Business/Human Resources Human Resource Management

Business/Human Resources Human Resource Management is very crucial for any company in today's workforce. The Human Resources department develops policies and procedures within the company and must be prepared for any issues that may arise. They must have full knowledge of how the company is run so they know what types of employees would be an asset to the company. It is of great importance to have a very knowledgeable resource team and for that team to be effective in their positions.

If a company does not have an effective human resources team, the company itself could face failure.

(Human Resources Magazine.com 'Being an "effective" manager involves understanding how and where decisions get made, where the power bases are, what the drivers of change are and getting the right people on your side at the right time,') The employees that the Human Resource Department hires must be able to represent the company the best way possible, therefore the Human Resource team must be able to check references, do background checks, order drug tests, insurance, payroll, etc. (HumanResourceMagazine.com "managers also need to know how to manage themselves.

Given the burden of information most managers have to deal with, time management is an increasingly critical competency") They must be able to keep up with today's competitive market as well. Human Resource Management is the key to upholding the company. For this project, I will be analyzing my work place, Washington Telephone Federal Credit Union. In my opinion, I feel they have a very effective human resource team. They have a vast knowledge about today's workforce in this specified field.

I will be analyzing their policies on promotions, transfers, and the Educational Assistance Program. I will interview the Human Resources Director, and the Operational Manager, who in charge or branches, as well as different coworkers. It is my intention to be able to obtain information on what the organization's mission and vision is. What their strategic goals, plans and implementations are. How the employees feel about the policies that come from the Human Resources Department, if they are beneficial to all employees.

Interview with Donald Creel, Human Resources Director: Mary: How do you determine how much an employee's reimbursement should be for the Educational Assistance Program? Mr. Creel: Educational Assistance is offered to all employees, however, Washington Telephone Federal Credit Union has established a budget based on a certain number of employees who actually use the process and submit their tuition reimbursement for the courses taken in a specific year, WTFCU has an average of 6% of employees who seek tuition assistance.

Highlights from the WTFCU Employee Handbook: " The Tuition Assistance Program of the Credit Union provides financial assistance to employees who participate in approved college-level courses. The intent of the program is to encourage, through self development, an increase in the technical and overall competence of Credit Union employees so that they may more effectively meet the requirements of our increasingly complex operations. The school must be accredited and offer courses leading to a degree. Courses selected must be of college level and must be granted for credit toward a degree.

Subject to the approval of a higher management or the Director of Human Resources, however special consideration may be given to courses offered by technical institutes and other schools. Employees are expected to be mindful of their continuing day-to-day job responsibilities and select reasonable study loads. Each employee must participate voluntarily outside of work time and take steps to prevent the courses from interfering with job performance.") Mary: What factors are considered when transferring one staff member position to another position? Mr.

Creel: Human Resources meets with each department head and with executive team members to determine the needs of the business. Based on their skills, and/or prior work experience, a candidate may be eligible for transfer consideration. A) The immediate position and supervisor must know and agree to allow the employee to move. B) The employee may or may not initiate the move consideration. C) This consideration could be succession planning related, or it could be career expansion; also it could be elimination/consolidation of prior position.

D) The end result would be based on the company needs. Highlights from WTFCU Employee Handbook: " A transfer occurs when an employee is moved to a job that requires similar skills, responsibilities and experience as an employees current position. A transfer allows an employee to gain additional experience that may enhance his or her opportunity to be promoted. There will be no salary increase in this type of transfer. A transferred employee also will be subject to a 90-day try-out period in his or her new position.

If it appears that the employee is unable to perform his or her new duties, the Credit Union will try, but cannot guarantee placement of another position. The employee's salary may require adjustment accordingly.") Mary: What considerations are taken when creating new Human Resource Policies? Mr. Creel: Human Resources receives interest from many sources, federal, state, county, management, or employee representatives- all appropriate data must be gathered and then presented, discussed, and reviewed with the legal advisory before the final adoption and implementation.

Example: When HR introduced the Employee Guide, I met with each department to address the highlights and address as to why or why not the changes should be implemented. Mary: What qualifications are needed for promotion for each position? Mr. Creel: HR has a job description, which contains the required, and/or desired qualifications noted for each position.

Upon consideration, the hiring manager must know from the interview or resume of the qualifications required to attain such consideration for the position, therefore, the manager makes the recommendation of selecting the most qualified candidate to be considered for being awarded the promotional opportunity, then submits their recommendation to HR for final consideration. Highlights from WTFCU Employee Handbook: " A promotion involves a change in job classification, and generally entails a higher level of responsibility. The Credit Union has an internal promotion policy for all employees.

Any employee who has been in his or her current job for at least one year and who meets the qualifications for a vacant position is encouraged to apply. Among the factors that will be considered by the Credit Union when an eligible employee applies for a promotion are: 1) whether the employee meets all the qualifications of the job. 2) the employee's performance and work history with the Credit Union. 3) the employee's work experience prior to joining the Credit Union. 4) the employee's length of service with the Credit Union.

