1. HUMAN RESOURCE MANAGEMENT CHAPTER 7

2. HUMAN RESOURCE MANAGEMENT The definition of HRM is the process of accomplishing organizational objectives by finding, acquiring, developing, and keeping the right people to form a qualified workforce. Responsibilities: recruitment, selection, hiring, training, motivating, communicate policies and procedures, salary information, termination, benefits package, implement the law, and handle grievances. Human resource management and administration must work closely to run an efficient organization. The definition of HRM is the process of accomplishing organizational objectives by finding, acquiring, developing, and keeping the right people to form a qualified workforce. Responsibilities: recruitment, selection, hiring, training, motivating, communicate policies and procedures, salary information, termination, benefits package, implement the law, and handle grievances. Human resource management and administration must work closely to run an efficient organization.

3. Key Laws to HMR Civil rights Act of 1964: Prohibits employment discrimination in hiring. Age Discrimination in Employment Act of 1967: Protects employees forty to sixty- five years of age from discrimination. Later amended to no age cap. Immigration Reform and Control Act of 1986, 1990, 1996. Established penalties for employers who hire illegal aliens. Occupational Safety and Health Act (OSHA of 1970) Established mandatory safety and health standards in an organization Pregnancy Discrimination Act of 1978 Affords EEOC protection to pregnant workers and required pregnancy to be treated like a disability. American Disabilities Act of 1990 Prohibits discrimination persons with disabilities.

4. KEY LAWS TO HMR Civil Rights Act of 1991: Allows for punitive and compensatory damages through jury trials. Family and Medical Leave Act of 1993: Permits employee in organizations of fifty or more worker to have twelve weeks of unpaid leave.

5. HMR RECRUITMENT AND SELECTION OF PERSONNEL HMR is responsible for selecting, and hiring the most qualified personnel. They must recognize those qualifications needed for a physical education and/or coach. Important Qualifications: 1. Knowledge of the subject matter. 2. Expertise and enthusiasm in fundamental skills involved. 3. Interest in the students. 4. Organizational skills. 5. Respect and have the ability to motivate students. 6. Ability to teach/coach. 7.Good communication skills. 8. Consistent, firm, fair, and honest with students. 9. Exemplary conduct and follow policy and procedures.

6. STEPS FOR HMR AND ADMINISTRATION TO HIRE QUALIFIED PERSONNEL 1. Job Description – should provide details of the qualifications and a list of duties and responsibilities. Review of candidates for the position and select 3-5 person. Affirmative action officer should be involved. Organize an interview. After hire, conduct an orientation of new staff. Provide in-service training and staff development. Monitor the progress of new personnel. Conduct the organization’s evaluation and assessment procedures. STEPS FOR HMR AND ADMINISTRATION TO HIRE QUALIFIED PERSONNEL 1. Job Description – should provide details of the qualifications and a list of duties and responsibilities. Review of candidates for the position and select 3-5 person. Affirmative action officer should be involved. Organize an interview. After hire, conduct an orientation of new staff. Provide in-service training and staff development. Monitor the progress of new personnel. Conduct the organization’s evaluation and assessment procedures.

7. Methods of Evaluation/Assess ment 1. Observation. 2. Ratings (self-rating) 3. Accountability Method 4. Student Evaluations 5. External Evaluators 6. Performance-Based Evaluation

8. KEY HMR PROBLEMS

9. 1. Teacher/or Coach/or Administration Burnout 2. Stress Management 3. Exclusive Representation, Unionism 4. Affirmative Action 5. Noncertified and Temporary Personnel 1. Teacher/or Coach/or Administration Burnout 2. Stress Management 3. Exclusive Representation, Unionism 4. Affirmative Action 5. Noncertified and Temporary Personnel

10. BURNOUT

11. STRESS MANAGEMENT

12. UNIONISM

13. AFFIRMATIVE ACTION

14. NONCERTIFIED/TEMPORARY PERSONNEL

15. SUMMARY I. HMR – Definition and Purpose II. HMR – Key Laws III. HMR – Hiring and Assessments IV. HMR - Problems

16. Part II------HRM

17. GRIEVANCE AND DUE PROCESS GRIEVANCEDue Process Grievance implies that a person believes he or she have been treated unfairly or have been wrong Or that a hardship, harm, or harassment has occurred. File a grievance, or formal complaint Due process refer to an establiahed procedure that required certain steps. It is designed to safeguard individuals rights under the 14 th admendment.

18. Grievance or Due Process SELECT: A PERSON IS BEING TREATED DIFFERENTLY BECAUSE OF HOW THEY LOOK. A belief that he or she is being harassed. When a person is fired because of an accusation. A person must be informed of all charges. The right to a hearing.

19. Harassment Harassment

20. HARASSMENT a : exhaust, fatigue b (1) : to annoy persistently (2) : to create an unpleasant or hostile situation for especially by uninvited and unwelcome verbal or physical conductexhaustfatigue 2 : to worry and impede by repeated raids <harassed the Types of Harassments Verbal Professional Mental/Emotional Physical

21. PART II SUMMARY: 1.Grievance 2. Due Process 3. Harassment