Week 9 Human Resource Management Plan and Job Aids - Accountant
Week 9 Human Resource Management Plan and Job Aids - Accountant
Popular in Course
verified elite notetaker
Popular in Department
This 15 page Study Guide was uploaded by needhelp Notetaker on Monday November 16, 2015. The Study Guide belongs to a course at a university taught by a professor in Fall. Since its upload, it has received 18 views.
Reviews for Week 9 Human Resource Management Plan and Job Aids - Accountant
Report this Material
What is Karma?
Karma is the currency of StudySoup.
You can buy or earn more Karma at anytime and redeem it for class notes, study guides, flashcards, and more!
Date Created: 11/16/15
Human Resource Management 1 HUMAN RESOURCE MANAGEMENT PLAN Human Resource Management Plan and Job Aids: Accountant xxxxxxxxx Axia University Human Resource Management 2 Table of Contents I. Executive Summary II. Job Analysis III. Selection Process IV. New Employee Orientation V. Training Development Plan VI. Attachments: a. Interview Questions b. Script for New Employee Orientation c. Job Analysis Human Resource Management 3 Human Resource Management Plan and Job Aids: Accountant Executive Summary This is a proposal for the DaVita Human Resource Department Accountant hiring program. Human Resource Management is vital in creating an organization and helping it grow and succeed. Most organizations today focus on improving performance and getting good results. Every organization faces the challenge of operating efficiently and effectively. In order to achieve their mission and goals every organization must recruit. No matter how small or large an organization is, the recruitment process expands the talent pool within that organization. With this hiring packet, we will provide each accountant a proper job analysis, so that the he or she has a full understanding of what the job consists of. We will also discuss an effective selection process, employee benefits and new employee training and orientation. Introduction With the competitive increase in today’s job market, hiring the best candidates has become a critical element in the success of any organization. The process of staff recruitment and selection is extremely complex within any organization and its integration into the organizational approach means that the successful outcome of such processes is essential for individual job performance and organizational success. The complexity of matching the right person to the right job is a perpetual activity for human resource practitioners and management. Using the proper recruiting, selection and training tools will not only reduce the number of applicants it will also single out the highest matching candidates. Therefore, allowing the organization to choose the best qualified candidate for the job (Bohlander & Snell, S. A., 2007). Human Resource Management 4 Job Analysis An accountant applies “principles of accounting to analyze financial information and prepare financial reports by compiling information, preparing profit and loss statements, and utilizing appropriate accounting control procedures” (HRVillage, 2009, Para 1). Since the accountant spends the most time with the client, he or she is responsible for ensuring the privacy, security and accuracy of each client’s budget and personal information. Accountant’s must be knowledgeable and be able to fully “analyze revenue and expenditure trends, recommend appropriate budget levels, and ensure expenditure control” (HRVillage, 2009, Para 1). In addition, the accountant must monitor the client’s budget, and resolve any accounting discrepancies in minimal time. The accountants must provide guidance to clients when making financial decisions. Accountants will aid in helping clients set and accomplish short and longterm financial goals. In addition, each accountant must oversee the client’s budget and ensure maximum profitability for the client’s organization. Efficiency organization is crucial in the accounting field; therefore, each accountant must maintain an organized work environment. Any concerns that the client may have must be brought to the attention of the accounting manager immediately. The accountant must compile the necessary information and make necessary recommendations based on the client’s best interest. The accountant must report any significant changes or discrepancies in the client’s monthly closing accounting reports. To carry out the above listed tasks the accountant is required to pay close attention to detail and be able to detect sudden changes in financial data. In addition, he or she must be able to communicate clearly with supervisors, clients, and colleagues. The accountant’s communication must be effective verbally and in writing; his or her financial monitoring must be uptodate and Human Resource Management 5 accurate at all times. The accountant must have decisionmaking abilities, must be able to handle a stress and must assist assigned clients effectively. One of the most important tasks of an accountant is the ability to establish and maintain a budget. In the accounting field, numbers are sensitive; therefore, observing the clients budget and coming up with the correct numbers is crucial. (Please see attached file) Selection Process With the competitive increase in today’s job market, hiring the best candidates has become a critical element in the success of any organization. The process of staff recruitment and selection is extremely complex within any organization and its integration into the organizational approach means that the successful outcome of such processes is essential for individual job performance and organizational success. The complexity of matching the right person to the right job is a perpetual activity for human resource practitioners and management. Using the proper selection tools will not only reduce the number of applicants it will also single out the highest matching candidates. Therefore, allowing the organization to choose the best qualified candidate for the job (Bohlander & Snell, S. A., 2007). Employers are realizing that the use of a well designed and implemented selection process can lead to enhanced employee performance, less misconduct, higher level of morale, increase in productivity, and reduction in turnover. Therefore, the importance of the recruitment and selection