Running head: HUMAN RESOURCES MANAGEMENT PLAN AND JOB AIDS

Human Resources Management Plan and Job Aids Wendy Coghill University of Phoenix Instructor Diane Welhouse

HUMAN RESOURCES MANAGEMENT PLAN AND JOB AIDS Human Resources Management Plan and Job Aids Executive Summary: In this document, the opening for the job of Medical Assistant will be reviewed. This document will help the Human Resources Department manage this employment position by assisting HR in choosing, training and developing employees and to help the company meet its goals as well as objectives. This document looks for a way to define the need-based vacancy for the post of Medical Assistant, some tips for the Selection Process that will ensure selection of the best candidates, Orientation Plans of new employees and Training Plans for employees. The minimum qualifications of employees should be clearly defined and care should be taken in the Selection Process so that the best-suited applicants are selected while complying with the legal requirements of hiring. The Orientation and Training Plans of the company will also be defined to enable the company to manage the capacity within the company. HR practices must be optimized in order to maximize employee performance. The impact of HR practices affects the profitability and production of the company. The business world is aware now of the necessity for best practices in HR in order to maintain the competitiveness of the company. Following best practices in human resources management helps to enhance the quality of life at work and therefore heightens productivity and effectiveness of the company. It is hoped that this document will prove to be helpful to the HR professionals in charting out the proper course for the selection and induction of new employees. Job Analysis of a Medical Assistant: The job of Medical assistant requires skill in reception, clerical, and administration as well as clinical and therapeutic Areas. Depending on the direction in which the medical assistant

HUMAN RESOURCES MANAGEMENT PLAN AND JOB AIDS chooses, whether it is the front of the office, or the back of the office, the medical assistants skills will have differences. Tips for the Selection Process: The selection process is initiated by the commission of a need assessment. The HR department must confirm that a vacancy actually exists, that a job description for the position exists on file, that the duties and responsibilities are acknowledged and that there are funds available to fill the vacancies. After the basic questions are answered, HR must recognize the abilities necessary in the new applicant. Based on these required qualities the type of questions to be asked in the interview must be outlined. Knowing the necessary features before will help greatly to decide what questions to be asked. The selection tools to be used must then be decided if there will be only one interview or two interviews, and whether there will also be a written test. The minimum qualifications necessary must also be defined beforehand. The legal considerations are also very important - federal and state laws governing fair employment practices, disabilities and general discrimination must be taken into account to avoid any possible legal liability. Thus HR must take careful note of the following topics:

Conduct proper needs assessment Define the minimum qualifications of applicants Outline the characteristics necessary in a candidate Determine the Selection Tools to be implemented Comply with the various Federal and State laws when hiring

Following these tips for selection will help HR to make sure that the most qualified and best-suited applicants are chosen from the pool of chosen applications.

HUMAN RESOURCES MANAGEMENT PLAN AND JOB AIDS Script for orienting new employees: An organization must have a proper script for orienting new employees since the longterm profitability of the company depends on retaining and attracting the best talent. An effective employee orientation plan should be efficient yet flexible and should properly integrate new employees into the organization. An Orientation Script for New Employees:

The new employee should receive a comprehensive orientation on the company's broad policies and objectives. .

A company should have an Employee Handbook, and copy of this handbook should be given to every new employee.

The new employee should receive orientation at all three stages, a general orientation, a departmental orientation and a specific job orientation.

The new employee should be apprised of the specific nature of his or her job and his or her duties and responsibilities.

The orientation process should be open and the employee should feel free to ask questions.

The employee's privileges and benefits and any constraints should be clearly explained to him or her.

He or she should be made aware of both formal and informal rules of the company.

Proper orientation of new employees will help when managing performance and increasing the productivity of the company. Following a defined script for orientation will help in maintaining consistency and effectiveness of the orientation process. Training Proposal:

HUMAN RESOURCES MANAGEMENT PLAN AND JOB AIDS An effective training proposal should focus on building highly motivated, effective and efficient employees who will be capable of steering the organization towards its competitive best. Training should be geared towards upgrading employee skills in tune with the latest technological advances. Employees must also be encouraged to maintain their existing skillsets, while actively seeking to educate themselves on the latest technologies. A Training Plan Should Entail the Following:

The existing skill-level and knowledge of the employees must be clearly identified. The training needs must be properly assessed. The training program and training course materials should be carefully selected keeping in mind the employee's ability to understand the material.

The training course should clearly state which behavior or skill is sought to be changed through the training program.

After the training program is over the employees should be evaluated to assess their understanding of the course material.

Based on employee feedback, the training programs should be evaluated periodically and modified if necessary.

The trainers should be carefully selected, ensuring that they are aware of the training needs of the employees and can effectively deliver the training required to enhance employee skills and knowledge. Conclusion The company's strategy and objectives should be kept in mind while defining the training

strategy for employees. The Training Plan should take care of the professional development of the employees and integrate it with the development of the organization.

HUMAN RESOURCES MANAGEMENT PLAN AND JOB AIDS

HUMAN RESOURCES MANAGEMENT PLAN AND JOB AIDS References Business and Legal Reports Inc. (2012, Feb 24). Retrieved from http://www.hr.blr.com International Journal of Human Resources Development and Management Dr. M.A. Dorgham. (2002). International Journal of Human Resources Development and Management. Retrieved Feb 25, 2012, from http://www.inderscience.com/browse/