HUMAN RESOURCE MANAGEMENTCHAPTER 7

HUMAN RESOURCE MANAGEMENTHUMAN RESOURCE MANAGEMENT

The definition of HRM is the process of accomplishing organizational objectives by finding, acquiring, developing, and keeping the right people to form a qualified workforce.

Responsibilities: recruitment, selection, hiring, training, motivating, communicate policies and procedures, salary information, termination, benefits package, implement the law, and handle grievances.

Human resource management and administration must work closely to run an efficient organization.

The definition of HRM is the process of accomplishing organizational objectives by finding, acquiring, developing, and keeping the right people to form a qualified workforce.

Responsibilities: recruitment, selection, hiring, training, motivating, communicate policies and procedures, salary information, termination, benefits package, implement the law, and handle grievances.

Human resource management and administration must work closely to run an efficient organization.

Key Laws to HMRKey Laws to HMR

Civil rights Act of 1964:Prohibits employment

discrimination in hiring.

Age Discrimination in Employment Act of 1967:

Protects employees forty to sixty-five years of age from discrimination. Later

amended to no age cap.

Immigration Reform and Control Act of 1986, 1990, 1996.

Established penalties for employers who hire illegal aliens.

Occupational Safety and Health Act (OSHA of 1970)

Established mandatory safety and health standards in an organization

Pregnancy Discrimination Act of 1978

Affords EEOC protection to pregnant workers and required pregnancy to be treated like a disability.

American Disabilities Act of 1990Prohibits discrimination against

persons with disabilities.

KEY LAWS TO HMRKEY LAWS TO HMR

Civil Rights Act of 1991:

Allows for punitive and compensatory damages through jury trials.

Family and Medical Leave Act of 1993:

Permits employee in organizations of fifty or more worker to have twelve weeks of unpaid leave.

HMR RECRUITMENT AND HMR RECRUITMENT AND SELECTION OF PERSONNELSELECTION OF PERSONNEL

HMR is responsible for selecting, and hiring the most qualified personnel. They must recognize those qualifications needed for a physical education and/or coach.

Important Qualifications: 1. Knowledge of the subject matter. 2. Expertise and enthusiasm in fundamental skills involved. 3. Interest in the students. 4. Organizational skills. 5. Respect and have the ability to motivate students. 6. Ability to teach/coach. 7.Good communication skills. 8. Consistent, firm, fair, and honest with students. 9. Exemplary conduct and follow policy and procedures.

STEPS FOR HMR AND ADMINISTRATION TO HIRE QUALIFIED PERSONNEL

1. Job Description – should provide details of the qualifications and a list of duties and responsibilities.

Review of candidates for the position and select 3-5 persons. Affirmative action officer should be involved.

Organize an interview. After hire, conduct an orientation of new staff. Provide in-service training and staff development. Monitor the progress of new personnel. Conduct the organization’s evaluation and assessment procedures.

STEPS FOR HMR AND ADMINISTRATION TO HIRE QUALIFIED PERSONNEL

1. Job Description – should provide details of the qualifications and a list of duties and responsibilities.

Review of candidates for the position and select 3-5 persons. Affirmative action officer should be involved.

Organize an interview. After hire, conduct an orientation of new staff. Provide in-service training and staff development. Monitor the progress of new personnel. Conduct the organization’s evaluation and assessment procedures.

EVALUATION AND ASSESSMENTEVALUATION AND ASSESSMENT

Purpose of an Evaluation and Assessment: 1. Enables the administrator to make a sound decision for a. Retention b. Promotion c. Tenure d. Improve2. It identifies one’s a. Weakness b. Contributions 3. Program, facility, and equipment needs.

Methods of Methods of Evaluation/AssessEvaluation/Assessmentment1. Observation.

2. Ratings (self-rating)

3. Accountability Method

4. Student Evaluations

5. External Evaluators

6. Performance-Based Evaluation

KEY HMR PROBLEMS KEY HMR PROBLEMS

1. Teacher/or Coach/or Administration Burnout

2. Stress Management

3. Exclusive Representation, Unionism

4. Affirmative Action5. Noncertified and Temporary Personnel

1. Teacher/or Coach/or Administration Burnout

2. Stress Management

3. Exclusive Representation, Unionism

4. Affirmative Action5. Noncertified and Temporary Personnel

BURNOUTBURNOUT

Burnout is a physical emotional, and attitudinal exhaustion.

