Copyright © 2016, 2013, 2011 Pearson Education, Inc. 18H.docx

Copyright © 2016, 2013, 2011 Pearson Education, Inc. 1
8
Human
Resources and
Policies
BENEFITS
CONSIDERATIONS
EVALUATION
After studying these topics, you will benefit by:
• Stating the purpose of and naming key services the
human resource department provides employees
• Listing the primary elements of an employee
orientation program

• Describing the purpose of an employee handbook
• Identifying the types of employee status and purpose of
an introductory period
After studying these topics, you will benefit by:
• Defining performance evaluations, their purpose, and
explaining an employee’s role in the process
• Providing a general overview of employee benefits
• Explaining the purpose of a union and its benefits
HUMAN RESOURCES DEPARTMENT
• Human Resources Department (HR): A
function within an organization that is
responsible for:
– Hiring
– Training
– Compensation

– Benefits
– Performance evaluations
– Complaints
– Promotions and changes in work status
EMPLOYEE ORIENTATION
• Employee Orientation: a formal meeting
where the following information is provided to
new employees
– Company purpose
– Company structure
– Major policies and procedures
– Employee benefits
– Other important matters
– Receive company property

TALK IT OUT
What are common questions employees have on
their first day of work?
Learn About Your Company
• Mission statement
• Organization chart
• Key officials (names and faces)
• Mentor: someone who can assist you in
developing your leadership skills, provide
support, expand your professional network,
and help you grow in your career
– Formal-assigned by company

– Informal-your choice
• Corporate culture: values, expectations, and
behaviors of people at work
EMPLOYEE HANDBOOK
• Employee Handbook: A document
(hardcopy or electronic) that outlines an
employee’s agreement with the employer,
including:
– Work conditions
– Policies
– Benefits
– Code of conduct
• Keep this handbook and use it as a reference
TOPIC SITUATION

Oliver’s Orientation
TOPIC RESPONSE:
What should Oliver do?
EMPLOYMENT-AT-WILL and
RIGHT TO REVISE
• Employment-at-will: a legal term that states
that a non-contracted employee is not
contractually obligated to work for the
company for a specified period
– You can quit any time you want
– Employer can terminate your employment at any
time
• Right to revise: an employer has the right to
change the policies in the employee
handbook
EMPLOYMENT STATUS
• Part-time employees: employees with varied work

hours. Normally these employees do not qualify for
benefits
• Full-time employees: employees who work a pre-
determined number of hours per week and are eligible
for employer benefits
• Temporary employees: employees who are hired only
for a specified period of time
• Introductory period: first one to three months of
employment in which employers determine if a new hire
should continue employment
– Formerly known as probation or orientation period
EMPLOYMENT STATUS
Identify:
– Your employment status
– If your company has an orientation/introductory
period
• The length of your orientation/introductory period
– If and when you become eligible for benefits
– Factors that will be used to evaluate your
performance

EMPLOYMENT STATUS
• Job description: document that outlines job
duties and responsibilities
• Performance evaluation: a formal process
that identifies work performance
– Common evaluation criteria include:
• Productivity
• Efficiency
• Behavior
PERFORMANCE EVALUATIONS
• Normally given after introductory period and
once a year thereafter
• Keep an ongoing record of your performance to
share during a formal evaluation
• Provide time for your supervisor to give you
feedback on performance

• This is a good time for you to share your desire
for additional training and responsibilities
THINK ABOUT IT
Why is it important to perform your best
at work every day?
During evaluation:
– Arrive with a positive attitude. View the process as a
time for constructive feedback and career growth
– Sit quietly, listen, take notes, and do not interrupt
– When appropriate, share concerns
– Support comments with facts and documentation (e.g.,
customer letters, commendations, etc.)
– If you agree with evaluation, sign
– If you do not agree with evaluation, sign with

attachment of factual written response and supporting
documentation
PERFORMANCE EVALUATIONS
BENEFITS
• Benefits include health care and paid vacations
• Personal medical information is confidential
• Employers may or may not be required to
provide health care
– Patient Protection and Affordable Care Act
– Size of employer
– Number of employees
– Hours worked
BENEFITS
• Medical benefits: coverage for physician and

hospital visits
• Vision benefits: coverage for eye care
• Dental benefits: coverage for teeth
• Pharmacy and other health
• Mandatory time off, paid time off
• Employee Assistance Program (EAP)
• Retirement plan: savings plan for retirement
BENEFITS
• When selecting benefits, consider:
– Convenience
– Co-payment
– Coverage for dependents
– Choice
BENEFITS

• Payroll, paydays, accrued vacation, and sick
days
– Identify when you get paid
– Two parts to a paycheck; the actual check and a
paystub
• May be automatically transferred to your bank
account
• Paystub identifies any money taken from your
original earnings
– Identify vacations and holiday pay
TOPIC SITUATION
Joseph’s Vacation
TOPIC RESPONSE:
What should Joseph do?

OPEN DOOR POLICY
• Open Door Policy: management and the
human resources department is available to
listen should an employee need to discuss a
workplace concern
• Do not be afraid to speak with your supervisor
or human resources department regarding
any workplace issue that causes you concern.
UNIONS
• Unions: a third party that represents you and
your colleagues’ interests to your employer
– Purpose is to protect the rights of employees
• Bargaining agreement: a contract that
addresses specific work-related issues that
the employer and union have agreed upon
• Shop Steward: a company employee who

assists union members with work-related
issues

Copyright © 2016, 2013, 2011 Pearson Education, Inc. 18H.docx

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