DECA Human Resources Management Pathway - Performance Indicators

Explain unfair labor practices.

Actions taken by employers or unions that are illegal under the National Labor Relations Act (NLRA) and other labor laws. (Unfair treatment because of race, religion, gender, etc.)

Comply with compensation and benefit laws.

Compensation law is a system of rules in every state designed to pay the expenses of employees who are harmed while performing job-related duties. Employees can recover lost wages, medical expenses, disability payments, and costs associated with rehabilitation and retraining, refers to compensation provided in whole or in part to workers, by their employers, to supplement their wages or salaries, but are not required by law. ... Providing employee benefits is not legally required by employers.

Repurpose content for social media.

Starter content doesn't need to be a blog. You might start with a newsletter or a visual or a downloadable document, and go from there.

Maintain confidentiality in dealing with personnel.

All employee records should be kept in a secure location, such as a locked cabinet or locked office. Keep in separate files.

Describe elements of a human resources management's communications program.

Communication is used in human resources to relay information from directors to employees. This information pertains to company policies or goals. Effective communication increases productivity, which benefits employees and the company. Proper communication techniques can boost employee morale to create a positive work atmosphere.

Explain human resources management functions.

three major areas: staffing, employee compensation and benefits, and defining/designing work. Essentially, the purpose of HRM is to maximize the productivity of an organization by optimizing the effectiveness of its employees.

Discuss factors that impact human resources management (e.g., availability of qualified employees, alternative staffing methods, employment laws/regulations, company

policies/procedures, compensation and benefit programs, staff diversity, etc.).

social and cultural environment in which a business operates will have an important influence on human resource management (HRM). The cultural and social environment includes such things as work ethic, attitude towards work and employee motivations.

Describe planning techniques used in the hiring process (e.g., succession planning, forecasting, etc.).

General Information

Position Purpose

Essential Functions

Minimum Requirements

Preferred Qualifications

Explain assessment methods used in the hiring process.

Resume or Job Application evaluation

Screening questions at time of job application

Skills testing that examines skills and knowledge levels

Psychometric assessments that examine job fit in terms of learning ability, interests, motivation, values and personality match

Interviews (both phone and face to face)

Explain contingency factors affecting job offer (e.g., background checks, drug tests, physical

results, etc.).

A contingency is a caveat or exception to the agreed upon terms of a contract or offer, background checks, drug tests, economic growth, technological advances,

Track job applicants.

type of software application that handles the recruitment process, namely by sorting through thousands of resumes, to determine which ones are the best fit for the positions for which they were submitted, help employers save time and paper and help them stay organized

Administer and interpret employee selection tests.

One method that is becoming increasingly used is employee selection tests. These tests aim to provide a potential employer with an insight into whether you will be able to cope with the intellectual demands of the job and how well you work with other people, aptitude and ability tests consist of multiple choice questions and are administered under exam conditions. These types of test can be broadly classified onto the groups shown and you may be asked to sit a test which consists only of 'numerical' questions or these may form part of a test which consists of questions of different types

Perform post-employment offer activities.

Developing a job offer requires an understanding of what job functions the position will entail as well as looking at market research for an appropriate salary and benefits package that will be competitive with similar positions in the area.

Explain the use of employment contracts.

Employment contracts are useful for explaining the details of the employee-employer relationship to prevent a possible "implied" contract, according to AllBusiness website. ... To counter an implied contract, you can use a written contract that guarantees only basics, such as the hiring date and hour wage or salary.

Explain standard relocation practices.

Companies use relocation packages as recruiting tools and as incentives for transfers, house hunting, storing/moving expenses, temporary living expenses

Assist with employee relocation.

pack/unpack services, moving company, home sale, temporary housing, transportation, child care costs, spousal employment

Describe expatriation and repatriation issues and practices.

Common problems expats face are loneliness, cultural differences, sorting out health care, cost of living, finding proper schools for children, learning the language and relationship problems.

Assess employee skills.

test, self-assessment, feedback from their team/coworkers, client feedback, put them in real situations

Conduct task/process analysis.

1. Research every aspect of a typical work day. 2. Identify all of the steps involved, as well as the desired outcome. 3. Concentrate on the individual actions for each step. 4. Consider all of the skills and information involved in the task. 5. Be as clear and concise as possible. 6. Determine the best delivery method for the task online training.

Conduct gap and/or needs analysis to identify human-resources development needs.

planning tools, projecting staffing, current staffing, strategies

Assess company's learning needs.

analyze employees performance, their current performance, identify gaps, prioritize needs, evaluate, pinpoint area of improvements

Determine learning objectives.

Learning objectives are statements that define the expected goal of a curriculum, course, lesson or activity interms of demonstrable skills or knowledge that will be acquired by a student as a result of instruction.

Choose learning methods.

Any method of learning should support individuals, teams or the organisation as a whole to build capability that meets business need. As working environments become more complex and greater agility is needed to ensure capability among employees, it's more important than ever to consider the breadth of different learning methods available.

Write training activities.

establish what will be done and how

Prepare a training plan.

creating a plan to reach the final destination

Design a learning module.

