Management of Human Resources Chapter 15 Management of Human Resources

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.

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)

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 (http://www.eeoc.gov/abouteeo/overview_laws.html)

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

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

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

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

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

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

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

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

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

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

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.