1. Management of Human Resources
Chapter 15
Management of Human Resources

2. Employee Law
Federal and state laws play a major role in the employment of staff
Local and institution-specific regulations also affect human resources
Understanding the laws decreases the exposure to liability in hiring practices.

3. Equal Employment Opportunity Laws
Laws ensure that there are equal employment opportunities for all individuals regardless of race, color, national origin, religion, sex, age, or disability
These laws are enforced by the U.S. Equal Employment Opportunity Commission (EEOC)

4. Federal laws prohibiting job discrimination are:
Title VII of the Civil Rights Act of 1964 prohibits discrimination based on race, color, religion, sex, or national origin
The Equal Pay Act of 1963 (EPA) 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) protects individuals who are 40 years of age or older
Title I and Title V of the Americans with Disabilities Act of 1990 (ADA) prohibits discrimination against disabled workers in both private and government sectors
Sections 501 and 505 of the Rehabilitation Act of 1973 prohibits discrimination against disabled federal government employees
Civil Rights Act of 1991 provides monetary damages in cases of intentional employment discrimination (

5. Employee Unions Many health care organizations are unionized
Some have differing unions for different sets of employees
Union agreement(s) can affect everything from the hiring process to the delivery of patient care
New employees receive information about the union, their benefits and contract requirements
Managers will receive information about the union rules that affect the management of the unit

6. The Employment Process
There is a nine-stage process of recruitment:
Position posting
Advertising
Screening
Interviewing
Selecting
Orienting
Counseling/coaching
Performance evaluation
Staff development
Huber, 2006

7. Position Posting
When a position becomes vacant, the hospital posts the position internally
The position is later posted externally in the local newspapers and with staffing and recruiting agencies

8. Advertising
Hospitals may place ads in professional nursing journals, magazines, and professional organization websites.
Some positions may utilize a professional recruiter / search firm to assist
Ideally, a large pool of qualified candidates will be encouraged to apply

9. Screening
Applications are screened to determine whether their qualifications meet the job criteria
Equal opportunity employers must meet all federal government guidelines
Criminal background checks and drug & alcohol screens are frequently part of the process

10. Interviewing Interviews are usually done in person
Telephone and teleconference interviews can also be done
Interviews may be one-on-one or a multiple-person panel interview

11. Selecting
Depending on the position, one or multiple managers select the final candidate

12. Résumé
A professional résumé should be submitted during the recruitment process
A résumé is a summary of professional and personal experiences—education, clinical experience, employment, skills, and interests
Often the résumé is the employer's first impression of the candidate

14. Résumé Tips Proofread multiple times Have others proofread your résumé
Tailor it to the specific job you are applying for
Attach a cover letter addressed to the nurse manager

15. The Job Interview
Initial interviews are frequently with the nurse recruiter
The nurse manager conducts another interview and may include nursing staff
Prepare for the interview by making a self-assessment of your abilities, your strong points, and your challenges

16. Guidelines for Interviews
The manager should not make promises that cannot be kept
The 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 decision
Do not panic if an applicant raises a delicate subject—such as disability or national origin. You cannot raise such subjects, but the applicant can.