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Human Resources
This area deals with assessing the need for and the supply of professional and other personnel. Functions include recruitment, selection, training, compensation, and evaluation of such personnel and examining ways to evaluate productivity and monitor accountability for results.
August 2009
Monday August 31, 2009
Posted by: Nicole Huff at 5:40PM EST on August 31, 2009
Can you share how you are preparing for the exam in an effort to retain so much information?
Tuesday August 25, 2009
Posted by: Diane Bergman at 1:32PM EST on August 25, 2009
Knowing that "bonuses" should not become an expected part of an employee's compensation package, do any of you have any innovative incentive plans in place that go to thelowest levels of the organization that you would be willing to share?
Monday August 24, 2009
Posted by: Karin Larson-Pollock at 10:27PM EST on August 24, 2009
As the first step in a more formalized talent succession plan, our organization is adding a component to our director evaluation process this year that assesses employee potential for growth and development. Am interested in what tools other organizations are using to assess potential, and how they are using these to identify and grow high performing employees to the next level.
Sunday August 23, 2009
Posted by: Vendla Esler at 11:38AM EST on August 23, 2009
Discussion question 5 is interesting as I have had this experience and have to question ‘information’ what does that mean. Is there evidence that his or her performance is showing signs of impairment that would be the only reason if on the job reports are being filtered that performance issues are a concern. Otherwise I do not feel ‘information’ is something that can be dealth with, who knows what abuse means, did he or she get drunk somewhere – if not on call is that really our business ? drugs well that becomes a legal issue but again if not within the walls and not affecting performance is it the employers issue to deal with ?
Posted by: Vendla Esler at 11:36AM EST on August 23, 2009
Discussion question on progressive discipline I would use this when an employee had actions or skills that need improving and are not aggregious. I would document and then follow up needs to be diligent to make sure they are meeting or not meeting expected timeframes and improvements so the process is purposeful and continues the process to an outcome. I would not use progressive discipline for actions or intents that are worthy of immediate termination.
Posted by: Vendla Esler at 11:35AM EST on August 23, 2009
I work in healthcare and I strongly support upon hire, random and for cause drug screening. I think there are many professions that should and do perform upon hire drug screens. We do not do random only really do any further testing with reasonable cause to request the employee to allow screening. We cannot force them but can request they do so.
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