A learning module is a container for content that holds an organized collection of material presented with a table of contents. Typically, you create learning modules in content areas. You add and manage content in a learning module just as you do in a content area. You can add content items, file attachments, links to websites, tests, assignments, and multimedia. Use a learning module to support a course objective, concept, or theme.

Select subject-matter experts for employee-development activities.

those specialized in an area to lead the team

Facilitate employee learning.

communicate strategy, help learn with new opportunities, manage opportunities for high-potential employees, help them customize their career, articulate expectations, managers are source for developmental experiences

Evaluate learning.

tests, see strengths and weaknesses

Determine issues impacting human-resources development (e.g., organizational culture and policies, societal norms, etc.).

competition, new technological developments, policies, new societal norms, economic impact

Apply human-resources development theories.

HRD function is the layer between the management and employees to ensure that the decisions made at the top are communicated to the employees and the feedback from the employees is likewise communicated to the top.

Assist with establishment of work rules.

observe work routine, enlist employee input, add rules from US Occupational Safety and Health Administration, rules about substance use/smoking, dress code, system for the enforcement of the rule

Describe ways that businesses build positive employer-employee relationships.

communication, feedback, gratitude, celebration/reward, respect, motivations, resolving conflict

Foster employee engagement and commitment.

While commitment refers to employee's satisfaction as well as identification with the organization, employee engagement goes a step further, and involves the employee making discretionary efforts towards attainment of organizational goals, get goals, team trust, celebrate contributions, co-dependency, lead, trust, be strategic, job satisfaction, set up systems, benefits (slightly higher than what the market dictates)

Assess effectiveness of employee-relations activities.

credible communication, hr access, job recognition, welfare, information exchange

Explain labor-relations issues.

correct inappropriate behavior, legal issues, conflict management, attendance, disciplinary action

Describe talent management issues associated with organizational changes (e.g., right-sizing, downsizing, talent relocation, organizational restructuring or redesign).

Recruiting talent

Training and Developing talent

Retaining talent

Developing Leadership talent

Creating talented ethical culture

Discuss issues associated with workplace diversity (e.g., ethnic, generational, religious, gender).

Respect In The Workplace

Conflict.

Lifestyle Acceptance

Ethnic And Cultural Differences

Gender

Harassment.

Communication.

Generation Gaps.

Describe out-placement procedures and activities used in layoffs.

The analysis of the downsizing decision

Outplacement provider selection criteria

General Terms and Conditions Criteria

Reporting and Payment Conditions

Document employee issues (e.g., reasonable suspicion, harassment, attendance) and recommend solutions.

Discrimination and Harassment at Your Job.

Employment Background Checks.

Family and Medical Leave Act (FMLA)

Labor Unions.

Minimum Wage, Overtime, and Misclassification.

Unsafe Workplace Complaints and Conditions.

Workers' Compensation.

Wrongful Discharge/Termination of Employment.

Explain the nature of benefit plans (e.g., health insurance, life insurance, educational assistance, health club membership, etc.).

Employee benefits are optional, non-wage compensation provided to employees in addition to their normal wages or salaries. These types of benefits may include group insurance (health, dental, vision, life etc.), disability income protection, retirement benefits, daycare, tuition reimbursement, sick leave, vacation (paid and non-paid), funding of education, as well as flexible and alternative work arrangements.

Explain the nature of fitness/wellness programs offered by businesses.

gyms, smoking termination programs, transportation options, paramedical services (massages), yoga, lunch & healthy snacks, employee assistance programs, naps, wellness adventures, weight loss challenges...wellbeing of employees = wellbeing of company

Explain the nature of retirement plans.

is the process of determining retirement income goals and the actions and decisions necessary to achieve those goals. Retirement planning includes identifying sources of income, estimating expenses, implementing a savings program and managing assets.

Explain components of total rewards system.

Compensation.

Benefits.

Work-Life Balance.

Performance Recognition.

Career Development.

Discuss the nature of executive compensation.

financial compensation and other non-financial awards received by an executive from their firm for their service to the organization.

Explain payroll functions.

it ensures that all employees receive their wages. In practice, the payroll function extends to a fairly wide range of administrative and labour issues.

Manage flexible work arrangements.

flexibility in the scheduling of hours worked, such as alternative work schedules (e.g., flex time and compressed workweeks), and arrangements regarding shift and break schedules; ... flexibility in the amount of hours worked, such as part time work and job shares....make sure work is completed = company engagemant

Administer leave management procedures.

having a reliable leave management system is important. Research has shown that poor leave management practices may negatively affect employee performance. It can also affect employee morale and therefore impact project deliverables...make sure policies are followed

Administer employee fitness/wellness programs.

implement programs, gyms, smoking cessation, yoga, healthy food, rest/breaks/naps

Arrange pension/retirement benefits for employees.

