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Human Resources and DiversityHuman Resources and Diversity
ObjectivesObjectives
1.1. Describe work environments in the field of dieteticsDescribe work environments in the field of dietetics
2.2. Relate environments to hiring policies and Relate environments to hiring policies and procedures.procedures.
2.2. Discuss the research on employee satisfaction.Discuss the research on employee satisfaction.
3.3. Analyze interview informationAnalyze interview information
4.4. Describe the purpose of a performance appraisalDescribe the purpose of a performance appraisal
5.5. Describe benefits of diversity in the workplaceDescribe benefits of diversity in the workplace
Human Resources:
Human Resources Departments:Human Resources Departments:
Monitor needs
Support staff
Guidance on legal issues
Hiring
Evaluates, authorizes and publishes job descriptions
Screen potential applicants
Training
Convey culture
Employment terms:Employment terms:
FTE: Full time equivalent
Describes staffing levels in a department
Human Resources:Work environments in dietetics and nutritionWork environments in dietetics and nutrition
Types of compensation:Types of compensation:
Salaried worker; Compensatory Time; On-call
Employee categoryEmployee category
Professionals;
Supervisory personnel;
Skilled workers
Unskilled workers
Status:Status:Full time; Part time; Short time ( < 20 hours per week)
Dietetics employment settings & unique HR environmentsDietetics employment settings & unique HR environments
Provide examples ____________
Concept Checks Concept Checks
1. Consider your career plans and intended employment environment. – How do you anticipate interacting with
human resources professionals? – From the information provided in the first
two slides offer some examples of HR challenges you may encounter in your intended employment environment.
Human Resources and DiversityHuman Resources and Diversity
Concept Checks Concept Checks
Saari Article:2. How did the author define ‘employee
attitudes and job satisfaction? 3. What are dispositional influences? What is
your reaction to the research on disposition and employment satisfaction?
4. Describe how attitudes and satisfaction may vary by employment category (see slide # 3).
Employee AttitudesEmployee Attitudes
Hiring Policies and ProceduresHiring Policies and Procedures
1. Identify the position1. Identify the position
Job Description that completely describes the role and function
• Requirements for the job
• Objective
• RD, CD, RD-eligible
• Education
• Continuing Education
• Experience
• Job Description
• Duties
• Used in recruitment and selection but also has legal implications on the job
• Not task oriented
Job Description (Continue)Job Description (Continue)
Example:
Full-time
Clinical duties
Define client population
Supervisory role
Committee membership
Continuing education
In-service training to employees
“Performs other duties as assigned”
Hiring Policies and ProceduresHiring Policies and Procedures
2 . Identify the compensation package2 . Identify the compensation package
This may be set by job classification
salary
benefits
vacation
comp time
____________________________________________________________
A job description will usually be reviewed by the HR divisionThe job posting may also be coordinated by the HR division
______________________________________________________
Hiring Policies and ProceduresHiring Policies and Procedures
3. Identify who will review the applications for the first pass3. Identify who will review the applications for the first pass
Type of facility
a. Department function
b. HR + Department
4.4. Plan the interview Plan the interview
Semi-structured
Structured
Coordinated questions if more than one interviewer
Search Committee
Taking notes
Hiring Policies and ProceduresHiring Policies and Procedures
5. Conduct the Interview5. Conduct the Interview Legalities - see issues regarding discrimination
Do not ask questions that may infringe on personal rights
Don’t ask about age, marital status, children, disabilities, religion,
ethnicity, sexual orientation, etc.
Closing the interview
Provide a time frame
Confirm numbers - phone, fax etc.
Checking references
When
Confidentiality
Confirm who you are speaking to - make sure they would have direct information on this person
Hiring Policies and ProceduresHiring Policies and Procedures
Purpose is to support growth
Employee
Institution/ Employer
How am I doing?
Who is the “I”?
