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Human Resources Presentation

Transcript: Forestry and logging occupations are physically demanding. Most forestry and logging workers often do work outdoors in all kinds of weather, sometimes in isolated areas. Loggers work under unusually hazardous conditions. Falling trees and branches are a constant threat and so are the dangers associated with log handling operations and use of sawing equipment.Over long periods of time, hearing may be impaired by high noise levels of logging and harvesting equipment. Proper safety measures and equipment are used such as hardhats, eye and hearing protection, safety clothing, boots, and fire shelters - are extremely important to avoid injury. Future of Forestry Labourers http://www.miningcareers.com/ Training A wind turbine technician combines working knowledge of mechanics, hydraulics, meteorology, composites, and computer science when servicing and maintaining large, commercial-scale turbines. Water analyst's are responsible for analyzing water to make sure that there isn't any radioactive materials, disease causing bacteria, or other contaminates in the water http://www.ehow.com/about_6611274_wind-turbine-industry-safety.html http://careers.stateuniversity.com/pages/69/Mining-Engineer.html Water analyst's need to know chemistry, Computers and Electronics, Mathematics, Biology,Physics and many other subjects. A high school Diploma is required to become a water analyst. Forestry Laborer Forestry laborer positions are physically demanding jobs in forestry that involve tree planting, pruning or removal of trees, and may require the operation of power equipment. Laborers may also be responsible for weeding, watering and landscaping activities and conducting surveys of forest insects and diseases. They are employed in government positions and private industry. Read more: List of Forestry Jobs | eHow.com http://www.ehow.com/list_6080980_list-forestry-jobs.html#ixzz1dp5dCp52 Safety Issues Most skills are learned on the job, including driving and operating farm machinery. Emergency first aid must be known. Certificates for spraying specified pesticides and other chemicals are needed. You need A GROWSAFE certificate, or similar qualification, for spraying chemicals.An Approved Handler certificate is necessary for handling some pesticides, and supervising other workers who are spraying. A crab fisherman is one type of fishing job that obtains crabs a natural resource. Arable Farming-A farm or area that only grows crops. The biggest safety risk related to wind turbines is definitely falling the main cause of mosts of the 60 deaths reported since the 1970s. Another prime safety concern with wind turbines is electrocution from touching high-voltage wires on a wind turbine. http://www.nw-rei.com/wind-turbine-technician-training-programs/intro-to-wind Mining engineers are specially trained to locate, take out, and prepare minerals, metals, and coal. Most forestry and logging workers develop their skills through on-the-job training. Instruction comes primarily from experienced workers. Many associations give special training, particularly for workers training to operate large expensive machinery and equipment. Safety training is a vital part of instruction for all forestry and logging workers. Training -Rocks falling -fires -mobile equipment accidents -collapsed bulkheads Water is getting more and more polluted with different types of chemicals and also, bacteria's so water analyst's will probaly become a more common job because it will be needed. http://www.mymajors.com/careers-and-jobs/Water-Analyst Human Resources is very important because without them we wouldnt be able to obtain some of our Natural Resources such as; renewable energy, fish, minerals, crops, tree's and water. water analyst-water A wind turbine technician is one of many jobs that help obtain renewable energy created by wind, one of Canada's natural resources. While fishing, fisherman can fall over board, get hit wtih fishing equipment and also, other fatal accidents can happen. http://www.dattnerconsulting.com/presentations/futureofhr.pdf The future of water analyst Renewable energy is energy which comes from natural resources such as sunlight, wind, rain, tides, and geothermal heat, which are renewable (naturally replenished). Future for arable farming Employment opportunities for mining engineers are expected to decline through 2014. New jobs in the field are dependent on the state of industries such as coal, copper, and metal mining, which are expected to experience decreased employment in the future. A significant number of mining engineers currently employed are approaching retirement age, which should create some job openings. You need plenty of training and experience to become a Crab fisherman. Getting a job as a crab fisherman can be tricky, since you'll have to do some work on other vessels first. You need to be very stroung. You also need a fishing licence . http://forestry.about.com/cs/employment/a/for_job_emplo.htm Agriculture-The science,

