fundamentals of human resources
DESCRIPTION
Overview of Human Resources functionsTRANSCRIPT
Fundamentals of Human Resources
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St. Louis Community CollegeMeramec Campus
Tuesdays 6:30 PM to 9:00 PMOctober 7, 2008 through October 28, 2008
Instructor: Victoria Wors
What We Will Cover
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Human Resources Role in Compliance
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Establishes HR management policies and practices that comply with federal laws
Understanding when to seek legal advice
Identifying compliance “red flags” as they occur
Policies & Procedures
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1. Provides specific “rules” managers are obligated to follow for consistency
2. Communicates “expectations” to all employees
3. Provides “processes” to follow to keep within the company “rules”
4. Examples?
Examples of Policies & Procedures
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Absentee PolicyApplication and hiring proceduresFamily Medical Leave Act (FMLA)
policy and procedure to followPerformance Management Policy i.e.
performance reviews, training & development process
Termination policy i.e. disciplinary procedures, retirement program, etc.
Seeking Legal Advice
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Review of final drafts of Policies and Procedures to insure compliance
Upon receipt of notice of action, i.e. EEOC charge, OFCCP audit, DOL inquiry, etc.
Review of terminations i.e. Race, Gender, Age, Handicap, possible allegations of harassment, prior worker compensation claimant, etc
Identification of “red flags”
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Human Resources professionals are trained to monitor any activity within the daily operations for possible “threats” to the organization
Examples of “red flags”?
Examples of “red flags”
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Improper handling of confidential information (FACTA)
Posted statements, pictures, drawings, etc. of offensive nature (EEO, Harassment)
Failure to pay overtime per federal regulations (DOL Wage & Hour)
Lack of diversity in the workforce (EEO, OFCCP)
Inside the Employment Life Cycle
The Employment Life Cycle consists of four stages:1.Workforce Planning 2.Hire Workforce 3.Workforce Maintenance 4.Workforce Separation These stages include the HR, benefits, time and labor, and payroll activities that you do today.
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Work Force Planning
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Creating strategic alignment between HR and organizational business objectives
Identification of skills, knowledge and abilities (SKA’s) necessary to achieve business objectives
Development of advancement / succession plans to insure continuity and future growth of the organization
Formulating retention strategies
Talent Acquisition
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Development and execution of recruiting strategies for time efficiencies
HR as the “gate keeper” for compliance Coordination of candidates and
identification of interviewing and selection practices that produce effective hiring decisions
Construction of orientation and “on-boarding” programs to accelerate time to performance
Performance Management
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Identifies systems to useWorks with management to identify
measures to be usedImplements process and procedures
for performance managementMonitors process to insure
credibility with employeesInsures actions are free of bias or
favoritism
Training & Development
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Identification of employee development needs necessary to achieve business objectives
Research, development and implementation of appropriate training to meet the identified needs
Management of vendors of programs such as educational assistance, seminars, etc.
Compensation & Benefits
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Cost analysis of total compensation i.e. benefits and compensation added together
Coordination of providers for benefits packages
Direction and coordination of annual “open enrollment”
Market analysis of competition in the labor market
Termination
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Counsel and guidance to management team on disciplinary issues that may result in termination for legal ramifications
Develop, plan and execute reduction in force when necessary
Coordinate and guide retirementsFollow-up with exit interviews to glean
important employment data