Healthcare Administration Capstone Discussion 2/1
Serenity3203
Ch14WatchThisSlideshow.pptxChapter 14
HUMAN RESOURCES MANAGEMENT: A LINE MANAGER’S PERSPECTIVE
Objectives (1 of 2)
Introduce human resources as an essential staff function supporting operating management and employees.
Outline the functions of human resources and indicate how these functions relate to the role of the manager.
Overview the individual manager’s responsibilities in the management of human resources.
Objectives (2 of 2)
Describe actions managers can take to obtain appropriate service from human resources when needed.
Guide the manager toward the establishment of a working relationship with human resources that will lead to improved human resource service to the department.
Review pertinent areas of legislation that the manager should know and that generally influence the manager’s relationship with human resources.
“Personnel” Equals People
PERSONNEL: A more depersonalized term
HUMAN RESOURCES: The preferred term; emphasis on people
A Vital Staff Function
Offers a variety of support services including:
The personnel policy manual
One-on-one guidance
Engages in acquiring, maintaining, and retaining employees so that the objectives of the organization may be fulfilled
A Service of Increasing Value
Increase in employee-related tasks (e.g., wage and hour compliance)
Proliferation of laws pertaining to employment
The effects of flattening and subsequent elimination of layers of managers
Primary Functions of Human Resources
Employment (recruitment)
Compensation (wage and salary administration)
Benefits administration
Employee relations
Additional Functions
Labor relations
Employee health
Training
Payroll
Security and parking
Safety
Child care
Rounding Out Your Knowledge
Know the functions of the human resources department.
Attach a person’s name to each function.
Make a working list of management activities that lead you to interact with HR (e.g., search for qualified employees, benefits questions, job descriptions, policy interpretations, disciplinary actions).
A Universal Approach
Make certain the function is part of HR
Refine your question or need
If answer is not readily available, ask when one will be supplied
Negotiate agreeable deadlines
Follow-up politely if deadline passes
Some Specific Action Steps
Find new employee sources
Bring job descriptions up to date
Review disciplinary processes before implementation
Provide performance appraisal processes
Assist in developing training programs
Further Uses of HR as a Resource
Examining staff turnover patterns
Planning for future potential staffing needs
Examining staff pay rates via salary surveys
Providing a sounding board, a “safe harbor”
Providing confidential guidance in difficult situations
Recognizing individual employees and groups of employees
Well-Considered Feedback
Line managers assist HR by providing:
Reactions and comments on personnel policies
Employee perceptions of pay and benefits
Comments on services, positive as well as negative
Employee feedback on benefits
Suggested changes in recruiting or retention practices
Human Resources Should Be:
Protective of employees
Concerned for the rights of employees (micro)
Equally concerned for the organization as a whole (macro)
Aware of the necessity for proper documentation of procedural steps
Protective of the organization against legal risks
Laws and Regulations Impacting Employment
National Labor Relations Act
Fair Labor Standards Act
Equal Pay Act
Civil Rights Act
Americans with Disabilities Act
Family and Medical Leave Act
EEOC regulations re: sexual harassment
Potential Violent Indicators
A person who:
Is experiencing family problems
Has problems relating to the abuse of alcohol or drugs
Has a history of violence
Is a known aggressive personality
Is experiencing certain mental conditions (e.g., depression)
Possesses a poor self-image or low self-esteem
Some Steps to Prevent Violence
Treat everyone with respect and consideration.
Keep all potential weapons stored beyond the reach of patients and visitors.
Take all threats seriously and report them immediately.
Know your security procedures, alarms, and warning codes.
