Human Resources and Diversity Objectives 1.Describe the workforce, work environments and apply the principles of the field of dietetics 2.Discuss research

Human Resources and Diversity

Objectives

1. Describe the workforce, work environments and apply the principles of the field of dietetics

2. Discuss research on employee satisfaction. (Saari)

3. Relate environments to hiring policies and procedures.

4. Analyze methods for conducting performance appraisals.

5. Review components of a disciplinary action.

6. Describe benefits of diversity in the workplace

7. Consider specific challenges to the principles of diversity in the field of dietetics.

Human Resources::

Human Resources Departments:

Monitor needsSupport staffGuidance on legal issuesHiring

Evaluates, authorizes and publishes job descriptions

Screen potential applicants

TrainingConvey culture

Employment terms:

FTE: Full time equivalent

Describes staffing levels in a department

Human Resources:Work environments in dietetics and nutritionWork environments in dietetics and nutrition

Types of compensation:

Salaried worker; Compensatory Time; On-call

Employee category

ProfessionalsSupervisory personnelSkilled workersUnskilled workers

Status: Full time; Part time; Short time ( < 20 hours per week)

Dietetics employment settings & unique HR environments

Provide examples ____________

Concept Checks Concept Checks

1. Consider your career plans and intended employment environment. – How do you anticipate interacting with

human resources professionals? – From the information provided in the first

two slides offer some examples of HR challenges you may encounter in your intended employment environment.

Human Resources and DiversityHuman Resources and Diversity


Objectives









Saari Article:2. How did the author define ‘employee

attitudes and job satisfaction? 3. What are dispositional influences? What is

your reaction to the research on disposition and employment satisfaction?

4. Describe how attitudes and satisfaction may vary by employment category (see slide # 3).

Employee AttitudesEmployee Attitudes


Objectives








Hiring Policies and ProceduresHiring Policies and Procedures

1. Identify the position

Job Description that completely describes the role and function

• Requirements for the job• Objective• RD, CD, RD-eligible• Education• Continuing Education• Experience

• Job Description• Duties• Used in recruitment and selection but also has legal

implications on the job• Not task oriented

Job Description (Continue)

Example:

Full-time

Clinical duties

Define client population

Supervisory role

Committee membership

Continuing education

In-service training to employees

“Performs other duties as assigned”


2 . Identify the compensation package

This may be set by job classification

salary

benefits

vacation

comp time

______________________________________________________

A job description will usually be reviewed by the HR division

The job posting may also be coordinated by the HR division


Job Announcements/ DescriptionsJob Announcements/ Descriptions

Review sample job announcements/ descriptions:Are the necessary components present?

What additional elements are included?

Does the job description ‘sell’ the position?

What else would you want to know about the position?

3. Identify who will review the applications for the first pass

Type of facility

a. Department function

b. HR + Department

4. Plan the interview

Semi-structured

Structured

Coordinated questions if more than one interviewer

Search Committee

Taking notes


5. Conduct the Interview

Legalities - see issues regarding discrimination

Do not ask questions that may infringe on personal rights

Don’t ask about age, marital status, children, disabilities, religion, ethnicity, sexual orientation, etc.

Closing the interview

Provide a time frame

Confirm numbers - phone, fax etc.

Checking references

When

Confidentiality

Confirm who you are speaking to - make sure they would have direct information on this person



Erickson Article:2. What is a ‘signature’ experience and what

are the elements of engagement? 3. Be prepared to comment on the examples

provided from various companies.4. Have you observed or experienced similar

branding?5. What was your ‘signature’ experience when

considering graduate school?



Objectives








Purpose is to support growth

Employee

Institution/ Employer

How am I doing?

Who is the “I”?

Performance AppraisalsPerformance Appraisals

Structured

Non-structured

Structured:

Process:

Form that has been reviewed by a representative committee

Form is available for the employee to review, samples provided

Date is set for annual performance evaluation - no surprises

1). Institutional and Department goals available

2). Personal goals should align with the overall goals

3). Strategic Plan


Performance AppraisalsPerformance AppraisalsPerformance Appraisals: Management by Objective

(Previously discussed)

Review objectives from the previous year

Discuss accomplishments

Review objectives that were not met

Set objectives for the next year

Clearly defined

Evaluation planned

At Performance evaluation review above

Discuss strengths and weaknesses - Positive emphasized

Summation

Performance Appraisals: Feedback

Supervisor review - traditional

Self-review

Peer review

360º review


Concept Check Concept Check

5. How can the principles described in the Saari article be incorporated into performance evaluations?



Objectives








Based a good foundation of mutual respect and open communication

• Institutional policy for disciplinary process• Based on documentation• Follow procedures

• Observe confidentiality• Involve HR as necessary - consider this office an

excellent resource for support

DDISCIPLINARYISCIPLINARY A ACTIONCTION

Procedure for Disciplinary Action

Verbal warning• Meeting• State problem• Discuss issues, be open to perceptions• End on a positive note• Try not to blindside a person

Documentation at all steps

Written warning• Provide time for corrective action

Period of probation may be included in policies

Suspension

Termination

Urban Myths regarding termination of an employee

DDISCIPLINARYISCIPLINARY A ACTIONCTION


Objectives








Diversity:Diversity:

Recognize situations associated with discrimination

Value cultural competency in the workplace

Stats on diversity in American (Text)Stats on diversity in American (Text)

GenderAgeCultureADAOther:


Federal Equal Employment Opportunity (EEO) Laws:

What Are the Federal Laws Prohibiting Job Discrimination? Title VII of the Civil Rights Act of 1964 (Title VII), which prohibits

employment discrimination based on race, color, religion, sex, or national origin;

the Equal Pay Act of 1963 (EPA), which 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), which protects individuals who are 40 years of age or older;


Federal Equal Employment Opportunity (EEO) Laws:

What Are the Federal Laws Prohibiting Job Discrimination?

Title I and Title V of the Americans with Disabilities Act of 1990 (ADA), which prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in state and local governments;

Sections 501 and 505 of the Rehabilitation Act of 1973, which prohibit discrimination against qualified individuals with disabilities who work in the federal government; and

the Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment discrimination.


Discrimination may be based on:Discrimination may be based on: Age Disability

Gender Pregnancy

Race or Ethnicity Religion

Sexual Orientation Union Support

Immigrant Status


Concept Check Concept Check

9. What issues specific to nutrition, dietetics and/or food service might pose problems for discrimination or respect for diversity?


Documents

Human Resources and Diversity Objectives 1.Describe the workforce, work environments and apply the principles of the field of dietetics 2.Discuss research