Chapter 8

HUMAN RESOURCE

POLICIES AND RESOURCES

“Eighty percent of success is showing

up.”Woody Allen

OBJECTIVES

Identify the primary functions performed by the human resource department

State the primary components of an employee orientation program

Describe the purpose and use of an employee handbook

Explain the concept of employment-at-will and right-to-revise clauses

Identify the various types of employment status Name the primary types and appropriate use of

employee benefits Explain the importance and appropriate use of an

open-door policy

HUMAN RESOURCE DEPARTMENT

Human Resource 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

EMPLOYEE ORIENTATION Learn About Your Company

Mission statement Organization chart Key officials (names and faces)

EMPLOYEE ORIENTATION

Mentor-someone who can help you develop your leadership skills, provide support, 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: An employee document 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

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 who work less than 40 hours per week

Full-time employees: employees who work 40 or more hours per week

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

Introductory employees: new employees who are in an evaluation period prior to becoming full-time, permanent employees Formerly known as “probationary” employees

EMPLOYMENT STATUS

Identify: Your employment status If your company has an

orientation/introductory period The length of your orientation/introductory

period Factors that will be used to evaluate your

performance If and when you become eligible for

benefits

EMPLOYMENT STATUS

Job description: a document that outlines job duties and responsibilities

Performance evaluation: a formal evaluation process that identifies work performance Common evaluation criteria include:

Productivity Efficiency Behavior

TALK IT OUT

What performance criteria would you use to evaluate a customer service employee?

HOW TO BEHAVE AT PERFORMANCE EVALUATIONS

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

During evaluation: Sit quietly and listen Take notes, 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

HOW TO BEHAVE AT PERFORMANCE EVALUATIONS

BENEFITS

Benefits include more than healthcare Direct Benefits (monetary) Indirect Benefits (non-monetary)

Healthcare and paid vacations (At publication) employers do not

have to offer health benefits

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: a savings plan for

when you retire

TALK IT OUT

Identify health concerns and how they affect the workplace

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 holidays pay

OPEN DOOR POLICY

Open Door Policy: when management is available to listen to employee ideas or concerns The purpose of an open door policy is

to communicate to employees that management and the human resource department are always available to listen should the employee have a concern or complaint

UNIONS

Unions: a third party that represents you and your colleagues’ interests to your employer Purpose is to protect the rights of employees

Union Contract: a document 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