HR Responsibilities of Nursing Supervisors

Human Resource Management

• Transfers involve moving employees to different jobs that better satisfy their needs, providing broader job experiences, filling vacancies, and keeping promotion ladders open.

Compensation and Benefits

• Compensation administration determines a cost-effective pay structure that attracts and retains competent employees, provides incentives, and ensures fair pay levels.
• Factors influencing pay levels include job kind, business type, environment, geographic location, employee performance, and seniority.
• Compensation takes two forms: wages (hourly rate, salary, bonus, tips, commission) and benefits (social security, workers' and unemployment compensation, paid time off, insurance, and retirement programs).

HR Responsibilities of Nursing Supervisors

• HR/personnel planning ensures the right number and kinds of people are in the right places at the right time to help achieve organizational goals.
• Staffing involves filling open positions through six steps: job analysis, personnel planning, recruiting, interviewing, testing and selection, and training and development.

Job Analysis

• Job analysis gathers information to determine the elements of each job, identifying tasks, duties, and responsibilities to produce a job specification.
• Job analysis defines job content to base wages and salaries on.
• Job specification outlines the human qualifications required to accomplish a job.
• Job description documents job responsibilities and duties.
• Job evaluation serves purposes such as selection, performance appraisal, training, remuneration, and organizational restructuring.

Recruitment

• Recruitment attracts a pool of potential employees from which to select the best candidates to meet organizational needs.
• Methods of recruitment include current employees, advertising, the internet, employment agencies, contingent workers, and college recruiting.

Selection

• Selection involves choosing the most suitable candidates to meet business needs.
• Steps in the selection process include:
  • Preliminary interview
  • Biographical inventory
  • Testing (intelligence, mechanical comprehension, personality, ability, and aptitude)
  • In-depth interview
  • Performance references
  • Physical examination
  • Personal judgment

Training and Development

• Training provides new employees with information they need to do their jobs satisfactorily.
• Development involves the broader scope of improvement and growth abilities of employees.
• Well-designed training programs produce knowledgeable, motivated, and efficient employees.

Orienting Employees

• Orientation formally introduces new employees to their jobs, the organization, and socializes them with performance expectations.
• Objectives of orientation include reducing anxiety, familiarizing new employees with the job, and facilitating the outsider–insider transition.
• An effective orientation program reduces employee anxiety and turnover, conveying general information about daily work routine, organization history, and policies.