Each of the four specialists are in charge of one human resource function: Employment and Recruitment, Employee Benefits and Compensation, employee training and Development, and Employee Relations, There are two generalists who service all four functions, the two administrative assistants provide support to the mangers, specialists, and generalists; they also supervise the four office assistants. The manager has a master’s degree in Human Resource Management and 15 years experience in employment, recruitments, benefits, training and employment relations.
The assistant manager has a bachelor’s degree in Human Resource Administration and will complete the master’s degree within six months and has experience in heath care administration. The specialists each have a bachelor’s Degree in human Resource management and certification in their field from the human Resource Certification Institute (HRCI).
They have at least 8 years of experience. The generalists either have a bachelor’s degree in human resources. The administrative assistants and office associates are attending college part time. In total, there are 15 employees in human Resource Department. Human Resource Needs for Proposal:
The Business plan on Human Resource and Organizational Success
A Human resource department is an organizational entity which is primarily formed to report organizational relationships, organize people and function in a manner that best supports organizational goals accomplishment. The key behind any Human resource department is the organizational devotion towards availing of efficient procedures, policies and people-friendly guidelines that will give support ...
I want to establish a new department: a specialist in labor relations. No staff member will be replaced. I would prefer to hive a person with specific qualifications and training that generalists do not have. Even if a hospital is now non-union, the employees may vote for a union in the future. The union is a third party, along with members and the organization, that works to obtain better salaries, benefits, and working conditions. The specialist in labor relations duties will include communicating the organization’s commitment to obey all federal, state and city employment laws about equal treatment or all employees. New Job Description: Job Title: Specialist in Labor Relations Department: Human Resources Reports To: Manger, Human Resources Job Summary: The person enforces all federal, state, and city employment laws. Duties and Responsibilities: * Directs the preparation and distribution of written and verbal informant to inform employees of equal opportunity laws. * Assists in preparing and updating employee handbook. *
Ensures polices and produces are enforced fairly. * Communications information about new laws affecting discriminatory practices in the workplace. Develops affirmative active plans. * Identifies the organization’s mission and vision. * Counsels, advises supervisors on employee rights law. * Encourages an organizational culture that supports equal employment opportunity. * Evaluates potential discriminatory practices. * Obtains assistance in enforcing equal opportunity laws. * Plans sensitivity training programs. * Identifies and uses various resolution techniques to resolve conflicts. * Provides specified knowledge of employee discipline and non-retention policies. * Supports specialist in employee relations on common employee issues. Performs additional assignments directed by manager. Job Specifications: * Specialized knowledge/skills: General knowledge of policies and practices of human resource management: recruitment, retention, compensation, training, and employee relations. * Excellent written and verbal communication skills. * Education/Experience: A master’s degree, a paralegal certificate or diploma and courses in labor history, employment law, health services, and safety and security with 10-15 years of experience is preferred, but a bachelor’s degree with a paralegal certificate is acceptable. Training/Equipment: Ms Office skills and Human Resource Information Systems (HRIS) knowledge are helpful. * Work Environment/Physical Requirements: Friendly, professional, and cooperative environment possible flexible work schedules. There are several recruiting sources available. None of the current employees in the Human Resource department has the qualifications for the position. However, the job description can be posted on the bulletin boards and in the hospital newsletter. Employees can make referrals. In addition, advertisements announcing the position can be placed in local daily newspapers, and on internet job sites.
The Term Paper on Based Reward Employees Job Work
I. The Meaning of Money in the Workplace A. Money and Employee Needs 1. Money is an important factor in satisfying individual needs. 2. Money is a symbol of status, which relates to the innate drive to acquire. 3. Financial gain symbolizes personal accomplishments and relates to growth needs. 4. People value money as a source of feedback and a representation of goal achievement. 5. Compensation is ...