process is crucial for organizational competitiveness on the national and global level. “Organizations use several different means to obtain information about applicants” (Bohlander & Snell, S. A., 2007, p.246). Human Resource Management 6 Selection tools that we will use for an accountant are application and interview. Our first step in the selection process will be the application. The application can tell a great deal about a potential candidate. The use of the application gives us the opportunity to check if the person is under qualified or over qualified for a specific position. Without the use of the application then a great deal of time would be wasted on a single applicant only to find out they do not qualify. This not only saves the candidate time, it also saves the organization time and money. Our second step in the selection process will be a structured prescreening interview. This is a simple tool to help us quickly screen applicants who seem to have a potential for success as a Patient Care Technician. This will also help us screen out some of the people who are clearly not a good fit for the job. Next, we have the official interview; this process is one of the most important elements of the hiring process. The interview will give us the opportunity to see if the candidate matches up with what the application states and allows for questions to be asked on both ends. Interviewing allows the employer to see how well the candidate presents him or herself; furthermore, clear up any red flag that arises from the application. (Please see attachment of interview questions that we will ask.) Using the selection process listed will help in the process of hiring the bestqualified candidate for accounting position within our company. We must not to limit ourselves to the basic selection process and tools. Doing so will inhibit us from selecting the best possible candidates and the organization will suffer due to extensive turnaround. The recruitment process for the position of accountant would be through internet posting as well as internal employee referral incentives. Upon hiring the most suitable candidate for an accounting position we will Human Resource Management 7 share with the new employee our company’s compensation, incentive, and benefit plan as shown below. Benefit, Compensation and Incentive Plan for Accountants Benefit Plan Other Companies Current DaVita 2009 Office Visit CoPay $5 $5 RX CoPay $5Generic $5Generic $10 Brand $10 Brand OutofNetwork 1,500 per person 1,500 per person 2,500 Family 2,500 Family Emergency Department visits $100 $100 (waived if admitted) Vision Exam $5 ($150 Allowance for eyewear) $5 ($150 Allowance for eyewear) (Kaiser Permanente, 2008) Additional Benefits Cost Dental Insurance (Aetna) $8 single $12 Family Accidental Death and $25,000 (Provided by DaVita for Dismemberment FTE) 401K DaVita will match employees contribution 100% Paid Time Off Employees will accrue 0.21 minutes for every hour worked. Sick Time Employees will accrue 0.15minutes for every hour worked. (Kaiser Permanente, 2008) Option (Blue Cross) Employee Cost DaVita Cost Total Cost Single $70.65 $122.97 $193.62 Employee and Child $139.52 $236.88 $376.40 Employee and Family $185.78 $309.56 $495.31 (Kaiser Permanente, 2008) Other important factors considered when selecting these benefits were paid time off and sick time. Unlike other employers who give an employee a certain amount of set days per year we will give employees .21 minutes for every hour worked. Therefore, the more hours worked Human Resource Management 8 the more PTO (Paid Time Off) the employee accrues to be used as he or she wishes. In addition, sick time will be accrued at .15 minutes per hour worked to be used when employee brings doctor’s note for self or immediate family member. We are also considering a flexible spending account for employees where they can put aside pretax dollars to cover qualified childcare and medical expenses. This additional plan in conjunction with current set 401k plan will help employees feel more secure about their position and future with this company. With so many employees going from one job to the next in search of better benefits, we hope to demonstrate how providing these benefits to our employees will benefit both the employees and DaVita. Now we must set the incentives that will motivate our employees and increase productivity. We must keep in mind that everyone is motivated differently. Each individual has his or her own goals. In order to reach our goal all employees must come to work and be prepared to do their best; therefore we will begin our first reward program by giving $500 to each employee whom has perfect attendance within a six month period. This includes no absences, being late or the use of personal time off. Now, since the most important area of accounting is precise budgeting; we will monitor our employees through our records and select a shining star (employee of the month) every six months. The shining star will then be rewarded with a $500 bonus. This will motivate the employees to provide the best possible budgeting system in their area. To accomplish this we will not overload our accountants with clients and keep a client to accountant ratio to a minimum. After the implementation of the first two reward systems, we have now given the employees the opportunity to set their goals based on those incentives. Now we need to focus on what is going to make us the number one choice for clients; therefore, increasing the number of Human Resource Management 9 clients and profits; maintaining the clients profitability margin up. How we will monitor this can be challenge. We have set our goals for profit loss at 1.5% or lower for 99% of our clients. Now, our accounting supervisors will be monitored for accurate record keeping on a quarterly basis. We will pull each accountant files on a monthly basis to measure their progress with the client’s budget and record keeping. This will give us time to work on areas that need extra attention and provide insight on how close or far we are from our target numbers. This will also allow us to take care of any financial data discrepancies; therefore, giving the client the best possible service. Now we focus on the reward system for our accountants and accounting supervisors. Every quarter that we