How To Manage A Human Resources Program

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1 MIL-Human Resources Management Brenda Hill Director of Training

2 Human Resource Management (HR) HR Purpose Statement: A qualified workforce contributes effectively and efficiently to customer satisfaction and positive service delivery results All Rights Reserved 2

3 Human Resource Management HR 1: Work Environment HR 2: Recruitment and Selection HR 3: Satisfaction and Retention HR 4: Human Resource Practices HR 5: Performance Review HR 6: Human Resource Files 2011 All Rights Reserved 3

4 HR 1: Work Environment HR 1: Through the adoption and implementation of human resource policies, the program provides an equitable work environment that is supportive of productivity and diversity All Rights Reserved 4

5 HR 2: Recruitment and Selection HR 2.01: Recruitment and selection procedures include: a) Verifying references and credentials of applicants b) Providing applicants with a written job description c) Using standard interview questions that comply with employment and labor laws 2011 All Rights Reserved 5

6 HR 3: Satisfaction and Retention HR 3: The program promotes a high level of staff satisfaction and retention by: a) Holding regular program and team meetings b) Providing feedback to staff about their suggestions and recommendations c) Encouraging initiative creativity, and innovation d) Recognizing the contributions of staff e) Having a formal personnel grievance policy 2011 All Rights Reserved 6

7 HR 4: Human Resource Practices HR 4.02: All staff receive and confirm in writing, receipt of an up-to-date staff handbook or policies and procedures manual that articulates current: a) Conditions of employment b) Benefits c) Rights and responsibilities of employees d) Other important employment-related information 2011 All Rights Reserved 7

8 HR 5: Performance Review HR 5.02: The performance review process assesses job performance, recognizes accomplishments, provides constructive feedback, and emphasizes self-development and professional growth, in relation to: a) Specific expectations defined in the job description b) Program-wide expectations for staff c) Objectives established in the most recent review and objectives for future performance d) Developmental and professional objectives e) Recommendations for further training, skill building, and other resources that may contribute to improved job performance f) Knowledge and competence related to the characteristics and needs of customers, if applicable All Rights Reserved 8

9 HR 6: Human Resource Files HR 6.01: Staff records are updated regularly, and contain: a) Identifying information and emergency contacts b) Verification of completed background checks, where applicable c) Verification of physical examinations, as appropriate d) Job descriptions e) Pre-service and in-service training records f) Performance evaluations and all documentation relating to performance, including disciplinary actions, if applicable 2011 All Rights Reserved 9

10 The Self-Study Document The Administration and Management Narrative is one of two primary components of the Self-Study Document. This narrative is comprised of two parts: 1. Program Information 2. Attachments 2011 All Rights Reserved 10

11 Table of Evidence The Table of Evidence requires you to submit the following documents into the Self-Study Document: 1. Discrimination Policy 2. Harassment Policy 3. Recruitment and Selection policies and procedures 4. Policies and procedures regarding background checks 5. Staff grievance policy and procedures 6. Table of Contents for staff handbook or policies and procedures manual All Rights Reserved 11

Human Resources Management

Human Resources Management INTRODUCTION In the social and human services field, an organization's workforce is its greatest asset. Since employees and volunteers perform the tasks and provide the services that fulfill the organization's