Human Resources Presentation

Transcript: Records Creating postings/advertisements Scheduling and conducting interviews Selection process Reference checks Criminal background checks Offer letters Orientation for new hires The Hiring Process Kerry Keels, HR Assistant Employee Relations Edith James, Receptionist Performance evaluations Mid and final probation Midterm Annual Borrowed Worker Seasonal Employee Calculates merit pay increases Applies increases and retro pay Questions? Presented by Angie Phelps Performance Management Mark Waite, Safety Coordinator Benefits Market surveys Point Factor Analysis Longevity increases Annual increases Sally Edghill, HR Assistant Charity Coordination All current and historical Personnel Files Each active employee has one each of the following: Personnel File Medical File Confidential File Personnel file contains: History and Personnel Actions Evaluations Payroll documents Correspondence and training records Payroll Records for audit Responsibilities Classification Policy Manual review Direct Deposit set-up Benefits overview New Hire paperwork Databases Mark will review his bio in his presentation. Process payroll deductions for benefits (health insurance, life insurance, AFLAC, etc.) Answer benefit questions Provide information on benefit changes Angie Phelps, HR Director American School of Technology - Medical Assisting Worked in medical field - drawing blood, injections, cultures, vitals, rooming patients, assisting with sigmoidoscopy procedures UHC - Senior Appeals Rep among other positions Maryhaven - Utilization Review Coordinator Riverside Hospital - coordinated scheduling for neuro embolizations and other procedures for 17 doctors Hobbies include gardening, fishing and thrifting. She has one daughter that is 23 and a newly rescued dog named Khan. She is married to her co-worker, Shawn. Combined Charitable Campaign Red Cross Blood Drives Toy Drive Our first goal in HR is to help our customers Benefits billing issues deductibles dependent changes Payroll leave balances tax changes general questions Verification of Employment current and former employees FMLA (Family and Medical Leave Act) FLSA (Fair Labor Standards Act) PPACA (Patient Protection and Affordable Care Act/Obamacare) EEO (Equal Employment Opportunity) Workers’ Comp USERRA (Uniformed Services Employment and Reemployment Rights Act) Discrimination Harassment Collective Bargaining ADA (Americans with Disabilities Act) Orientation Payroll Bachelor's Degree in Speech and Hearing Science, OSU Master of Labor and Human Resources, OSU Hired in 1997 as College Intern Hobbies include Travel, Cooking, Watching TV, and Reading Master of Arts, Art Education, OSU Bachelor of Arts, Psychology, Berea College, KY Recognized achievements in: Program planning, Development, and Administration Supervision Human Resources Workforce Development and Career Services Recruitment and Retention Labor Relations Hearings, Mediations, and Arbitrations Staff Training and Development Facilitation, Instruction and Positive Motivation Project Managment Resulted in $734,000 financial reimbursement Hobbies: Outdoor pursuits, cultural and folk arts, photography, stained glass, woodworking The Hiring Process Classification Compensation Payroll Benefits Employee Relations Legal Compliance Performance Management Job titles and descriptions Pay Ranges Qualifications Minimum acceptable characteristics Promotions/Demotions/Transfers Reclassifications Temporary Work Levels Human Resources Employee database Name, address, phone Emergency contact Job details (title, pay range, rate, etc.) License certifications for CDL drivers Dates (hire, adjusted, birth) MUNIS data (employee number, position control number, allocation, job class, org) DAS data (position control number, DAS job title, status (C or U), type (EX or BU)) Training database Customer Service Counseling/listening Investigating issues Union communications Helping with or providing contact info for: Benefits Deferred Comp OPERS Taxes Policy questions Time is entered in Work Manager by departments. Time is checked against pinks that have been submitted. Time is entered into MUNIS, the Auditor’s payroll system. Payroll also includes: Deductions (taxes, insurance, union dues, etc.) Accruals (vacation, sick, personal, comp) Updating position information including title, rate of pay, etc. Compensation Education & work experience: • THE University of Cincinnati - Associates in Science • The Proctor & Gamble Co.- Foods division: food product development and analytical chemistry laboratory • Abbott Laboratories – Flavor assistant • Ohio Dominican University – BS Business Administration Hobbies & interests: • Gardening & yard work & birds • Cincinnati Bengal & UC Bearcat football fan • Cincinnati Reds fan • Hobbies: cooking, decorating & travel when opportunity arises Legal compliance

