Presentation on theme: "Management of Human Resources"— Presentation transcript:
1Management of Human Resources Chapter 15Management of Human Resources
2Employee LawFederal and state laws play a major role in the employment of staffLocal and institution-specific regulations also affect human resourcesUnderstanding the laws decreases the exposure to liability in hiring practices.
3Equal Employment Opportunity Laws Laws ensure that there are equal employment opportunities for all individuals regardless of race, color, national origin, religion, sex, age, or disabilityThese laws are enforced by the U.S. Equal Employment Opportunity Commission (EEOC)
4Federal laws prohibiting job discrimination are: Title VII of the Civil Rights Act of 1964 prohibits discrimination based on race, color, religion, sex, or national originThe Equal Pay Act of 1963 (EPA) protects men and women who perform substantially equal work in the same establishment from sex-based wage discriminationThe Age Discrimination in Employment Act of 1967 (ADEA) protects individuals who are 40 years of age or olderTitle I and Title V of the Americans with Disabilities Act of 1990 (ADA) prohibits discrimination against disabled workers in both private and government sectorsSections 501 and 505 of the Rehabilitation Act of 1973 prohibits discrimination against disabled federal government employeesCivil Rights Act of 1991 provides monetary damages in cases of intentional employment discrimination(http://www.eeoc.gov/abouteeo/overview_laws.html)
5Employee Unions Many health care organizations are unionized Some have differing unions for different sets of employeesUnion agreement(s) can affect everything from the hiring process to the delivery of patient careNew employees receive information about the union, their benefits and contract requirementsManagers will receive information about the union rules that affect the management of the unit
6The Employment Process There is a nine-stage process of recruitment:Position postingAdvertisingScreeningInterviewingSelectingOrientingCounseling/coachingPerformance evaluationStaff developmentHuber, 2006
7Position PostingWhen a position becomes vacant, the hospital posts the position internallyThe position is later posted externally in the local newspapers and with staffing and recruiting agencies
8AdvertisingHospitals may place ads in professional nursing journals, magazines, and professional organization websites.Some positions may utilize a professional recruiter / search firm to assistIdeally, a large pool of qualified candidates will be encouraged to apply
9ScreeningApplications are screened to determine whether their qualifications meet the job criteriaEqual opportunity employers must meet all federal government guidelinesCriminal background checks and drug & alcohol screens are frequently part of the process
10Interviewing Interviews are usually done in person Telephone and teleconference interviews can also be doneInterviews may be one-on-one or a multiple-person panel interview
11SelectingDepending on the position, one or multiple managers select the final candidate
12RésuméA professional résumé should be submitted during the recruitment processA résumé is a summary of professional and personal experiences—education, clinical experience, employment, skills, and interestsOften the résumé is the employer's first impression of the candidate
14Résumé Tips Proofread multiple times Have others proofread your résumé Tailor it to the specific job you are applying forAttach a cover letter addressed to the nurse manager
15The Job InterviewInitial interviews are frequently with the nurse recruiterThe nurse manager conducts another interview and may include nursing staffPrepare for the interview by making a self-assessment of your abilities, your strong points, and your challenges
16Guidelines for Interviews The manager should not make promises that cannot be keptThe manager should not ask anything the law prohibits from being considered in making a decision. Example: Do not ask about an applicant's race or religion, because you are not allowed to consider these factors in making your decisionDo not panic if an applicant raises a delicate subject—such as disability or national origin. You cannot raise such subjects, but the applicant can.