    • Job vacancies
  • 7. SHRM LINE survey
    • Hiring expectations increase slightly in September
    • Recruiting for key positions proves difficult for some
    • Compensation packages for new hires improve in August
  • 8. SHRM LINE survey Manufacturing Service Employment expectations +24.2 +14.6 Recruiting difficulty +12.9 +6.5 New Hire Compensation +5.6 --
  • 9. SHRM Labor Market Outlook Survey Optimism about Job Growth in Q3
  • 10. SHRM Labor Market Outlook Survey Staffing for Q2 Companies in the West region were the least likely to cut jobs for the third quarter (3%).
  • 11. Unemployment in U.S.
    • 46% of unemployed in the US for 6+ mos.
    • Highest since BLS began tracking in 1948.
    • Economists expect unemployment to remain near 10% for much of 2010
  • 12. Do your research…
    • What direction is the company taking?
    • What is its mission?
    • What is the company’s culture?
  • 13. Don’t include
    • Age
    • Marital status
    • Information about physical shortcomings
    • Highlights of your weaknesses
  • 14. Cover letter
    • Customize!
    • Proofread
    • Header with accurate contact information
    • States the position applying for and summarizes qualifications in 1 st paragraph
    • Matches skills with job posting
  • 15. 3 things every résumé should include
    • Include relevant keywords
    • A cover letter
    • Achievements versus job responsibilities and specifics
  • 16. Résumé
    • Appropriate use of space
    • Easy to scan
    • Proofread
    • Current contact information
    • Customized to job posting
    • Key achievements vs. job responsibilities and use specifics
  • 17. Remember!
    • Online formatting should be basic formatted without bullets, boxes, etc.
    • Use bullets for printed résumés and bold fonts to make it easy to scan
    • Explain gaps in employment – fill in with volunteer positions if possible
    • Fill the page
    • It’s a “numbers game”
    • Follow-up
  • 18. Résumés
    • Header
    • Position desired/objectives
    • Experience
      • Dates of employment.
      • Name and location of your employer
      • Job title
      • Achievements
    • Education
      • Emphasize those skills/education and training that pertains to the position
    • Special Skills
    • Professional memberships
    • References
      • Get permission
      • Give contact information and position
  • 19. #1 Mistake in Résumés
    • Not customizing your résumé to the employer and the job that you desire
  • 20. Job Boards
    • Keywords
    • Follow-up if possible
    • Industry-specific or geographically specific
    • Professional orgs
    • Systems Analysts, Network Service Engineers, Implementation Specialists
    31% of companies will conduct hiring in Q3 of 2010 (SHRM LMO, Sept 2010).
  • 21. What they want…
    • Develop and implement new programs
    • Excellent verbal, interpersonal and written communication skills, including presenting to non-tech users.
    • Software competency
    • Team leader/work in groups
    • Strong independent time management skills and organizational skills.
    • Bachelors Degree and/or related field experience
    • Managerial/Supervisory experience required
  • 22. HOW DOES YOUR SKILL SET TRANSFER?
  • 23. Non-traditional Opportunities
    • Volunteer roles
    • Temporary positions
    • Contracting
    • Consulting
    • Long-term projects
  • 24. Educational Opportunities
    • Health Care Management
    • Information Technology
    Employment in Health Care Management will grow by 16 percent from 2006 to 2016 (BLS) . Median annual income of health care managers is $73,660, though with experience and seniority your salary can rise well into six digits ( www.phoenix.edu) .
