Chapter 8 Assignment(1)

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Anderson, et al. Professionalism 4e Copyright © 2016 Pearson Education, Inc. TOPIC: HUMAN RESOURCES AND POLICIES (benefits, considerations, evaluation) SUMMARY: One of the first departments you will interact with at a new job is the human resource department (HR). This department is responsible for hiring, training, compensation, benefits, performance evaluations, complaints, promotions, and changes in your work status. Apart from the boss, the human resource department is an employee’s primary link to the employer. The purpose of thischapter is to share common policies and resources that are accessed through the human resource department. Being informed and utilizing the resources provided by this department makes you a more productive and valued employee. LEARNING OUTCOMES: 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 •Defining performance evaluations, their purpose, and explaining an employee’srole in the process •Providing a general overview of employee benefits •Explaining the purpose of a union and its benefits You are a successful student if you: •Explain common HR policies including employment-at-will and right to revise •Describe specific considerations when selecting health-related benefits •Explain the responsibility employees have as union members

Anderson, et al. Professionalism 4e Copyright © 2016 Pearson Education, Inc. CH. 8 HUMAN RESOURCE MANAGEMENT ASSIGNMENT SHEET Assignment Points Notes Read Chapter 8 25 Activity 8.1 5 Activity 8.2 5 Activity 8.3 5 Exercise 8.1 5 Exercise 8.2 5 Think Like A Boss #1 5 Think Like A Boss #2 5 Topic Situation: Employee Handbook 5 Topic Situation: Personal Day 5 Self-Quiz 20 Total = 100

Anderson, et al. Professionalism 4e Copyright © 2016 Pearson Education, Inc. CHAPTER 8: ASSIGNMENTS Please refer to textbook for specific instructions for each exercise. ACTIVITIES Activity 8.1: Performance Criteria Identify and discuss three typical areas that employers consider in performance evaluations. An excellent resource is http://www.onetonline.org/. Go to the top right corner and type in your target career job then view key duties. This will assist you in identifying appropriate criteria. Target career: Radiologist 1.Communicates effectively–successfully communicating examination results or diagnostic information to referring physicians, patients, or families; providing information to supervisors, coworkers, and subordinates by telephone, in written form, e-mail, or in person. 2.Prioritizing patient satisfaction –providing personal assistance, medical attention, emotional support, or other personal care to customers. 3.Effective documentation and organization –document the performance, interpretation, or outcomes of all procedures performed; obtain patients’ histories from electronic records, patient interviews, dictated reports, or by communicating with referring clinicians. Activity 8.2: Job Description Research a job description for your target job. Identify common performance criteria for that specific job. As with activity 8-1, visit http://www.onetonline.org/. Go to the top right corner and type in your target career job then view key duties. This will assist you in identifying appropriate criteria. Target career: Radiologist Activity 8.3: Right Fit Some common performance criteria for radiologists include the ability to successfully execute job-related tasks. These tasks include preparing comprehensive reports of findings, performing or interpreting the outcomes of diagnostic imaging procedures, and documenting the outcomes of all procedures performed. Other common performance criteria include the utilization of technology skills. Such technology skills involve the correct usage of email software, digital image processing software, and spreadsheet and word processing software. Other performance criteria include the ability to achieve occupational requirements. These occupational requirements include assisting and caring for others, updating and using relevant knowledge, getting information, and analyzing information and evaluating results to choose the best solution and solve problems.

Anderson, et al. Professionalism 4e Copyright © 2016 Pearson Education, Inc. How can a potential employee identify if they are a “rightfit”for a specific company? EXERCISES Exercise 8.1: Finding a Mentor What traits and aspects should you look for when finding a mentor? Exercise 8.2: Choosing Work Benefits Assume you only qualify for four benefits. Which four would you choose and why? Benefit Why Selected 1. Tuition reimbursement 1. I am a full-time college student who must work full-time to pay my tuition. By receiving tuition reimbursement, I will be reimbursed after completing my courses, meaning that I will have some financial stability despite now dedicating the majority of my paycheck to tuition expenses. 2. Paid vacation 2. It is very important to me to travel and spend time with my friends and family. With paid vacation, I will have time to do so without having to worry about missing out on pay and experiencing a financial setback. When finding a mentor, one should look for someone who would be willing and eager to help him succeed in his career. Likewise, one should look for someone who exhibits ethical behavior and is trustworthy. One should also also look for someone who is knowledgeable about the company and industry and could provide him with helpful insight that he could use to further his knowledge, experience, and career. In a similar manner, one should seek out an individual that displays strong leadership skills and has established connections that allow one to expand his professional network and grow in his career. Ultimately, one should prioritize seeking out an individual who exhibits job satisfaction and is excited about sharing his knowledge with others. A potential employee can determine if they are a “right fit” for a specific company by identifying personalities and common traits required for their target job. These might include possessing innovative tendencies, creativity, and a willingness to learn in, for example, an office-setting. On the other hand, these traits might include physically fit, attentive to detail, and hard-working in a factory or production-based environment. An employee might also research corporate cultures within businesses similar to those of that specific company to possess a better understanding of the type of culture in which they will be working. Finally, potential employees might research daily responsibilities and other employees who work in the target position to gain a better understanding of common duties of their target job. In doing so, they will be more likely to select a career about which they are excited and willing to enter.

