Human Resources and Diversity Objectives 1.Describe the workforce, work environments and apply the...
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Transcript of Human Resources and Diversity Objectives 1.Describe the workforce, work environments and apply the...
Human Resources and Diversity
Objectives
1. Describe the workforce, work environments and apply the principles of the field of dietetics
2. Discuss research on employee satisfaction. (Saari)
3. Relate environments to hiring policies and procedures.
4. Analyze methods for conducting performance appraisals.
5. Review components of a disciplinary action.
6. Describe benefits of diversity in the workplace
7. Consider specific challenges to the principles of diversity in the field of dietetics.
Human Resources::
Human Resources Departments:
Monitor needsSupport staffGuidance on legal issuesHiring
Evaluates, authorizes and publishes job descriptions
Screen potential applicants
TrainingConvey culture
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:
Salaried worker; Compensatory Time; On-call
Employee category
ProfessionalsSupervisory personnelSkilled workersUnskilled workers
Status: Full time; Part time; Short time ( < 20 hours per week)
Dietetics 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
Human Resources and Diversity
Objectives
1. Describe the workforce, work environments and apply the principles of the field of dietetics
2. Discuss research on employee satisfaction. (Saari)
3. Relate environments to hiring policies and procedures.
4. Analyze methods for conducting performance appraisals.
5. Review components of a disciplinary action.
6. Describe benefits of diversity in the workplace
7. Consider specific challenges to the principles of diversity in the field of dietetics.
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
Human Resources and Diversity
Objectives
1. Describe the workforce, work environments and apply the principles of the field of dietetics
2. Discuss research on employee satisfaction. (Saari)
3. Relate environments to hiring policies and procedures.
4. Analyze methods for conducting performance appraisals.
5. Review components of a disciplinary action.
6. Describe benefits of diversity in the workplace
7. Consider specific challenges to the principles of diversity in the field of dietetics.
Hiring Policies and ProceduresHiring Policies and Procedures
1. 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)
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 package
This may be set by job classification
salary
benefits
vacation
comp time
______________________________________________________
A job description will usually be reviewed by the HR division
The job posting may also be coordinated by the HR division
Hiring Policies and ProceduresHiring Policies and Procedures
Job Announcements/ DescriptionsJob Announcements/ Descriptions
Review sample job announcements/ descriptions:Are the necessary components present?
What additional elements are included?
Does the job description ‘sell’ the position?
What else would you want to know about the position?
3. Identify who will review the applications for the first pass
Type of facility
a. Department function
b. HR + Department
4. 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 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
Concept Checks Concept Checks
Erickson Article:2. What is a ‘signature’ experience and what
are the elements of engagement? 3. Be prepared to comment on the examples
provided from various companies.4. Have you observed or experienced similar
branding?5. What was your ‘signature’ experience when
considering graduate school?
Hiring Policies and ProceduresHiring Policies and Procedures
Human Resources and Diversity
Objectives
1. Describe the workforce, work environments and apply the principles of the field of dietetics
2. Discuss research on employee satisfaction. (Saari)
3. Relate environments to hiring policies and procedures.
4. Analyze methods for conducting performance appraisals.
5. Review components of a disciplinary action.
6. Describe benefits of diversity in the workplace
7. Consider specific challenges to the principles of diversity in the field of dietetics.
Purpose is to support growth
Employee
Institution/ Employer
How am I doing?
Who is the “I”?
Performance AppraisalsPerformance Appraisals
Structured
Non-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 Objective
(Previously discussed)
Review objectives from the previous year
Discuss accomplishments
Review objectives that were not met
Set objectives for the next year
Clearly defined
Evaluation planned
At Performance evaluation review above
Discuss strengths and weaknesses - Positive emphasized
Summation
Performance Appraisals: Feedback
Supervisor review - traditional
Self-review
Peer review
360º 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
Human Resources and Diversity
Objectives
1. Describe the workforce, work environments and apply the principles of the field of dietetics
2. Discuss research on employee satisfaction. (Saari)
3. Relate environments to hiring policies and procedures.
4. Analyze methods for conducting performance appraisals.
5. Review components of a disciplinary action.
6. Describe benefits of diversity in the workplace
7. Consider specific challenges to the principles of diversity in the field of dietetics.
Based a good foundation of mutual respect and open 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 Action
Verbal 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 employee
DDISCIPLINARYISCIPLINARY A ACTIONCTION
Human Resources and Diversity
Objectives
1. Describe the workforce, work environments and apply the principles of the field of dietetics
2. Discuss research on employee satisfaction. (Saari)
3. Relate environments to hiring policies and procedures.
4. Analyze methods for conducting performance appraisals.
5. Review components of a disciplinary action.
6. Describe benefits of diversity in the workplace
7. Consider specific challenges to the principles of diversity in the field of dietetics.
Diversity:Diversity:
Recognize situations associated with discrimination
Value cultural competency in the workplace
Stats on diversity in American (Text)Stats on diversity in American (Text)
GenderAgeCultureADAOther:
Human Resources and DiversityHuman Resources and Diversity
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:
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
Human Resources and DiversityHuman Resources and Diversity
Concept Check Concept Check
9. 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