Human Resources and Diversity Objectives 1.Describe work environments in the field of dietetics 2.Relate environments to hiring policies and procedures

Human Resources and DiversityHuman Resources and Diversity

ObjectivesObjectives

1.1. Describe work environments in the field of dieteticsDescribe work environments in the field of dietetics

2.2. Relate environments to hiring policies and Relate environments to hiring policies and procedures.procedures.

2.2. Discuss the research on employee satisfaction.Discuss the research on employee satisfaction.

3.3. Analyze interview informationAnalyze interview information

4.4. Describe the purpose of a performance appraisalDescribe the purpose of a performance appraisal

5.5. Describe benefits of diversity in the workplaceDescribe benefits of diversity in the workplace

Human Resources:

Human Resources Departments:Human Resources Departments:

Monitor needs

Support staff

Guidance on legal issues

Hiring

Evaluates, authorizes and publishes job descriptions

Screen potential applicants

Training

Convey culture

Employment terms: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:Types of compensation:

Salaried worker; Compensatory Time; On-call

Employee categoryEmployee category

Professionals;

Supervisory personnel;

Skilled workers

Unskilled workers

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

Dietetics employment settings & unique HR environmentsDietetics 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.


Concept Checks Concept Checks

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

Hiring Policies and ProceduresHiring Policies and Procedures

1. Identify the position1. 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)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 package2 . 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 divisionThe job posting may also be coordinated by the HR division

______________________________________________________


3. Identify who will review the applications for the first pass3. Identify who will review the applications for the first pass

Type of facility

a. Department function

b. HR + Department

4.4. Plan the interview Plan the interview

Semi-structured

Structured

Coordinated questions if more than one interviewer

Search Committee

Taking notes


5. Conduct the Interview5. 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


Purpose is to support growth

Employee

Institution/ Employer

How am I doing?

Who is the “I”?

Performance AppraisalsPerformance Appraisals

StructuredStructured

Non-structuredNon-structured

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 ObjectivePerformance Appraisals: Management by Objective

Review objectives from the previous yearReview objectives from the previous year

Discuss accomplishments

Review objectives that were not met

Set objectives for the next yearSet objectives for the next year

Clearly defined

Evaluation planned

At Performance evaluation review aboveAt Performance evaluation review above

Discuss strengths and weaknesses - Positive emphasizedDiscuss strengths and weaknesses - Positive emphasized

SummationSummation

Performance Appraisals: FeedbackPerformance Appraisals: Feedback

Supervisor review - traditional Supervisor review - traditional

Self-reviewSelf-review

Peer reviewPeer review

360º review360º review


Concept Check Concept Check

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


Based a good foundation of mutual respect and Based a good foundation of mutual respect and open communicationopen 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 ActionProcedure for Disciplinary ActionVerbal 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 employeeUrban Myths regarding termination of an employee

DDISCIPLINARYISCIPLINARY A ACTIONCTION

Diversity:Diversity:Recognize situations associated with discrimination

Value cultural competency in the workplace



From the Jayne article:6. Why do companies invest in diversity initiatives?7. Comment on the research on outcomes of diversity.

8. The authors comment on the role of ‘team identify’

versus ‘demographic group identity’ in fostering deep-level diversity. (pg. 415, bottom left column) Given your experiences in team building this quarter, comment on how strong teams may be used to support organizational goals for diversity.


Federal Equal Employment Opportunity (EEO) Laws: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: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


8. 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 work environments in the field of dietetics 2.Relate environments to hiring policies and procedures