This question involves analyzing the advantages of an organization tha

04 Jan This question involves analyzing the advantages of an organization tha

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This question involves analyzing the advantages of an organization that offers quality services that are related to human resources. Specifically, think about two major areas of a performance evaluation: (a) quality and (b) remaining positive throughout. Use your critical-thinking skills to describe some techniques that you could apply toward quality and positive service while conducting a performance evaluation for an employee.

Your response must be at least 200 words in length.

chap8.pdf

8 Human

Resources and

Policies

BENEFITS

CONSIDERATIONS

EVALUATION

After studying these topics, you will benefit by:

• Stating the purpose of and naming key services the

human resource department provides employees

• Listing the primary elements of an employee

orientation program

• Describing the purpose of an employee handbook

• Identifying the types of employee status and purpose of

an introductory period

After studying these topics, you will benefit by:

• Defining performance evaluations, their purpose, and

explaining an employee’s role in the process

• Providing a general overview of employee benefits

• Explaining the purpose of a union and its benefits

HUMAN RESOURCES DEPARTMENT

• Human Resources Department (HR): A function within an organization that is responsible for:

– Hiring

– Training

– Compensation

– Benefits

– Performance evaluations

– Complaints

– Promotions and changes in work status

EMPLOYEE ORIENTATION

• Employee Orientation: a formal meeting

where the following information is provided to

new employees

– Company purpose

– Company structure

– Major policies and procedures

– Employee benefits

– Other important matters

– Receive company property

TALK IT OUT

What are common questions employees have on

their first day of work?

EMPLOYEE ORIENTATION

Learn About Your Company

• Mission statement

• Organization chart

• Key officials (names and faces)

EMPLOYEE ORIENTATION

• Mentor: someone who can assist you in

developing your leadership skills, provide

support, expand your professional network,

and help you grow in your career

– Formal-assigned by company

– Informal-your choice

• Corporate culture: values, expectations, and

behaviors of people at work

EMPLOYEE HANDBOOK

• Employee Handbook: A document

(hardcopy or electronic) that outlines an

employee’s agreement with the employer,

including:

– Work conditions

– Policies

– Benefits

– Code of conduct

• Keep this handbook and use it as a reference

TOPIC SITUATION

Oliver’s Orientation

TOPIC RESPONSE:

What should Oliver do?

EMPLOYMENT-AT-WILL and

RIGHT TO REVISE

• Employment-at-will: a legal term that states that a non-contracted employee is not contractually obligated to work for the company for a specified period

– You can quit any time you want

– Employer can terminate your employment at any time

• Right to revise: an employer has the right to change the policies in the employee handbook

EMPLOYMENT STATUS

• Part-time employees: employees with varied work hours. Normally these employees do not qualify for benefits

• Full-time employees: employees who work a pre- determined number of hours per week and are eligible for employer benefits

• Temporary employees: employees who are hired only for a specified period of time

• Introductory period: first one to three months of employment in which employers determine if a new hire should continue employment

– Formerly known as probation or orientation period

EMPLOYMENT STATUS

Identify:

– Your employment status

– If your company has an orientation/introductory period • The length of your orientation/introductory period

– If and when you become eligible for benefits

– Factors that will be used to evaluate your performance

EMPLOYMENT STATUS

• Job description: document that outlines job duties and responsibilities

• Performance evaluation: a formal process that identifies work performance

– Common evaluation criteria include: • Productivity

• Efficiency

• Behavior

PERFORMANCE EVALUATIONS

• Normally given after introductory period and

once a year thereafter

• Keep an ongoing record of your performance to

share during a formal evaluation

• Provide time for your supervisor to give you

feedback on performance

• This is a good time for you to share your desire

for additional training and responsibilities

THINK ABOUT IT

Why is it important to perform your best

at work every day?

During evaluation:

– Arrive with a positive attitude. View the process as a

time for constructive feedback and career growth

– Sit quietly, listen, take notes, and do not interrupt

– When appropriate, share concerns

– Support comments with facts and documentation (e.g.,

customer letters, commendations, etc.)

– If you agree with evaluation, sign

– If you do not agree with evaluation, sign with

attachment of factual written response and supporting

documentation

PERFORMANCE EVALUATIONS

BENEFITS

• Benefits include health care and paid vacations

• Personal medical information is confidential

• Employers may or may not be required to

provide health care

– Patient Protection and Affordable Care Act

– Size of employer

– Number of employees

– Hours worked

BENEFITS

• Medical benefits: coverage for physician and

hospital visits

• Vision benefits: coverage for eye care

• Dental benefits: coverage for teeth

• Pharmacy and other health

• Mandatory time off, paid time off

• Employee Assistance Program (EAP)

• Retirement plan: savings plan for retirement

BENEFITS

• When selecting benefits, consider:

– Convenience

– Co-payment

– Coverage for dependents

– Choice

BENEFITS

• Payroll, paydays, accrued vacation, and sick

days

– Identify when you get paid

– Two parts to a paycheck; the actual check and a

paystub

• May be automatically transferred to your bank

account

• Paystub identifies any money taken from your

original earnings

– Identify vacations and holiday pay

TOPIC SITUATION

Joseph’s Vacation

TOPIC RESPONSE:

What should Joseph do?

OPEN DOOR POLICY

• Open Door Policy: management and the

human resources department is available to

listen should an employee need to discuss a

workplace concern

• Do not be afraid to speak with your supervisor

or human resources department regarding

any workplace issue that causes you concern.

UNIONS

• Unions: a third party that represents you and

your colleagues’ interests to your employer

– Purpose is to protect the rights of employees

• Bargaining agreement: a contract that

addresses specific work-related issues that

the employer and union have agreed upon

• Shop Steward: a company employee who

assists union members with work-related

issues

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