1. Human Resources Management

2. Poor HR…  Hire wrong people  Staff under performs  Employee dissatisfaction…attrition  Difficult employees  Under utilize employee capacities  Break laws

3. Personnel Process 1. Development of the job description 2. Creation of the job announcement 3. Candidate recruitment 4. Candidate selection 5. Orientation, T & D 6. Performance appraisal 7. Employee motivation & rewards 8. Employee discipline Search Process

4. Step 1: Development of the job description * Job Analysis * Job Classification * Job Description

5. Job Analysis  Systematic collection of information regarding the knowledge, skills, abilities, and other characteristics (KSAOCs)/competencies required to perform a job successfully

6. Job Analysis  Job activities  Educational requirements  Equipment used  Working conditions  Supervisory and management responsibilities  Interpersonal communication skills  Agency contacts  External contacts  KSAOCs/ competencies

7. Job Analysis  Job activities –Specific activities that an employee will need to perform in order to complete required assignments –Examples…

10. Job Analysis  Educational requirements –Degrees & certifications –Experience –Example

12. Job Analysis  Equipment used

13. Job Analysis  Working conditions –Dirt, heat, noise, fumes, clean, pleasant –Physical requirements –Degree of each –Percent of work time spent in each –Schedule – weekends, PT FT, evenings –Work pace –Example…

18. Job Analysis  Supervisory and management responsibilities –PT & FT ee’s & volunteers –Any hiring, training, scheduling, evaluating, and dismissing employees  Interpersonal communication skills –Phone, face to face, electronic, media –Frequency

19. Job Analysis  Agency contacts –People within the organization the employee will come into contact with when completing job tasks –Maintenance, marketing, special rec  External contacts –Media, other agencies, hospitals

20. Job Analysis  Competencies/KSAOC’s needed –Knowledge – information required for the position  understanding of exercise physiology, strength training techniques, kinesiology, and exercise –Skills - specific observable abilities required to perform the particular tasks of the position  Assesses for muscle strength, mobility, gait, ROM-potential for rehab  Implements individualized exercise plans

21. Job Analysis  Competencies/KSAOC’s needed –Abilities – Aptitudes for a position, how well they complete a task  Ability and flexibility to –manage multiple tasks simultaneously –motivate others to initiate behavior change –work with diverse groups and special populations. –Characteristics –attitudes, personality factors or mental traits needed  Positive attitude, ethical, honest

22. Job Analysis  How to gather information –Interview –Questionnaire –Structured checklist –Observation –Diary/log –Combination of methods

23. Job Analysis  Why –Helps to write job description & determine series & classification –Demonstrates how criteria for selecting ee’s is directly related to job requirements  A few laws…

24. Job Analysis  ADA (1990) –Qualified applicant – one who can perform the essential functions of the job.  Essential Functions – primary job duties; exclude marginal or peripheral tasks not critical to the performance of the primary job function

25. Job Analysis  Uniform Guidelines on Employee Selection Procedures (1978) –Requires job analysis –Must show that criteria est. for hiring are related to the position  Equal Pay Act of 1963 –Similar pay for similar work –Job analysis is legal defense

26. Job Analysis  Civil Rights Act of 1964 –Job analysis helps to accurately describe job duties and to defend the qualifications needed in a job  Occupational Safety & Health Act of 1970 –Job analysis establishes the work conditions and risks faced at work

27. Step 1: Preparing to Open the Job: * Job Analysis * Job Classification & Type * Job Description

28. Classification Systems  Classes – group of positions that have comparable responsibilities (horizontal) –Education levels –Previous experience –Span numerous departments –Subject to same benefits & salary ranges

29. Classification Systems  Series – a form of vertical classification of employees –Within a certain department –A gradation of skills & qualifications –PT Assistant, PT –Personal Trainer 1, 2, 3 –Specialist, Supervisor, Coordinator –Assistant AD, Associate AD, Senior Associate AD

30. Classes Series

32. Reading Org Charts  Lines show chain of command  Levels should be similar  Determine distinction between titles: –Manager, supervisor, coordinator, specialist, leader

34. Types of Employees  Hourly –Full time –Part time  Salary –Most often full time  Contractual