•HUMAN RESOURCES - the preferred term; emphasis on people
A Vital Staff Function
•Offers a variety of support services including:
–the personnel policy manual
•Engages in acquiring, maintaining, and retaining employees so that the objectives of the organization may be fulfilled.
A Service of Increasing Value
•Increase in employee-related tasks (e.g. wage and hour compliance)
•Proliferation of laws pertaining to employment
•The effects of flattening and subsequent elimination of layers of managers.
Primary Functions of Human Resources
•Compensation (Wage and Salary Administration)
•Security and parking
Rounding Out Your Knowledge
•Know the functions of the human resources department.
•Attach a person’s name to each function.
•Make a working list of management activities that lead you to interact with HR, e.g.search for qualified employees; benefits questions;job descriptions; policy interpretations; disciplinary actions
A Universal Approach
•Make certain the function is part of HR
•Refine your question or need
•If answer not readily available, ask when one will be supplied
•Negotiate agreeable deadlines
•Follow-up politely if deadline passes
Some Specific Action Steps
•Find new employee sources
•Bring job descriptions up to date
•Review disciplinary processes before implementation
•Provide performance appraisal processes
•Assist in developing training programs
Further Uses of HR as a Resource
•Examining staff turnover patterns
•Planning for future potential staffing needs
•Examining staff pay rates via salary surveys
•Providing a sounding board, a “safe harbor”
•Providing confidential guidance in difficult situations
•Recognizing individual employees, and groups of employees
•Line managers assist HR by providing:
–reactions and comments on personnel policies
–employee perceptions of pay and benefits
–comments on services, positive as well as negative
–employee feedback on benefits
–suggested changes in recruiting or retention practices.
Human Resources Should Be:
•Protective of employees
•Concerned for the rights of employees (micro)
•Equally concerned for the organization as a whole (macro)
•Aware of the necessity for proper documentation of procedural steps
•Protective of the organization against legal risks.
Laws and Regulations Effecting Employment
•National Labor Relations Act
•Fair Labor Standards Act
•Equal Pay Act
•Civil Rights Act
•Americans with Disabilities Act
•Family and Medical Leave Act
•EEOC regulations re: Sexual Harassment
A Potentially Violent Person May be One Who:
•is experiencing family problems •has problems relating to the abuse of alcohol or drugs •has a history of violence •is a known aggressive personality •is experiencing certain mental conditions (e.g. depression) •possesses a poor self-image or low self-esteem
Some Steps to Prevent Violence
•Treat everyone with respect and consideration.
•Keep all potential weapons stored beyond the reach of patients and visitors.
•Take all threats seriously and report them immediately.
•Know your security procedures, alarms, and warning codes.
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