Probably requiring a paralegal certificate or diploma will limit the number of applicants. Before a person is selected, there is an initial screening process. Some candidates withdraw when they learn more about threw position and the qualifications needed, after the initial interview. The comprehensive interview is used to obtain information about a candidate’s attitude, personality, values, and compatibility with others. Some examples of interview questions are: 1. What are your long and short – term goals? 2. How well do you take criticism or suggestions given? 3.
In what specific ways do you think you make a contribution to the organization? 4. What work experiences have you had that prepares you for this position? 5. What do you think are your greatest strengths and weaknesses? 6. What was a difficult decision you had to make and why? 7. What kinds of incentive most motivate you? 8. What three adjectives would you use to describe yourself? 9. What person(s) has been most important in developing your character? 10. Do you have plans for additional education or training? An important assessment is references provided by former employers, colleagues, and teachers.
They have had opportunities to observe a person’s personality traits, integrity and ethics over a period of time. In addition, they have to view the person’s behaviors while in a work environment. Employers give performance ratings and assessments. Teachers give grades and sometimes letters of recommendations for employment. The staffing timeline may take several months. DeCenzo, Robbins, and Verhulst emphasized Organizations should be cautious and select the best candidate. Proper selection can reduce legal Problems and lessen replacement and training costs. The manager of the department, after consultations with ther employees, makes the hiring decision. The person selected must work cooperatively with the manager and others in the department. Training Plan: The composition of the workforce has changed and is constantly changing. At one time Caucasian males were the largest numbers of workers? Now the labor force is a mixture of women, people of all ages 18- 65, minorities, immigrants, white males in addition, there are part-time and temporary workers. There are laws that affect employment practices because they prohibit discrimination on the base of race, gender, national origin, disability, religion, age and other reasons.
The Essay on HR manager interview
1- What made you choose HR to be your career? Answer: I work well with people and I have great communication and organizational skills. I like to be treated as a valuable person that 2- Tell me about your company’s culture. Answer: The culture of the company is diverse as it is an equal employment opportunity employer. 3- What, according to you, are the qualities that an HR executive/manager must ...
The specialist in labor relations needs a variety of knowledge and skills. First, the specialist needs a master’s degree in Human Resource Management. Second, he or she should have legal training such as legal assistant or paralegal courses. Third, college transcripts and recommendations from former employers, colleagues, and teachers can identify special skills and personality traits. Fourth, writing samples can be used to evaluate communication skills. The current knowledge and skills of the staff are excellent.
However, the other specialist does not have specialized knowledge of employment law regarding civil rights and health, safety, and security issues. The new specialist in labor management and other can provide voluntary training in labor relations to all HR employees at an agreed time and location. The new specialist and participants can work together to prepare the curriculum and assignments to be approved by the manager. The manager and assistant manager, along with the specialist and participants, will evaluate the curriculum and assignments so that any modifications can be made.
The training objectives and training evaluation will be developed by the participants, specialist and directors. The training objectives include: to define training and to explain why employee training in labor relations is important. They will complete a test on the computer with scores of at least 90%. The curriculum topics include laws regarding discriminatory practices, employee rights and discipline, union, and employment safety, health and security. The test can be retaken if necessary. The participants and managers evaluate the training. Summary:
The Essay on Manager Skills
It has come to my attention that an environmental group known as “SafePack Materials Pollute” is clamming that our SafePack materials are not biodegradable. The group is asserting that these materials are causing an environmental hazard that is seeping from a local landfill into a nearby stream. The group has also launched an internet campaign geared toward compelling fruit producers to stop ...
The manager of the Human Resource Department wants to add a new position which is, Specialist in Labor Relations. The specialist will work to ensure that all federal, state and city employment laws and laws regarding health safety and security are followed. A job description with duties, responsibilities, and job specifications are given. There is a hiring proposal for the position. The training plan can include classes taught by the specialist and others followed by an examination. All participants can suggest ways to improve the curriculum and assignment during the training.