Employees receiving a promotion will be eligible for promotional increase consideration. The amount of an employee's promotional increase, if any, will be determined by such factors as 1) the salary grade and range of employee's current job 2) the salary grade and range of the job to which the employee is being promoted. 3) the employee's qualifications in comparison to the requirements of the new job.

A promoted employee will be subject to a 90-day-try-out period in his or her new position.") By utilizing the above information from the Human Resources Director and the policies in the Employee Guide, I felt that getting other employees opinions would benefit this project. I believe their input is important because they are in fact the people who must follow these guidelines. Mary: How do you feel about the HR policies? Khema Kent, Operational Manager: I feel our HR policies are pretty good for today's standard.

For Example, the part-time we have are entitled to our 401k plan, sick leaves, vacation leaves and one and a half times pay for Saturday day work only. Co Worker One: Some of the policies I agree with, while others at times don't seem very fair. Co Worker Two: Each company needs to have a set of guidelines for employees to stay focused and share a common goal. Mary: Do you feel the policies coming from HR are effective? Khema Kent, Operational Manager: Yes. Since we do follow these policies.

They are very effective. Co Worker One: Yes. They are effective as long as the HR Department enforces the policies the system works. If HR doesn't enforce these policies they will not be effective at all. Co Worker Two: Yes. They are effective. It is helpful whenever conflicts occur. It helps to eliminate doubts. Mary: Do you think you, personally, are benefiting from HR policies? Khema Kent, Operational Manager: Yes, for the most part. Since I am working part-time, I would not get every benefit as full time employees.

Such as: health insurance, tuition assistance program and paid over time. Co Worker One: Yes I am. Co Worker Two: Yes. I may not agree with all the policies set up by our Credit Union, but it helps to avoid clashes and struggles of ideas among workers. Mary: Do you fell you would benefit from the Educational Assistance Program? Khema Kent, Operational Manager: The Education Assistance Program is a really good program for employees to start or to continue their education.

Whether it is an accredited course or in house training seminars. Therefore, it is very beneficial, especially in today's competitive business world. Co Worker One: I personally don't feel it is beneficial to me. My field is not related with any financial fields so the Credit Union will not pay to further my education. Co Worker Two: The course of work for which I would like to attend is neither an approved college level course, nor towards any degree program.

Therefore, the Credit Union will not pay, so no, it is not beneficial to me. Mary: How do you impact the Human Resources Policy? Khema Kent, Operational Manager: As far as HR concerns, we have no impact since there is no suggestion box available. Co Worker One: I don't feel I do. Co Worker Two: I would like to try to persuade our HR Department to set up a suggestion box. Give the employees a chance to voice our suggestions. We should be allowed to express our constructive comments.

Although, we are encouraged to speak openly to our supervisors, we would all cherish the privacy of our suggestions. Mary: What do you know of the promotion policy? Khema Kent, Operational Manager: We have an internal promotional policy for all employees who have been in their current positions for at least one year, and have met the qualifications for a vacant position. Also, a promoted employee will be subject to a 90-day try-out period in their new position.

Co Worker One: I was recently promoted, so I am aware of the policy. Co Worker Two: It is based on your qualifications, past performance, year of service and a supervisor recommendation. Mary: How do you feel about the promotion policy? Khema Kent, Operational Manager: I feel as long as the employee meets the qualifications by the HR requirement. It is an effective policy. Co Worker One: The policy seems to me to be fair.

Co Worker Two: Although the policy offered by our Credit Union is rather fair, feel it does need some improvement. The policy states "if the employee receives a merit increase within the three-month period preceding the promotion, no increase will be given." My concern is once the promotion became effective, the employee may or may not receive the promotion increase until months later. I personally do not believe this is a fair practice.

As far as employee number two's concern with merit/award promotion, the Washington Telephone Federal Credit Union Employee Handbook states, " Employees may receive awards and other form of formal recognition for outstanding performance or incentives for Credit Union-wide promotions, cross sales or special achievements resulting from exemplary performance of their duties. The incentive awards are set by management and the monetary amounts can be changed or discontinued at their discretion." believe for some employees, at the Credit Union, are at a disadvantage.

For the Credit Union to be able to enhance the employees that want degrees there are other employees that could use the assistance as well. Some employees may feel they are not suited for degrees but want to enhance their education and are unable to afford to do so. Every company has different departments and those employees should be allowed to enhance their education for those departments and make the separate departments more productive. Every department does not need every employee to have a degree.

Every employee should be allowed to obtain an education with the Employee Assistance Program. While it is clear that Washington Telephone Federal Credit Union is eager to enhance the education of it's employees, whether it be to enhance.