  • 25. BS in Health Administration Health Information Systems concentration
    • Healthcare Communication Strategies
    • Human Resources in Health Care
    • Ethics: Health Care and Social Responsibility
    • Leadership and Performance Development
    • Health Care Management
    • Health Care Information Systems
    • Health Care Quality Management and Outcomes Analysis
    • Facility Planning
  • 26. BS in Information Technology
    • Concentrations:
    • Business Systems Analysis
    • Information Systems Security
    • Multimedia and Visual Communication
    • Networking and Telecommunications
    • Software Engineering
    • Visual Communication
    • Coursework:
    • Project Planning and Implementation
    • Database Concepts
    • Network and Telecommunications Concepts
    • Systems Analysis and Design
    • Information Systems Risk Management
  • 27. The Role of Social Media
    • LinkedIn
    • Facebook
    • Twitter
    • What does your profile look like?
    • Who do you know?
    • Researching the company
  • 28. Referrals and Networking
    • Social Media
    • Within the organization
  • 29. Interview “Deal Breakers”
    • Arriving late
    • Trashing a previous employer
    • Speak in a too-familiar way with hiring managers (20%)
    • Asking about benefits, vacation time,schedule flexibility (39%)
    • Typos in your application materials (58%)
    • Dressing provocatively (67%)
  • 30. Other things to consider…
    • 30% decide whether to hire you within 15 minutes
    • 40% say a cellphone ringing is a "deal breaker"
    • 70% prefer unpaid internship experience directly related to their companies' work vs. paid employment in unrelated field
    • 39% say "chemistry" accounts for half of their hiring decision
  • 31. Flexible work arrangements
    • 85% of HR professionals say telecommuting more common in the next 5 yrs
    • 34% had increase in employee requests for FWAs
  • 32. Agenda
    • Economic forecast
    • Content basics for cover letters and résumés
    • Answers to your résumé and cover letter questions
    • How to locate opportunities
  • 33.
    • Thank you!
    • What are your questions?
    • Dr. Kella B. Price, SPHR
    • Price Consulting Group
    • [email_address]
    Read the session tweets: #HealthITforum
  • 34. References
    • Arnold, Jennifer Taylor. (2010). Managing a Nontraditional Workforce 55  (8) Accessed at: http://www.shrm.org/Publications/hrmagazine/EditorialContent/2010/0810/Pages/0810tech.aspx on September 10, 2010.
    • Author unknown. (2010). Job Listings. Accessed at: www.monster.com on September 12, 2010.
    • Author unknown. (2010). Job Listings. Accessed at: http://www.healthcareitjobs.com/
    • on September 12, 2010.
    • Author unknown. (2010). Job Listings. Accessed at: www.dice.com on September 12, 2010.
    • Author unknown. (2010). Job Listings. Accessed at: www.careerbuilder.com on September 12, 2010.
    • Author unknown. (2010). Degree information in Health Management. Accessed at www.phoenix.edu on September 12, 2010.
    • Middleton, Diana. (2010). Avoid These Interview Killers.
    • Rafferty, Heidi Russell. (2010). Experts: In Age of Social Media, Job Boards Are Far from Dead. 8/24/2010. Accessed at   http://www.shrm.org/hrdisciplines/technology/Articles/Pages/JobBoards.aspx on September 10, 2010.
    • SHRM Online Staff. (2010). SHRM Urges Employers to Embrace Workplace Flexibility. 7/21/2010. 
    •   S HRM. (2009). Workplace Flexibility in the 21st Century: Meeting the Needs of the Changing Workforce . August 2009. Accessed at www.shrm.org on September 10, 2010.
    • SHRM. (2010). Labor Market Outlook Report. Accessed at: http://www.shrm.org/Research/MonthlyEmploymentIndices/lmo/Documents/LMO%20Q3%202010.pdf on September 10, 2010.
    •  
    • Wright, Aliah D. (2009). As Layoffs Mount, New Tech Workers Unlikely to Get More Pay. 2/6/2009. Accessed at:   http://online.wsj.com/article/SB10001424052748703683804574534090457404928.html?mod=WSJ_hpp_sections_careerjournal on September 10, 2010.
    • Zeidner, Rita. (2010). A Brave New World for Employers and Recruiters. 6/29/2010. Accessed at www.shrm.org on September 10, 2010.