Running Head: HUMAN RESOURCES PLANNING AND EMPLOYEE RELATIONS
Human Resources Planning and Employee Relations
HUMAN RESOURCES PLANNING AND EMPLOYEE RELATIONS 1 Abstract
The golden rule of “treat others as you would like to be treated” has an important role in managing how organizations deal with employee relations. Most employees just want to be treated fair, honestly and in straightforward manner. When employees are unhappy, feel mistreated, lied to, manipulated or used by their employers is when they sue and this is when having the correct documentation comes into play. Motivated and happy employees will make the organization grow and succeed. Morale can be more important than any wonderful product, cutting-edge technology, or any industry experience. What is the lesson for employers? Invest in the most important asset which is the employees because satisfied employees improve all other areas of a healthcare organization especially patient care. Foremost, an organization needs and wants a happy, loyal, and motivated workforce. Maintaining Employee Records
In any organization the human resources department has an important job of maintaining accurate and objective employee records. This job duty is of the upmost importance because personnel planning depends on effective and accurate record keeping in order for the organization to be able to recruit, train, and develop the staff to their full potential (ACAS, 2005. para. 1). Good record keeping is crucial and can help human resources and management make decisions based on facts rather than guessing, to know what resources are available to meet the needs of employees, be able to accurately assess levels of performance, and be able to keep track of absenteeism, turnover, sickness, accidents and discipline actions in order to take the appropriate action in a timely manner (ACAS, 2005, para.1). HUMAN RESOURCES PLANNING AND EMPLOYEE RELATIONS 2 The necessity for effective record keeping can also be for the organization to implement policies and procedures for training, promotions, and dismissals. Some of the required documents that have to be kept are required by law and to provide statistics in order to develop unbiased policies on sex, race, age, or disability so that an objective employee handbook can be produced. Accurate employee records can help ensure that employees receive the correct pay and benefits. The records can be used to maintain fair and consistent treatment to help decide promotions and discipline actions (ACAS, 2005, pg. 2). If ineffective employee record keeping is practiced then without any documentation of any kind, Fallon and Mcconnell (2007) state “than an important matter, issue, or event is considered never to have occurred” (p. 297). Every piece of paper ever written about an employee is important in resolving a potential legal complaint against the organization. Most legal complaints deal with discrimination charges and violations of the Civil Rights Act and if requested if the documents cannot be produced it is assumed the organization is at fault (Fallon & Mcconnell, 2007, p. 300). The Joint Commission on the Accreditation of Healthcare Organizations (JCAHO) and the Occupational Safety Health Administration (OSHA) requires that certain types of documents be kept so that they can be reviewed during periodical reviews. If these records are not maintained the organization can face fines or lose its accreditation (Fallon & Mcconnell, 2007, p. 301). Documents to Keep in an Employee File
Maintaining an employee file is important, but there are certain types of documents that are formal and informal that needs to be kept in each file. HUMAN RESOURCES PLANNING AND EMPLOYEE RELATIONS 3 An example of a formal document is a signed employee handbook receipt. This is evidence...
References: ACAS. (2005, February). Personnel data and record keeping. Retrieved from: http://
Fallon Jr., L.F., & Mcconnell, C.R. (2007). Human resource management in health care.
Miles, S.A. (2009, July 31). Succession planning: How to do it right. Retrieved from:
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