Components of Human Resource Management

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Components of Human Resource Management

• Hiring competent qualified employees
• Assigning classifying employees effectively
• Motivating employees to perform optimally
• Stimulating employees professional growth
  development
• Evaluating compensating employees fairly
• Rewarding employees for their efforts
• Providing in service education opportunities

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Types of Employees

• Professional
• Hourly
• Part-time
• Seasonal
• Volunteers
• Independent contractors

3
Organizational Charts

• Graphic view of the organizations basic
  structure illustrates the lines of authority
• Limitations of an organizational chart
• It is easily out-dated
• It fails to show precise functions amounts of
  authority
• It does not portray the informal relationships,
  which exist

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Hiring Process

• Gaining approval
• Establishing a search and screen committee
• Informing the search and screen committee of the
  appropriate AA/EOE statutes
• Developing a job description
• Preparing a position announcement

• Establishing a plan for advertising the position
• Screening the pool of candidates
• Verifying the candidates credentials
• Interviewing the candidate
• Selecting the final candidate
• Negotiating the appointment

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Position Announcement Includes

• Position title
• Description of the organization
• Summary of job description
• Qualifications
• Application procedure
• Deadline
• AA/EOE Employer designation

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Advertisement Outlet

• Referral employment agencies
• College university placement services
• Professional journals
• Job marts at professional conventions
• Newspapers (local and regional)
• Employee referrals
• Job listings on the Internet

7
Inservice Education

• New staff orientation
• Safety education
• Career development
• Technology upgrades

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New Staff Orientation

• Organization history, structure, and services
• Area and clients served
• Policies and procedures
• Relations of managers HR department
• Rules and regulations
• Opportunities

9
Common Errors related to Inservice Education
Programs

• Too much information
• Telling without demonstrating
• Lack of patience
• Lack of preparation
• Failure to build in feedback
• Failure to reduce tension within the audience

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Purposes of Performance Evaluation

• Demonstrate employee progress during probationary
  period
• Identify employees that can be promoted or
  demoted
• Administer the salary program
• Supervisor-employee communication
• Know employees better
• Identify education needs
• Employee placement

• Identify employees for layoff or recall
• Validate selection process
• Improve employee effectiveness
• Determine special talent
• Ascertain employee progress after probation
  period
• Allows for employee input
• Supply information for use in grievance interviews

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Procedures for Termination

• An indication of the persons to whom written
  notice should be sent
• A statement regarding turning over such items as
  reports, records, and equipment
• Completion of an exit interview

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Sexually Hostile Work Environment

• Discussing sexual activities
• Unnecessary touching
• Commenting on physical attributes
• Displaying sexually suggestive pictures
• Using demeaning or inappropriate terms
• Ostracizing workers of one gender by those of the
  other
• Using crude and offensive language.

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Preventing False Accusations of Sexual Harassment

• Schedule one-on-one meetings in businesslike
  settings
• Leave doors open
• Focus on the purpose of meeting
• Respect the personal space of others
• Limit touching to the conventional handsake

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