Anderson, et al. Professionalism 4e Copyright © 2016 Pearson Education, Inc. 3. Dental 3. Hygiene is extremely important to me, and with dental benefits, I can receive dental insurance. As a result, I will be able to attend cleanings every 6-months and other appointments without having financial strain. 4. Life insurance 4. Life insurance is extremely important. Although I am young, it is important that I prepare for the future, as the unexpected can happen at any time. With life insurance, I can ensure that I am prepared for tragedy and have money allotted for expenses that follow, such as funeral expenses, outstanding bills, etc.

Anderson, et al. Professionalism 4e Copyright © 2016 Pearson Education, Inc. THINK LIKE A BOSS 1.How should you handle an employee who keeps asking you for information about major policies, vacations, and benefits? I would ensure that I assist my employee but also encourage him to be somewhat independent and exercise responsibility. Therefore, I would respond by suggesting that we refer to the employee handbook together and locate the sections with the specific issues in question. If, after several instances, the employee failed to take matters into her own hands and refer to the handbook to answer her questions, I would hand the employee my personal copy of the handbook or direct her to its online location and have him look up the answer to his questions. If he had misplaced his physical property, I would offer to get him a new copy, and together we would choose a designated spot for him to easily refer to the handbook. For any questions that could not be answered through the handbook, I would direct the employee to the human resources department. 2.How can a boss consistently communicate an open-door policy? A boss can consistently communicate an open-door policy by being present and receptive. In this way, a boss should not only show up to work when expected but should invite employees into his office and be receptive to comments and open communication. A boss should also probe for additional information if an employee is communicating a potential problem, displaying a willingness to interact with and support employees. Likewise, a boss could communicate an open-door policy by physically ensuring that his door is open, inviting employees to enter. This will communicate that anyone is welcome to enter, rather than that the boss is unavailable, as is communicated by closed doors. TOPIC SITUATION RESPONSE 1.What should Oliver do? While Oliver has many questions, he should first utilize his employee handbook, as many employee concerns are addressed here. He should, therefore, address his employee handbook prior to confronting his manager, as going directly to his manager for clarification might convey irresponsibility. Oliver should ensure that his orientation materials, including his handbook, are kept in a location that he can easily reference. If he cannot find the answer to his question after consulting the employee handbook, he should then go to his manager, informing him of his concerns and that he first consulted the handbook but was unable to locate the answer to his question. 2.What should Joseph do? Joseph should not call in sick, as he would be lying to his employer and could be deemed untrustworthy and irresponsible. On the other hand, if Joesph took a personal day after so recently starting his job, this would display irresponsibility. Likewise, if Joseph needed his personal day in the future for a valid reason but took it to spend time at the cabin, he would no longer be able to use this personal day. Therefore, Joseph should decline his friend’s invitation. SELF-QUIZ In the blank column, match the key term to the definition using the identifying number. Key Term Answer Definition Bargaining agreement 20. 1. A formal document provided by the company that outlines an employee’sagreement with the employer regarding work conditions, policies, and benefits Corporate culture 5. 2. Employment status for employees who have varied work hours and normally do not qualify for employer benefits. Dental benefits 8. 3. A third-party organization that protects the rights of employees and represents employee interests to an employer Employee handbook 1. 4. A formal appraisal that measures an employee’swork performance

Anderson, et al. Professionalism 4e Copyright © 2016 Pearson Education, Inc. Employee orientation 19. 5. Values, expectations, and behavior of people at work; the company’spersonality reflected through employees’behavior Employment- at-will 14. 6. An employment status for employees who work a pre-determined number of hours per week and are eligible for employer benefits. Full-time employee 6. 7. An employee who is hired only for a specified period of time, typically to assist with busy work periods or to temporarily replace an employee on leave Human resource department 18. 8. Insurance coverage for teeth Introductory period 13. 9. A statement contained in many employee handbooks that provides an employer the opportunity to change or revise existing policies Job description 16. 10. Insurance coverage for vision (eye) care Medical benefits 12. 11. Communicates to employees that management and the human resource department is available to listen should the employee need to discuss a workplace concern Mentor 15. 12. Insurance coverage for physician and hospital visits Open-door policy 11. 13. Typically the first one to three months of employment when employers evaluate a new hire’sperformance and determine if the new hire should continue as an employee (also known as probation and orientation period) Part-time employee 2. 14. Policies that do not contractually obligate employees to work for the company for a specified period Performance evaluation 4. 15. Someone who can help an employee learn more about his or her present position, provide support, and help develop the employee’scareer Retirement plan 17. 16. A document that outlines specific job duties and responsibilities for a specific position Right to revise 9. 17. A savings plan for when an employee permanently leaves the workforce Temporary employee 7. 18. A department responsible for hiring, training, compensation, benefits, performance evaluations, complaints, promotions, and changes in work status Union 3. 19. A time when a company provides new employees important information including the company’s purpose, structure, majorpolicies, procedures, benefits, and other matters Vision benefits 10. 20. A contract between an employer and a union that addresses salaries, benefits, working conditions, and other common employee matters