A traditional pension plan that defines a benefit for an employee upon that employee's retirement is a defined benefit plan

Identify emerging compensation issues.

technology/innovation, manufacturing, affordable care, workplace safety

Explain methods that can be used to analyze total rewards programs.

review current packages, communicate findings, asses base pay, incentives, wage fluctuations, paid time off

Benchmark total rewards practices by successful organizations.

compensation, pay for performance, labor cost

Conduct benefits need assessment.

helps to identify, assess and compare what your organization is doing with the knowledge, skills and behaviors needed to enhance its performance

Assess company's employee fitness/wellness program.

see how much it's helping

Evaluate effectiveness of company's injury/occupational illness prevention programs.

proactive process to help employers find and fix workplace hazards before workers are hurt. We know these programs can be effective at reducing injuries, illnesses, and fatalities.

Explain the nature of organizational development.

study of successful organizational change and performance.

Verify new hire's employment eligibility.

form I-9 for verifying the identity and employment authorization of individuals hired for employment in the United States

Process immigration-related records.

legality

Administer worker's compensation claim.

insurance to cover injured employees

Process OSHA documentation.

encourages all employers to adopt an Injury and Illness Prevention Program. ... Many states have requirements or voluntary guidelines for workplace Injury and Illness Prevention Programs.

Complete new hire documentation and reporting.

follow policies and get assigned leads

Explain trends in human resources management.

more social, benefits, technological advancements, feedback, people seek more independence and opportunities

Determine turnover rate and its causes.

employees leave - higher pay, not engaged, uninterested, poorly managed

Identify and report factors negatively impacting productivity.

attitude, health, downsizing, outsourcing, heavy workloads, stress, inadequate resources, poor leadership, lack or role/accountability clarity, personality/ego/value clashes, poor team selection, outdated technology, harassment, discrimination, poor management

Explain the nature of a human resource information system (HRIS).

form of HR software that combines a number of systems and processes to ensure the easy management of a business' employees and data

Capture and store data in a human resource information system (HRIS).

However, new advances in microchips have made it possible to store large quantities of data on personnel computers and to perform statistical analyses that were once only possible with large mainframe computers. A Human Resource Information System (HRIS) is a system used to acquire, store, manipulate, analyze, retrieve, and distribute information related to the company's human resources.

Mine data in human resource information system.

the practice of examining large databases in order to generate new information.

Explain the nature of a learning management system (LMS).

software application for the administration, documentation, tracking, reporting and delivery of educational courses or training programs

Capture and store data in a learning management system (LMS).

updates on progress

Mine data in learning management systems.

look through progress

Describe general health and safety practices monitored and assessed by human resources management.

use of equipment, follow policies

Discuss the nature of incident and emergency response plans.

should also include a process for damage assessment, salvage, protection of undamaged property and cleanup following an incident. These actions to minimize further damage and business disruption are examples of property conservation.

Describe the nature of employee-assistance programs.

work-based intervention program designed to identify and assist employees in resolving personal problems (e.g., marital, financial or emotional problems; family issues; substance/alcohol abuse) that may be adversely affecting the employee's performance.

Conduct an accident investigation.

Step 1: Assess the Injury

Step 2: Obtain Medical Treatment if Necessary

Step 3: Interview Injured Employee and Witness(es)

Step 4: Observe Accident Scene and Analyze the Facts

Step 5: File a Workers' Compensation Claim

Step 6: Follow Up

Step 7: Corrective Action

Identify potential workplace violence conditions.

Workplace violence is violence or the threat of violence against workers, cultural difference

Monitor drug and alcohol testing.

safety

Identify opportunities to "green" the workplace.

recycle, technology = less paper

Recommend an emergency response plan.

where to go

Recommend an incidence response plan.

say what to do

Recommend a security plan for a business.

where to keep stuff, password security

Explain career opportunities in human resources management.

training and development manager, employee education consultant, hr manager/expert

Describe certifications for human resources-management professionals (e.g., Professional in Human Resources [PHR], Senior Professional in Human Resources [SPHR], Global Professional in Human Resources [GPHR], etc.).

PHR: Professional in Human Resources, SPHR: Senior Professional in Human Resources, SHRM-CP: SHRM Certified Professional, GPHR: Global Professional in Human Resources

Identify continuing education courses or programs available to enhance human resources management skills.

Organizational theory and design.

Behavioral science.

Legal issues in HR management.

Performance management and assessment.

Employee training and development.

Compensation and benefits.

Identify professional association opportunities for human resources management professionals (e.g., educational opportunities, networking, conferences, newsletters, publications).

Society for Human Resource Management, HR People + Strategy, National Human Resources Association, Academy of Human Resource Development, Association for Talent Development, International Association for Human Resources Information Management

Explain how human resources management participates in a company's strategic planning process.

Strategic planning focuses on what a company wants to do, rather than how it does it. For example, a company might decide it needs to diversify into new business areas because the chance for increasing its current market share is small. The strategic options might include developing new products within its current market, entering a completely new market or buying a business.

Describe the impact of organizational factors on human-resource management strategies (e.g., global business strategy, organizational structure, organizational culture).

through the use of organizational factors, staffing and other responsibilities can be done efficiently, bring in new technologies, budget, leadership

Identify ways to use crowdsourcing in business.

use crowdsourcing in order to get money through donation for new ideas