Ethical Human Resource Management Procedures

Ethical Human Resource Management Procedures

Recruitment & Selection

The company will seek to attract top candidates who support our goal and mission as a company. The recruitment & selection process will be fair and just for all applicants regardless of race, gender, sexual orientation, disability, religious belief, or age.

This policy will assist supervisors who are responsible for filling vacant positions at the Company. The Human Resources Department (HR) will provide ethical expertise to hiring managers in all areas of the recruitment search process including screening resumes, applications, interviewing, and performing reference/backgrounds checks.

Posting/Advertising

Once the vacancy has been approved to be filled, the first step is to have the supervisors write a draft job description with job title, specific duties, skills, credentials needed, experience required and a salary range. HR will meet with the hiring supervisor to discuss the skills and requirements of the position as well as recruitment strategies. HR will review the job description and the job advertisement to ensure that all legal requirements are met and that the advertising costs are appropriate.

HR will utilize the Realistic Job Preview (RJP) method while utilizing every effort to be honest in providing candidates a realistic view of the organization. HR will post vacancies internally and HR will advertise positions in local newspapers and online job websites to assist in ensuring that the applicant pool is diverse and qualified. HR will adhere to Affirmative Action and Equal Opportunity laws while recruiting efforts are being rendered.

Screening/Interviewing

The entire HR department will adhere to the following procedures when interviewing prospective candidates:

* HR will use consistency in the screening of all applications. It is essential to select candidates to be interviewed based on the criteria of the position and qualifications of applicants.

* HR will consider current company employees for promotion opportunities with excellent work performance, who also meet all the qualifications of the vacant positions.

* HR will ensure that all parties involved in the hiring process be familiar with the guidelines on interviewing, which will assist in allegations of discrimination as a result of an interview question.

* HR will be responsible for scheduling interviews.

* HR will maintain records to indicate the number of applications received, the number of candidates interviewed (on the phone or in person) and the number of minorities and women at each stage of the search process.

The Offer

After the interviewing and a preferred candidate have been identified, HR will follow the below steps:

* HR will perform preliminary reference and background checks before offering the position.

* HR will perform a salary analysis regarding comparable salary trends for the vacant position.

* HR will meet with the hiring supervisor to discuss and determine the starting salary.

* HR will prepare the offer letter, the letter will state salary information, the tentative start date, benefits information and, if appropriate, relocation reimbursement information.

* HR will contact all candidates interviewed, but who were not selected, to notify them that the position was filled and to thank them for their interest.

In the event that the candidate selected does not accept the job offer or if no candidate meets the hiring expectations of the search, the position must be reposted and/or re-advertised.

If the candidate accepts the job offer, HR will schedule a time for the new employee to complete HR forms on the first day of his/her employment and attend a new hire orientation.

Training & Development

HR and the Company have the responsibility to enhance an employee's development, skill and ability to perform at full capacity within their position and for advancement or promotion within the company.

Training Policy

The employee's department will initiate the professional development process through the use of performance appraisals. The performance appraisal process will assess the training and development needs for the department and its employees.

From this point, HR will assist the department in organizing a professional development training process by developing and presenting training courses, and offering training material to meet departmental training objectives for staff.

Training Process

* Department Managers will recommend employees to HR for any training and development which would benefit the department or employee.

* HR will evaluate recommendations and training needs.

* HR will research training programs for employees.

* Training programs are announced through bulletins distributed to all department heads and through email.

* Upon approval of the department Managers, employees may attend a training program conducted by HR or other third party consultants.

* Employees will be paid work time during training.

* HR will be responsible for maintaining a record of employees who complete their training courses.

Performance Appraisal/Management

Performance appraisals are a vital tool for the success of a company and its employees. Performance appraisals evaluate the employees' performance; reward the employees through salary adjustment, bonus, or promotion; identify training and development needs of the employees; and strengthen Management-Employee relationship.

HR will implement a Graphic Rating Scales (GRS) performance appraisal system. GRS appraisals list behaviors and characteristics like attendance, dependability, quality of work, quantity of work. The supervisor will rate employees on a scale of three to five stages (unsatisfactory, marginal, satisfactory, highly satisfactory and outstanding). Therefore, it