Professionalism, 3 rd Edition Lydia E. Anderson & Sandra B. Bolt © 2013 by Pearson Higher Education, Inc Upper Saddle River, New Jersey All Rights Reserved Chapter 8 HUMAN RESOURCE POLICIES AND RESOURCES

Professionalism, 3 rd Edition Lydia E. Anderson & Sandra B. Bolt © 2013 by Pearson Higher Education, Inc Upper Saddle River, New Jersey All Rights Reserved “Eighty percent of success is showing up.” Woody Allen

Professionalism, 3 rd Edition Lydia E. Anderson & Sandra B. Bolt © 2013 by Pearson Higher Education, Inc Upper Saddle River, New Jersey All Rights Reserved 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

Professionalism, 3 rd Edition Lydia E. Anderson & Sandra B. Bolt © 2013 by Pearson Higher Education, Inc Upper Saddle River, New Jersey All Rights Reserved 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

Professionalism, 3 rd Edition Lydia E. Anderson & Sandra B. Bolt © 2013 by Pearson Higher Education, Inc Upper Saddle River, New Jersey All Rights Reserved 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

Professionalism, 3 rd Edition Lydia E. Anderson & Sandra B. Bolt © 2013 by Pearson Higher Education, Inc Upper Saddle River, New Jersey All Rights Reserved EMPLOYEE ORIENTATION Learn About Your Company Mission statement Organization chart Key officials (names and faces)

Professionalism, 3 rd Edition Lydia E. Anderson & Sandra B. Bolt © 2013 by Pearson Higher Education, Inc Upper Saddle River, New Jersey All Rights Reserved 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

Professionalism, 3 rd Edition Lydia E. Anderson & Sandra B. Bolt © 2013 by Pearson Higher Education, Inc Upper Saddle River, New Jersey All Rights Reserved EMPLOYEE HANDBOOK Employee Handbook: An employee document that o utlines an employee’s agreement with the employer, including: –Work conditions –Policies –Benefits –Code of conduct Keep this handbook and use it as a reference

Professionalism, 3 rd Edition Lydia E. Anderson & Sandra B. Bolt © 2013 by Pearson Higher Education, Inc Upper Saddle River, New Jersey All Rights Reserved 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

Professionalism, 3 rd Edition Lydia E. Anderson & Sandra B. Bolt © 2013 by Pearson Higher Education, Inc Upper Saddle River, New Jersey All Rights Reserved 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 h ired 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

Professionalism, 3 rd Edition Lydia E. Anderson & Sandra B. Bolt © 2013 by Pearson Higher Education, Inc Upper Saddle River, New Jersey All Rights Reserved 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

Professionalism, 3 rd Edition Lydia E. Anderson & Sandra B. Bolt © 2013 by Pearson Higher Education, Inc Upper Saddle River, New Jersey All Rights Reserved 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

Professionalism, 3 rd Edition Lydia E. Anderson & Sandra B. Bolt © 2013 by Pearson Higher Education, Inc Upper Saddle River, New Jersey All Rights Reserved TALK IT OUT What performance criteria would you use to evaluate a customer service employee?

Professionalism, 3 rd Edition Lydia E. Anderson & Sandra B. Bolt © 2013 by Pearson Higher Education, Inc Upper Saddle River, New Jersey All Rights Reserved 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

Professionalism, 3 rd Edition Lydia E. Anderson & Sandra B. Bolt © 2013 by Pearson Higher Education, Inc Upper Saddle River, New Jersey All Rights Reserved 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

Professionalism, 3 rd Edition Lydia E. Anderson & Sandra B. Bolt © 2013 by Pearson Higher Education, Inc Upper Saddle River, New Jersey All Rights Reserved 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

Professionalism, 3 rd Edition Lydia E. Anderson & Sandra B. Bolt © 2013 by Pearson Higher Education, Inc Upper Saddle River, New Jersey All Rights Reserved 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

Professionalism, 3 rd Edition Lydia E. Anderson & Sandra B. Bolt © 2013 by Pearson Higher Education, Inc Upper Saddle River, New Jersey All Rights Reserved TALK IT OUT Identify health concerns and how they affect the workplace

Professionalism, 3 rd Edition Lydia E. Anderson & Sandra B. Bolt © 2013 by Pearson Higher Education, Inc Upper Saddle River, New Jersey All Rights Reserved BENEFITS When selecting benefits, consider: –Convenience –Co-payment –Coverage for dependents –Choice

Professionalism, 3 rd Edition Lydia E. Anderson & Sandra B. Bolt © 2013 by Pearson Higher Education, Inc Upper Saddle River, New Jersey All Rights Reserved 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

Professionalism, 3 rd Edition Lydia E. Anderson & Sandra B. Bolt © 2013 by Pearson Higher Education, Inc Upper Saddle River, New Jersey All Rights Reserved 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

Professionalism, 3 rd Edition Lydia E. Anderson & Sandra B. Bolt © 2013 by Pearson Higher Education, Inc Upper Saddle River, New Jersey All Rights Reserved 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