Performance AppraisalsPerformance Appraisals
StructuredStructured
Non-structuredNon-structured
Structured:Structured:
Process:
Form that has been reviewed by a representative committee
Form is available for the employee to review, samples provided
Date is set for annual performance evaluation - no surprises
1). Institutional and Department goals available
2). Personal goals should align with the overall goals
3). Strategic Plan
Performance AppraisalsPerformance Appraisals
Performance AppraisalsPerformance AppraisalsPerformance Appraisals: Management by ObjectivePerformance Appraisals: Management by Objective
Review objectives from the previous yearReview objectives from the previous year
Discuss accomplishments
Review objectives that were not met
Set objectives for the next yearSet objectives for the next year
Clearly defined
Evaluation planned
At Performance evaluation review aboveAt Performance evaluation review above
Discuss strengths and weaknesses - Positive emphasizedDiscuss strengths and weaknesses - Positive emphasized
SummationSummation
Performance Appraisals: FeedbackPerformance Appraisals: Feedback
Supervisor review - traditional Supervisor review - traditional
Self-reviewSelf-review
Peer reviewPeer review
360º review360º review
Performance AppraisalsPerformance Appraisals
Concept Check Concept Check
5. How can the principles described in the Saari article be incorporated into performance evaluations?
Performance AppraisalsPerformance Appraisals
Based a good foundation of mutual respect and Based a good foundation of mutual respect and open communicationopen communication
• Institutional policy for disciplinary process• Based on documentation• Follow procedures
• Observe confidentiality• Involve HR as necessary - consider this office an
excellent resource for support
DDISCIPLINARYISCIPLINARY A ACTIONCTION
Procedure for Disciplinary ActionProcedure for Disciplinary ActionVerbal warning
• Meeting
• State problem
• Discuss issues, be open to perceptions
• End on a positive note
• Try not to blindside a person
Documentation at all steps
Written warning
• Provide time for corrective action
Period of probation may be included in policies
Suspension
Termination
Urban Myths regarding termination of an employeeUrban Myths regarding termination of an employee
DDISCIPLINARYISCIPLINARY A ACTIONCTION
Diversity:Diversity:Recognize situations associated with discrimination
Value cultural competency in the workplace
Human Resources and DiversityHuman Resources and Diversity
Concept Check Concept Check
From the Jayne article:6. Why do companies invest in diversity initiatives?7. Comment on the research on outcomes of diversity.
8. The authors comment on the role of ‘team identify’
versus ‘demographic group identity’ in fostering deep-level diversity. (pg. 415, bottom left column) Given your experiences in team building this quarter, comment on how strong teams may be used to support organizational goals for diversity.
Human Resources and DiversityHuman Resources and Diversity
Federal Equal Employment Opportunity (EEO) Laws:Federal Equal Employment Opportunity (EEO) Laws:
What Are the Federal Laws Prohibiting Job Discrimination? Title VII of the Civil Rights Act of 1964 (Title VII), which prohibits
employment discrimination based on race, color, religion, sex, or national origin;
the Equal Pay Act of 1963 (EPA), which protects men and women who perform substantially equal work in the same establishment from sex-based wage discrimination;
the Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older;
Human Resources and DiversityHuman Resources and Diversity
Federal Equal Employment Opportunity (EEO) Laws:Federal Equal Employment Opportunity (EEO) Laws:
What Are the Federal Laws Prohibiting Job Discrimination?
Title I and Title V of the Americans with Disabilities Act of 1990 (ADA), which prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments;
Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government; and
the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment discrimination.
Human Resources and DiversityHuman Resources and Diversity
Discrimination may be based on:Discrimination may be based on: Age Disability
Gender Pregnancy
Race or Ethnicity Religion
Sexual Orientation Union Support
Immigrant Status
Concept Check Concept Check
8. What issues specific to nutrition, dietetics and/or food service might pose problems for discrimination or respect for diversity?
Human Resources and DiversityHuman Resources and Diversity