Depression, fatigue, lack of concentration, anger, loss of sleep and decreased productiveness are symptoms of it.

Why? Large classes, lack of

support, no challenge, and low salaries.

STRESS MANAGEMENTSTRESS MANAGEMENT

Stress are demands that place physical and emotional strain on an individual.

Irritability, boredom, eating disorders, headaches, muscular tension, back pain, depression, and emotional tensions are symptoms.

. Seyle’s Theory (fight or Flight)

Alarm Stage Exhaustion State Exhaustion State

UNIONISMUNIONISM

Exclusive Representation or Unionism

Is a common practice now that allows:

1. bargaining units 2. binding arbitration 3. civil agreements

PERLA – Public Employment Labor Relation Act of 1971-regulate labor relations between public employers and employees, including the designation of employee representatives. P. 260

AFFIRMATIVE ACTIONAFFIRMATIVE ACTION

Title VII, Civil rights Act of 1964 and also in the Equal Employment Opportunity Act of 1972 is

No discrimination can exists on the basis of gender

race, age, religion, color, ethnic background, national origin, handicap, or creed.

All individual must have equal opportunities to achieve their destinies.

p. 261

NONCERTIFIED/TEMPORARY NONCERTIFIED/TEMPORARY PERSONNELPERSONNEL

Because of the shortage of teachers in the U.S. many school systems are replacing full time positions with noncertified or temporary personnel. P. 262

GRIEVANCE AND DUE PROCESSGRIEVANCE AND DUE PROCESS

Grievance implies that a person believes he or she has not been treated fairly or wronged or that a hardship, harm, or harassment has done damage.

This person can protest, and file a complaint. P. 262

Due process refers to an established procedure requiring certain prescribed steps that are designed to safeguard of the legal rights of the individual under the 14th amendment.

P. 262

Recognize Rights Under The LawRecognize Rights Under The Law

A woman is planning to go on maternity leave, she is rushed to the hospital due to complications from her pregnancy. Her last evaluation was poor and the manager wants to go ahead and replace her permanently before she can come back to work.

A 68 year old Director of Public Relation was given a lay-off letter by the organization he worked with. Six weeks after his lay-off he learns that the company hired a 35 year old in a job similar to what he was doing.

On the bottom floor of a company building, several employees began to complain about getting respiratory problems. The organization denies any problems exists.

After a meeting, several coaches were hanging around to further discuss issues in the department, the assistant basketball coach makes a joke about the sexual orientation of the women’s assistant women’s basketball coach. The other coaches (male & female) around laughed at it.

OTHER HMR CONCERNSOTHER HMR CONCERNS

TERMINATIONTERMINATION

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

Sexually Hostile Work Sexually Hostile Work EnvironmentEnvironment

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.

Preventing False Accusations Preventing False Accusations of Sexual Harassmentof Sexual Harassment

Schedule one-on-one meetings in business-like settings.

Leave doors open.

Focus on the purpose of meeting.

Respect the personal space of others.

Limit touching to the conventional handshake

OTHER HARASSMENTSOTHER HARASSMENTS

HarassmentHarassmentExamples?

Verbal

Mental/Emotional

Physical

Professional

SUMMARYSUMMARY

1. The definition of HRM.2. Key laws to HRM.3. Steps for HRM to hire.4. Purpose of evaluation and assessment.5. Types of evaluation and assessments.6. HMR problems.7. Explain grievance and due process.8. Other HMR Concerns(termination,

sexual harassment & hostile environment)

Write job descriptions for two types Write job descriptions for two types of personnel for your organization. of personnel for your organization.

Your descriptions should match your Your descriptions should match your organizational chart. organizational chart.

Write job descriptions for two types Write job descriptions for two types of personnel for your organization. of personnel for your organization.

Your descriptions should match your Your descriptions should match your organizational chart. organizational chart.

LEARNING TASK 3