Human Resources Management
Course Description and Outline
1) Human Resource Management
Introduction to Human Resources: the work of managing the organization. It is the effective use of
the organizations human resources to improve its performance. It takes knowledge, skills and
abilities. Only by effectively managing the practice’s human resources will the goals and objectives
be met.
2) Extensive Review of Legalities
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Equal pay Act 1963
Title VII Civil Rights Act of 1964
Age Discrimination in Employment Act of 1967
Equal employment opportunity Act of 1972
Pregnancy Act of 1978
Americans with Disabilities act of 1990
Civil Rights Act of 1991
Uniformed Services Employment and Reemployment Rights Act 1994
Fair Labor Standards Act – FLSA*
Exempt vs. Nonexempt Employees
-Nonexempt employees are entitled to overtime pay
-Exempt employees are NOT entitled to overtime pay
3) Legal Resources
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Your Local Chamber of Commerce
US Department of Labor (DOL) www.dol.gov
US Equal Employment Opportunity Commission (EEOC) www.eeoc.gov
Internal Revenue Service (IRS) www.irs.gov
Occupational Safety and Health Administration (OSHA) www.osha.gov
4) Best Practices for Hiring
Important to set a strong foundation.
As a precursor to hiring and recruiting, first evaluate each position within the practice and consider
the needed skills and personal attributes. A review of where to find good people.
Constructing an application: Consider what do you want to know and why? Things to consider:
penmanship; completion; content; questions; references; and background checks. In-depth review of
interview process and also how to conduct second interviews. Review of what to avoid in interviews.
5) Policy Manual
Review of what policy manuals should include and not include. What do they look like? Are they
necessary?
6) Job Descriptions
The foundation of a strong practice. Includes detailed review of job descriptions for all facets of
optometry businesses and how each position interacts with each other and executes responsibilities.
7) Training Schedules
Clear communication on expectations and responsibilities is key. Workshop provides detailed 3week training schedule for new employees, with time line and goals. 26-page training manual
provided as worksheet for workshop.
8) Performance Appraisals
Providing feedback to support team success. Frequency and content for new hires, throughout the
training process; frequency and content for existing employees, including how to conduct
evaluations as part of termination process. Sample evaluation provided.
9) Staff Development
Review of questions for employees to consider as they review their impact on the practice; two
levels.
10) Discipline and Termination
A review of documentation methods. Discussion of appropriate and professional disciplines
including verbal and written warnings, as well as suspension, demotion or job reassignments.
Improper forms of discipline are also covered.
11) Termination
A review of proper reasons for termination. Defining employment at will and good cause. A review
of improper reasons for termination. Develop a termination/resignation checklist to ensure that all
aspects ending employment are completed. Workshop covers all aspects of checklist.
12) Wrap Up
Great ideas for keeping staff motivated and having fun. Acts per day and per week that make a
difference. Concludes with participants committing to three priorities, setting timelines for success.