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Needs Assessment
Recruitment
Selection
Employment
Orientation
Human Resource Administration and
Supervision
7. Separation and employment termination
Recruitment
The process by which a job vacancy is identified
and potential employees are notified.
Job description outline of the role of the job
holder
Person specification outline of the sills and
qualities required of the post holder
Applicant may demonstrate their suitability
through application form, letter of curriculum
vitae (CV)
Selection Process
Refers to the steps involved in choosing people who
have the right qualifications to fill a current or future
job opening.
managers and supervisors responsible for
the hiring of individuals
human resource management (HRM) role is
to define and guide managers
Functions of Personnel Manager
1. Recruit and interview job applicant.
2. Administer employment tests to job
applicants.
3. Indoctrinate new employees on laboratory
4. Introduce the new employee to his
supervisor.
5. Motivates employees to do better.
6. Keep employment record of all employees.
7. Assist in transferring, promoting, demoting,
discharging or retiring employees.
8. Handle complaints;
9. Negotiate with the labor unions or union
officials.
10. Provide personnel services
Personnel Selection Process
Needs Assessment
Requirement and selection of employees
Position Classification
Orientation
Needs Assessment
The root of any employment decision is a need
Need for a worker
Increase in workload
Requirement and Selection of Employees
INITIAL SCREENING
- First step in selection process
MINIMUM CRITERIA
- Min. education
- Experience
- Licensure examination
Communication skills
Problem solving attitude
Creativity
Innovation
Technical expertise in a clinical laboratory
Personnel Orientation
It is the introduction of the employee to his new
environment.
- The orientation must include the following:
1. A briefing of the history, objectives,
policies, rules and regulations of the
laboratory.
2. Introduction to his associates and
subordinates.
3. Description of his duties and
responsibilities and the role he plays in the
organization.
4. Introduction to lab facilities and services.
5. Briefing on mechanism of setting
problems, complaint or grievance and
rules pertaining to discipline or reprimand.
6. Briefing or opportunities for education,
training and advancement.
7. Briefing on sick leave policy, overtime
work, time and place for receiving pay.
8. Try out the employees new job.
9. Another meeting between the new
employee and the personnel manager
before dismissal from work for the day.
It is good policy to have a period of probations
- usually about 3 months.
Personnel Evaluation
It consists of periodic written report on employees
performance. It is necessary because:
1. It provides a basis for counseling interview
with the employee.
2. It provides a resource document for appraisal
for promotion, transfer, separation and
references.
3. It is a way to summarize day-to-day and weekto-week evaluation.
Promotions
A promotion is the advancement of an employer
to better job better in terms of greater
responsibilities, more prestige or status,
greater skill, specialty, increase rate of pay or
salary.
Personal qualities considered in promotion are:
1. Honesty
2. Ambition
3. Initiative
4. Determination
5. Enthusiasm
6. Common sense
7. Knowledge
8. Originality
9. Understanding
10. Communicative ability
Personnel Records
Job description
Education
Experience
Qualifications
Length of employment
Job references
Written reprimands
Employees Conflict
Warning sign of employee conflict:
1. Discussion between two people that flare up
into arguments.
2. Open backbiting remarks by one about the
other.
3. Complaints for one about the other.
4. No direct contact between two people. They
take pains to exchange information thru coworkers. They even refuse to eat lunch with
others
5. A request to transfer.
6. Other employees talking about the feud.
7. Increased absenteeism for no apparent
reason.