Bottoms up

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BOTTOMS-UP

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Developing Human ResourceTraining and DevelopmentCareer PlanningLabor RelationsCollective Bargaining

Transcript of Bottoms up

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BOTTOMS-UP

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Developing HR

• Enhancing service orientation• Improving administrative cost

effectiveness• Optimizing administrative

procedures

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Developing Human Resources is designed to provide the

underpinning knowledge and understanding required for

any competency-based management course.

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Steps in Developing HR Policies

Understand all the laws that impact your

organization based on the state in which you

live.

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• STAFFING- The term staffing is often interchangeable with the words recruiting and hiring. However, staffing is a broader term and more accurately defines the entire process.

• EMPLOYEE RELATIONS-When you deal with employee behavior and performance, you are dealing with the employee relations portion of human resources.

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• BENEFITS-determining what benefits to offer your employees, remember it is better to start small and work your way up. • COMPENSATION-compensation

program that provides pay grades based on positions and not individuals will go a long way in eliminating discriminatory pay practices.

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• HEALTH AND SAFETY-safety program that includes an Illness and Injury Prevention Program (IIPP), workers' compensation guidelines, safety training, a smoking policy and a leave of absence policy.

• RECORDS, POLICIES and PROCEDURES-Things such as creating an employee handbook, time off requirements, and ensuring required posters are properly displayed are vital to meeting required rules and regulations.

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TRAINING AND DEVELOPMENT

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One key factor in employee motivation and retention is the opportunity employees want to

continue to grow and develop job and career enhancing skills. In fact,

this opportunity to continue to grow and develop through training and development is one of the most important factors in employee

motivation.

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Training and DevelopmentEmployee training programs provide focused training to a number of employees either on a one-time or recurring basis.Programs are conducted for a variety of topics, e.g., training about communications, computer skills, customer service, quality initiatives, safety, sexual harassment, diversity training, etc

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Training and Development Options

• Internal Training and Development• External Training and

Development

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Essential Components of Employee Training Programs

• A complete employee training program includes a formal new hire training program with an overview of the job expectations and performance skills needed to perform the job functions.

• A new hire training program provides a fundamental understanding of the position and how the position fits within the organizational structure.

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Purpose of Training and Development Programs

• Creating a pool of readily available and adequate replacements for personnel who may leave or move up in the organization.

• Enhancing the company's ability to adopt and use advances in technology because of a sufficiently knowledgeable staff.

• Building a more efficient, effective and highly motivated team, which enhances the company's competitive position and improves employee morale.

• Ensuring adequate human resources for expansion into new programs.

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Benefits

• Increased productivity.• Reduced employee turnover.• Increased efficiency resulting in

financial gains.• Decreased need for supervision.

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Labor Relations

• any dealings between management and workers about employment conditions. • dealings between management

and a workforce that is already unionized, or has the potential to become unionized

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Labor Relations Employment• job classifications, labor laws and guidelines and

rules that relate to workplace safety codes, wages, hourly workers and general fair employment practices. Some labor relations managers conduct research on economics, workplace communications and labor laws and compile statistics for government agencies.

• Labor relations is a sub-field of the human relations career field. People who become a labor relations specialist typically have expertise in economic theory, wage data, grievances, health care, pensions, union practices, management practices, and employment law.

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Employee Relations

• Oversees industrial labor relations, negotiates collective bargaining agreements, and coordinates grievance procedures to handle complaints resulting from management disputes with employees.

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• Specialists who deal primarily with disputes between employees and management are sometimes called labor relations specialists. This specialist may serve as a first-step mediator, attempting to resolve minor issues before they become major ones.

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Labor relations managers and their staffs implement industrial labor relations programs. Labor relations specialists prepare information for management to use during collective bargaining agreement negotiations, a process that requires the specialist to be familiar with economic and wage data and to have extensive knowledge of labor law and collective bargaining procedures.

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The labor relations staff interprets and administers the contract with respect to grievances, wages and salaries, employee welfare, healthcare, pensions, union and management practices, and other contractual stipulations.

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There are many types of human resources, training, and labor relations managers and specialists.

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In a small organization, a human resources generalist may handle all aspects of human resources work, and thus require an extensive range of knowledge. The responsibilities of human resources generalists can vary widely, depending on their employer's needs.

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The educational backgrounds of human resources, training, and labor relations managers and specialists vary considerably, reflecting the diversity of duties and levels of responsibility.

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COLLECTIVE BARGAINING

• process of negotiations between employers and the representatives of a unit of employees aimed at reaching agreements which regulate working conditions.

• consists of the process of negotiation between representatives of a union and employers

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Law of Collective Bargaining

• The employer may not refuse to bargain over certain subjects with the employees' representative, provided that the employees' representative has majority support in the bargaining unit.

• Those certain subjects, called mandatory subjects of bargaining, include wages, hours, and other terms and conditions of employment.

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• The employer and the union are not required to reach agreement but must bargain in Good Faith over mandatory subjects of bargaining until they reach an impasse.

• While a valid collective bargaining agreement is in effect, and while the parties are bargaining but have not yet reached an impasse, the employer may not unilaterally change a term of employment that is a mandatory subject of bargaining. But once the parties have reached an impasse, the employer may unilaterally implement its proposed changes, provided that it had previously offered the changes to the union for consideration.

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CAREER PLANNING

• Career planning is a lifelong process, which includes choosing an occupation, getting a job, growing in our job, possibly changing careers, and eventually retiring.

• Career planning incorporates short-term and long-term career goals, personal goals and constraints.

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STEPS IN CAREER PLANNING

The career planning process can be divided into six steps:

1. Self-Assessment2. Career Exploration3. Targeting4. Career Preparation5. Marketing Yourself6. Career Management

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Career planning is not planning for that field on a one-time only basis, but it’s a continuing process; in fact, you can call it a lifetime process. We are always learning and growing, and as we do, our interests and needs also change. Career planning is not just making plans to obtain your “perfect” job or career, but to help you make the many adjustments there will be along the way as you learn about you and your world or work.