Davenport University



Davenport’s Bachelor of Business Administration’s Human Resources Management program is aligned with the Society of Human Resources Management (SHRM) educational standards for human resources professionals. Eligible students can prepare for and take the SHRM Certified Professional (CP) exam during their senior year. Students in the Human Resources Management program receive broad exposure to human resources careers, topics, policies, and real world applications. With an emphasis on the important strategic role human resources plays in business, students learn through varied methodologies that develop the strong critical thinking and communication skills human resources professionals need in the twenty-first century.Strategic ManagementWork with leadership to identify the short-term and long-term strategic objectives of the organization, create recommendations to achieve the goalsWorkforce Planning and Employment (recruitment and selection)Recruit, interview, and preform background checks for potential employees Consult with employers to identify needs and preferred qualificationsInterview applicants about their experience, education and skillsContact references and perform background checksInform applicants about job details such as benefits and conditionsHire or refer qualified candidatesConduct new employee orientationsCreate procedure for employment postings and sites; create job postings to attract diverse candidates and Work with leadership to determine skill sets and minimum requirements that will benefit the organizationHuman Resource Development (training & development)Identify employee-training requirements Succession planning or career development plan Performance management and development program Coaching or mentoring opportunitiesPolicy Formulation (website creation, training and research)Review current employee handbook and make recommendations for improvementsWork with Information Technology and Communications Directors to develop/design the HR website. Assist Director, Employee Relations, in the design of links, searchable documents and forms in editable/form-filled format. Develop an “Ask HR” link on the HR site so employees and managers can send in questions. Develop a “What’s New” section. Develop training module for the employee handbook to be accessed on the company site. Assist with coordinating training for new hires and all staff when changes to content are made. Populate information to Learning Management System (LMS) into employee’s training history. Society of Human Resource Management (SHRM) Council on Human Resource Management (CHRM) Lawyers Employee and Labor RelationsCreate employee relations tracking log to capture consultation, discipline, attorney requests, subpoena’s and non-employee matters. Create a system for “Litigation/Attorney” related case files – Log and storage system. Create improvement plan to assist with employee trainingCreate tracking system for vacation time Create a flexible work schedule or job sharing plan Total Rewards (Compensation and Benefits) Job Analysis Meet with leaders to understand the position and the need that they are trying to fill. Define the purpose of the job, job duties, and requirements. Review the job description with the leader and make adjustments as needed. Educate the leader on the process for having the job evaluated and a pay rate established. Establish a pay rate for the job. Create or work with a Human resource management system (HRIS) to have employees properly set up in system. Development and Documentation of Processes Create an easy to use one to two page guide that managers can reference on the job evaluation process. Establish a best practice pay policy based upon research from SHRM, World at Work and other recognized sources. Risk ManagementSafety Update the safety manual to meet current OSHA standards Plan and conduct quarterly safety meetings with the assistance of the Director. Monitor trends to see if there are items that are causing injuries. Bring forth a recommendation to resolve. Develop a Workers’ Compensation process. Investigate the cost to the organization for paying during the waiting period before Workers’ Compensation payments are made. Develop a recommendation based upon findings. Healthcare Develop a benefits survey to determine the needs of staff in regards to benefits. Conduct focus groups, if needed, based upon the results of the survey. Develop a communication plan for staff to understand benefits. Develop a plan to have vendors more involved and visible at all locations to answer staff questions related to benefits. ................
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