Human Resources - Presentation

Transcript: Evaluate training and development programs to ensure they are meeting employee and company needs. Training and development opportunities typically lead to increased job satisfaction and motivation. Employee efficiencies result in operational cost savings and increased capacity, resulting in company financial gains. Learning new technologies and techniques for getting work done also improves operational metrics. Training activities can also increase employee retention rates. The outplacement has three main steps; a)the organization has to decide about the new targets b)the organization chooses the employees to be outplaced c)it invites the outplacement consultant and announces the downsizing to employees. Thank you for listening Training&Development Outplacement Activities and recognition that cost money are welcomed by employees as part of the motivation mix Promotion Advantages of Training&Development The organization makes a decision about decreasing the personnel expenses and the number of employees. The Recruitment Process Important people in Recruitment Increasingly important aspect of the HRM role Wide range of areas for attention Adds to the cost of the business Human Resources Stages Process of deciding what positions the firm will have to fill, and how to fill them Involve mainly strategy and forecasting techniques Forecasting techniques are highly emphasised and important To forecast the employer’s demand for labor and supply of labor. Next, identify supply-demand gaps and develop action plans to fill the projected gaps The advancement of an employee from one job position to another job position that has a higher salary range, a higher level job title, more and higher level job responsibilities. Decision making authority tends to rise with a promotion as well. Viewed as desirable by employees because of the impact a promotion has on pay, authority, responsibility, and the ability to influence broader organizational decision making. Employers are challenged to provide alternative career paths for employees who deserve the benefits and recognition provided by a promotion, but do not aspire to manage the work of other employees. Why we need planning ? Motivation Structure your training and development department to support your associates. Offer training opportunities to those who fail performance appraisals. Encourage employees to develop their professional skills by offering courses at work. Actively solicit information from the employees who report to you and from your coworkers about what motivates them. Company can fill open positions while their competitors may have missed solid opportunities For eg ; If you fill open positions 50% faster than industry average, you are more likely to get better talent onboard more quickly. Manage the recruitment sources Find the best talents for the vacancies Manage the vacancies in the organization Run the internal recruitment process Building the strong HR Marketing platform Co-operation with local and international universities Provide feedback about the trends in the job market The need for the job Job definition&Planning Recruitment Training&Development Performance Motivation Promotion Cross responsibilities Outplacement The process of establishing career objectives and determining appropriate educational and developmental programs to further develop the skills required to achieve short- or long-term career objectives. Company Website Newspapers and Magazines Refferalls Providing an environment at work that is conducive to and supportive of employees choosing to become motivated about issues related to work. In the field of human resource management, training and development is the field which is concerned with organizational activity aimed at bettering the performance of individuals and groups in organizational settings. It has been known by several names, including human resource development, and learning and development The imporant points are; Steps in Training&Development Human resource departments typically conduct activities designed to train and develop company personnel, whether to address performance problems or help prepare an employee for a management role. In addition to formal training courses (such as instructor-led sessions, web-based training and seminars), you should offer flexible alternatives such as coaching, mentoring and job-rotation experiences. Developing employee capacity involves managing programs such as employee orientation sessions, policy and procedure awareness sessions, leadership development workshops and other options designed to enable your company (and employees) to succeed. Career Planning Recruitment Sources Select the recruitment source: The simplest recruitment source is the corporate website. The corporate website usually attracts potential employees, who know the company. The other source can be the employee referrals Equal opportunities Discrimination Contract Health and Safety Recruitment Stages Job opening: The

Human Resources Presentation

Transcript: Tender: Empathetic Caring Focus on individuals self direction Trust and commitment. * The journey * The definition of tough * The definition of Tender Restructuring – Organisational restructure has both winners and losers. People who are able to land on their feet are easier to liaise with. But in any restructure there are those that lose their job or sometimes end up in a role that is not suited to them. Tenderness needs to be applied within conversation to help implement a tough decision being made for the benefit of the company. * Interpretation * Both elements support a journey being made Human resources needs to be both tough and tender. The link between Human resources with tough and tender definitions Tough: To be strategic Policies are followed fairly and consistently Focus on company needs. My View Thank you Any Questions? Within Human resources we have to keep tough and tender balanced otherwise it can become tempting to slide into being too tender therefore can avoid the tough work, which is not what organisations need. For me assisting the organisation achieve its objectives through this strategic method is an art. Helping and watching people grow is great. But helping and watching the company grow through its people is even more fulfilling. I believe that 'HR needs to be tough and tender' means understanding company needs and not being afraid to make tough decisions but to consider how people feel and do so with empathy. As a function, we are often expected to give tough news and feedback in line with strategies, but it will be more advantageous to give it in an tender way to ensure both company and the individual are as comfortable as can be. Example continued Human Resources Presentation What do we mean by that? Conclusion Examples from my current workplace Recruiting – There is always an enjoyable feeling telling somebody they got the job they were really hoping for. Unfortunately, for every person who gets the job, there are those who wanted it and didn’t get it. It is no fun to make those calls and experience outlines the need to do the correct process for the company whilst being tender in communication to the individual.

