HUMAN RESOURCE MANAGEMENT CHAPTER 7

1. HUMAN RESOURCE MANAGEMENT CHAPTER 7

2. The definition of HRM is the process of accomplishing organizational objectives by finding, acquiring, developing, and keeping the right people to form a qualified workforce. • Responsibilities: recruitment, selection, hiring, training, motivating, communicate policies and procedures, salary information, termination, benefits package, implement the law, and handle grievances. • Human resource management and administration must work closely to run an efficient organization. HUMAN RESOURCE MANAGEMENT

3. Civil rights Act of 1964: Prohibits employment discrimination in hiring. Age Discrimination in Employment Act of 1967: Protects employees forty to sixty-five years of age from discrimination. Later amended to no age cap. Immigration Reform and Control Act of 1986, 1990, 1996. Established penalties for employers who hire illegal aliens. Occupational Safety and Health Act (OSHA of 1970) Established mandatory safety and health standards in an organization Pregnancy Discrimination Act of 1978 Affords EEOC protection to pregnant workers and required pregnancy to be treated like a disability. American Disabilities Act of 1990 Prohibits discrimination against persons with disabilities. Key Laws to HMR

4. Civil Rights Act of 1991: Allows for punitive and compensatory damages through jury trials. Family and Medical Leave Act of 1993: Permits employee in organizations of fifty or more worker to have twelve weeks of unpaid leave. KEY LAWS TO HMR

5. HMR is responsible for selecting, and hiring the most qualified personnel. They must recognize those qualifications needed for a physical education and/or coach. • Important Qualifications: • 1. Knowledge of the subject matter. • 2. Expertise and enthusiasm in fundamental skills involved. • 3. Interest in the students. • 4. Organizational skills. • 5. Respect and have the ability to motivate students. • 6. Ability to teach/coach. • 7.Good communication skills. • 8. Consistent, firm, fair, and honest with students. • 9. Exemplary conduct and follow policy and procedures. HMR RECRUITMENT AND SELECTION OF PERSONNEL

6. STEPS FOR HMR AND ADMINISTRATION TO HIRE QUALIFIED PERSONNEL • 1. Job Description – should provide details of the qualifications and a list of duties and responsibilities. • Review of candidates for the position and select 3-5 persons. Affirmative action officer should be involved. • Organize an interview. • After hire, conduct an orientation of new staff. • Provide in-service training and staff development. • Monitor the progress of new personnel. • Conduct the organization’s evaluation and assessment procedures.

7. Purpose of an Evaluation and Assessment: 1. Enables the administrator to make a sound decision for a. Retention b. Promotion c. Tenure d. Improve • It identifies one’s a. Weakness b. Contributions 3. Program, facility, and equipment needs. EVALUATION AND ASSESSMENT

8. Methods of Evaluation/Assessment Observation. Ratings (self-rating) Accountability Method Student Evaluations External Evaluators Performance-Based Evaluation

9. KEY HMR PROBLEMS

10. 1. Teacher/or Coach/or Administration Burnout • 2. Stress Management • 3. Exclusive Representation, Unionism • 4. Affirmative Action • 5. Noncertified and Temporary Personnel

11. Burnout is a physical emotional, and attitudinal exhaustion. • Depression, fatigue, lack of concentration, anger, loss of sleep and decreased productiveness are symptoms of it. • Why? Large classes, lack of support, no challenge, and low salaries. BURNOUT

12. Stress are demands that place physical and emotional strain on an individual. • Irritability, boredom, eating disorders, headaches, muscular tension, back pain, depression, and emotional tensions are symptoms. . Seyle’s Theory (fight or Flight) Alarm Stage Exhaustion State Exhaustion State STRESS MANAGEMENT

13. Exclusive Representation or Unionism • Is a common practice now that allows: 1. bargaining units 2. binding arbitration 3. civil agreements PERLA – Public Employment Labor Relation Act of 1971-regulate labor relations between public employers and employees, including the designation of employee representatives. P. 260 UNIONISM

14. Title VII, Civil rights Act of 1964 and also in the Equal Employment Opportunity Act of 1972 is • No discrimination can exists on the basis of gender race, age, religion, color, ethnic background, national origin, handicap, or creed. All individual must have equal opportunities to achieve their destinies. p. 261 AFFIRMATIVE ACTION

15. Because of the shortage of teachers in the U.S. many school systems are replacing full time positions with noncertified or temporary personnel. P. 262 NONCERTIFIED/TEMPORARY PERSONNEL

16. Grievance implies that a person believes he or she has not been treated fairly or wronged or that a hardship, harm, or harassment has done damage. • This person can protest, and file a complaint. P. 262 • Due process refers to an established procedure requiring certain prescribed steps that are designed to safeguard of the legal rights of the individual under the 14th amendment. • P. 262 GRIEVANCE AND DUE PROCESS

17. A woman is planning to go on maternity leave, she is rushed to the hospital due to complications from her pregnancy. Her last evaluation was poor and the manager wants to go ahead and replace her permanently before she can come back to work. • A 68 year old Director of Public Relation was given a lay-off letter by the organization he worked with. Six weeks after his lay-off he learns that the company hired a 35 year old in a job similar to what he was doing. • On the bottom floor of a company building, several employees began to complain about getting respiratory problems. The organization denies any problems exists. • After a meeting, several coaches were hanging around to further discuss issues in the department, the assistant basketball coach makes a joke about the sexual orientation of the women’s assistant women’s basketball coach. The other coaches (male & female) around laughed at it. Recognize Rights Under The Law

18. OTHER HMR CONCERNS

19. An indication of the persons to whom written notice should be sent. • A statement regarding turning over such items as reports, records, and equipment. • Completion of an exit interview TERMINATION

20. Discussing sexual activities. • Unnecessary touching. • Commenting on physical attributes. • Displaying sexually suggestive pictures. • Using demeaning or inappropriate terms. • Ostracizing workers of one gender by those of the other. • Using crude and offensive language. Sexually Hostile Work Environment

21. Schedule one-on-one meetings in business-like settings. • Leave doors open. • Focus on the purpose of meeting. • Respect the personal space of others. • Limit touching to the conventional handshake Preventing False Accusations of Sexual Harassment

22. OTHER HARASSMENTS

23. Harassment • Verbal • Mental/Emotional • Physical • Professional Examples?

24. 1. The definition of HRM. • 2. Key laws to HRM. • 3. Steps for HRM to hire. • 4. Purpose of evaluation and assessment. • 5. Types of evaluation and assessments. • 6. HMR problems. • 7. Explain grievance and due process. • 8. Other HMR Concerns(termination, sexual harassment & hostile environment) SUMMARY

25. Write job descriptions for two types of personnel for your organization. Your descriptions should match your organizational chart. LEARNING TASK 3