remain below the profit loss margin we will give each accounting supervisor an additional monetary reward in the amount of $1000. If we exceed our set margin we will then give a partial reward depending on how close to our margin we are. If the numbers fall above 1.8% there will be no reward. New Employee Orientation “Effectively orienting new employees to DaVita and a position in accounting is critical to establish successful, productive working relationships. The employees’ first interactions with us should create a positive impression of our facility. The time we spend planning for the new person's first days and weeks onthe job will greatly increase the chance for a successful start” (DaVita, 2008 p.3). An effective orientation will: (Human Resources: Berkeley, 2007) 1.Foster an understanding of the organizations culture, its values, and its diversity 2.Help the new employee make a successful adjustment to the new job Human Resource Management 10 3.Help the new employee understand his or her role and how he or she fits into the total organization 4.Help the new employee achieve objectives and shorten the learning curve 5.Help the new employee develop a positive working relationship by building a foundation of knowledge about the organization’s mission, objectives, policies, organizational structure, and functions Please see attached orientation script Training Proposal Human Resource Management along with the immediate supervisor will discuss the training needs for the new employee. The first step in effective training is analyzing the employee to find out what his or her skills are. The following step is to decide what type of training has to be given to each employee. When hiring an accountant there are several factors that need to be covered. In order to provide the best possible accounting practice and keep clients happy every employee must have customer service skills. Because customer service depends on a large number of variables every employee needs training. In accounting there are several issues that might indicate a need for training, such as increased client complaints or visible decrease in employee productivity. The primary reason for employee training is to increase his or her knowledge, skills and abilities for maximum performance (Bohlander & Snell, S. A., 2007). The training process will be set up into a two part training program. If there is need for additional training, an outside program will be arranged. We will begin our training by using a certified accountant as a preceptor to train the new employee with the financial data and software. These areas are the essential functions of the organization; therefore, if the new employee is unable to work with the software provided; the client can lose money. The chosen Human Resource Management 11 preceptor will remain with the new employee for a predetermined amount of time; mainly three to four weeks. Following the predetermined time an evaluation will be performed by the preceptor on how well the new accountant handles the financial records and record keeping process. Our second part of the training process will be the use of a self paced elearning program. Elearning will save the company money by bringing the training to the employee (Bohlander & Snell, S. A., 2007). This will also allow the employee to pace themselves while making sure he or she has a full understanding of the issue at hand. Although this will be a self paced program it will require a certification exam. This elearning program will be used as a constant yearly re fresher course for the accountant. Summary Reaching the final decision when recruiting can be tricky at times. Hence, by using this proposal we should be able not only to recruit but train and keep the best possible accounting candidates. This accounting hiring process is essential for our company’s growth and future. Following the decision to hire a certain candidate the employer must then make the job offer. Once the candidate accepts the offer, the deal is done the candidate has a job and the employer has a new employee. In order for a training program to be effective, an organization must have an overall objective and focus on needs rather than wants. In order for organizational success there must be a training system in place for all new and existing employees. Hopefully, the selection tools used for this position will allow us to make a sound decision based on the qualifying credentials presented by the employee (Bohlander & Snell, S. A., 2007) and our organization will succeed in finding the best qualified person for the job. Human Resource Management 12 References Bohlander, G. W., & Snell, S. A., (2007). Managing Human Resources (14th ed.). Florence, KY: Thomson Learning Higher DaVita (2008). DaVita Corporate. Retrieved March 19, 2009, from Code of Conduct: http://www.davita.com/corporate_governance/pdf/CorporateCodeOfConduct.pdf CollegeGrad.Com. (2007). Fifty Standard Interview Questions. Retrieved March 19, 2009, from http://www.collegegrad.com/jobsearch/MasteringtheInterview/FiftyStandard InterviewQuestions/ Human Resources: Berkeley. (2007, April 10). Managers, Supervisors and HR Professionals. Retrieved March 19, 2009, from Guide to Managing Human Resources: http://hrweb.berkeley.edu/guide/orient.htm Kaiser Permanente. (2008). Quotes and Applications. Retrieved March 19, 2009, from Kaiser Permanente:http://prospectiveemployers.kaiserpermanente.org/casmallbusiness/instantquot e/viewselectplans/planbenefitdetails.do Kettner, P. (2002). Achieving Excellence in the Management of Human Service Organizations. Boston: Allyn and Bacon. Human Resource Management 13 Attachment 1: Interview Questions (COPY AND PASTE LINK HERE) Human Resource Management 14 Attachment 2: New Employee Orientation Script or Agenda (COPY AND PASTE LINK HERE) IF I DO IT, IT WON’T OPEN FOR YOU. EXAMPLE BELOW OF HOW IT SHOULD LOOK, DO THE SAME FOR ALL THREE Attachment 2: New Employee Orientation Script or Agenda New Employee Orientation Script.docx Human Resource Management 15 Attachment 3: Job Analysis (COPY AND PASTE LINK HERE)
Are you sure you want to buy this material for
You're already Subscribed!
Looks like you've already subscribed to StudySoup, you won't need to purchase another subscription to get this material. To access this material simply click 'View Full Document'