Human Resources Presentation

Transcript: Provide complete and accurate information personal and medical. Provide a copy of advance directive Ask questions about health care if misunderstood. Be courtesy, respectful, abide by hospital rules and safety regulations. and many more. Informal consent is a written authorization by an individual to give consent to the any treatment suggested by a professional or physician and it is a right. Informed consent can be for: Nature of treatment alternatives risks benefits Protects and educates the patients. Protect the Physician practice. Improves physician - patient communication. Increases Patient empowerment's. Topic Patients’ rights and responsibilities. Current principles of patient consent and the resulting implications for the health care industry Physicians’ rights and responsibilities in the delivery of health care The Health Insurance Portability and Accountability Act (HIPAA) Brief summary of current and future trends for statutory, regulatory, and common law requirements of confidentiality in the health care industry Current and future legal and ethical obligations relating to the documentation, retention, storage, and use of medical records Do you know your rights? Title I: Health Care Access, portability and renew-ability Title II: Preventing health care fraud and abuse Title III: Tax-related health provisions Title IV: Application & enforcement of group health plan requirements Title V: Revenue offsets Common Law Responsibilities Individual consented Disclosure is in public interest Where there is legal duty Statutory and Regulatory Protect and enhance the rights of consumers Improve the quality of healthcare To improve the efficiency and effectiveness of health care delivery AHDI - Maintain Confidentiality - Implement and Maintain - Accurate Information - HIPAA CA Law -Hospitals -Nursing Facilities -Community Health Centers Storage AHIMA, (Feb 2011). Fundamentals of the Legal Health Record and Designated Record Set. Retrieved from http://library.ahima.org/xpedio/groups/public/documents/ahima/bok1_048604.hcsp?dDocName=bok1_048604 Department of Health, (2008). The Common Law Duty of Confidentiality. Retrieved from http://webarchive.nationalarchives.gov.uk/+/www.dh.gov.uk/en/publicationsandstatistics/ publications/publicationspolicyandguidance/browsable/DH_5803173 Health and Human Services Department, (28, Dec 2000). Standards for Privacy of Individually Identifiable Health Information. Retrieved from https://www.federalregister.gov/articles/2000/12/28/00-32678/standards-for-privacy-of- individually-identifiable-health-information#h-19 Medline plus / Informed Consent. (2015). Retrieved from http://www.nlm.nih.gov/medlineplus/patientrights.html Rancourt. C, (13, Mar 2014). Which Cloud Services Are HIPAA Compliant. Retrieved from http://www.nextadvisor.com/blog/2014/03/13/which-cloud-services-are-hipaa-compliant/ Robert Wood Johnson Foundation, (2012). Medical Records Collection, Retention, and Access in California. Retrieved from http://www.healthinfolaw.org/state-topics/5,60 The California Department of Public Health. (2015). Retrieved from http://www.cdph.ca.gov/HealthInfo/Pages/PatientRights.aspx Wilson. J, (2008). Components of HIPAA. Retrieved from http://www.ehow.com/list_6068586_components-hipaa.html HIPAA As a patient you have the right to: Receive care without discrimination in a safe environment free from abuse, neglect, and mistreated. Receive information about your care and give a informed consent. Be involved in decision making for your care. Refuse care. Personal Privacy and health record privacy. Have your pain addressed. And many more. In 1973 the American Hospital Association adopted The Patients Bill of Rights. in 1992 the bill was revised. 2001 The Patients bill of rights was proposed and passed by House of Representatives and the Senate. Legal and Ethical Obligations Physicians have the right to: provide information to the patient in a timely manner. refer patients to specialty physicians for proper care. maintain confidentially with communicating about the patient. Human Resources Presentation HCS\430 Betty Jones Christina W. & Jennifer W. References: Retention Physicians’ rights and responsibilities History of the patient's bill of rights and responsibilities. File Storage EHR’s Current principles of patient consent Implications for the health care industry Documentation Requirements of Confidentiality

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