Human Resource Management. 4.1 In conjunction with management, develop staffing profiles for all areas to meet service requirements.
4.2 Liaise with Directors to identify research and prepare proposals on opportunities and implications of implementing staffing strategies.
4.3 Liaise with Nurse Managers, Medical Administration, HCN and Workforce Services to ensure the correct allocation of staffing costs.
Human Resource Management. The Union and the Employer endorse the philosophy that people are the most valuable resource of the Federal Bureau of Prisons. We believe that every reasonable consideration must be made by the Union and the Employer to fulfill the mission of the organization. This will be achieved in a manner that fosters good communication among all staff, emphasizing concern and sensitivity in working relationships. Respect for the individual will be foremost, whether in the daily routine, or during extraordinary conditions. In a spirit of mutual cooperation, the Union and the Employer commit to these principles.
Human Resource Management. Develops continuing education programmes for clinic staff and implements in-house training. • Ensures the requirements of the Equal Opportunity and Occupational Safety and Health Legislation are met within the Area.
Human Resource Management. Ensures the requirements of the Equal Opportunity and Occupational Safety and Health Legislation are met. • Develops continuing education programmes for clinic staff and implements in-house training. • Reports on the distribution and utilisation of dental staff and effects appropriate staff development. • Oversees sessional/locum dentists with regard to any clinical duties they undertake. • Makes recommendations on staffing issues.
Human Resource Management. Contractor will provide human resource management which includes activities to establish project organization, acquiring and nomination of required resources and possible outsourcing principles. Human Resource Management includes organization management, mobilization
Human Resource Management. (1) If the Recipient recruits personnel with Funding associated with this Agreement, the Recipient must ensure that appropriate standards of human resource management based on the Principles of Natural Justice are utilised and that they are aligned with the following: • based on proper assessment of merit, equity and diversity • be free from bias, nepotism and patronage • be fair and consistent • be open, competitive and impartial • be transparent and capable of review. The Western Australian Public Sector Standards in Human Resource Management and/or the standards prescribed under the Local Government Act 1995 should be considered as the minimum standard required where an award does not exist.
(2) The Recipient must ensure that there are mechanisms in place, appropriate to the size of the organisation, to ensure: • the Equal Employment Opportunity Act 1984 is complied with and the business opportunities available through workforce diversity are realised • staff and volunteers have the appropriate capabilities to deliver the Outcomes and Outputs the Recipient requires of them • facilitation for employees and volunteers of the raising, investigation and determination of grievances • that recruitment and selection processes and decisions are made in accordance with legislative requirements and industrial instruments • that requirements under legislation and industrial instruments are applied for termination of staff and volunteers • that salaries, wages and allowances are paid in accordance with legislation, industrial instruments and taxation laws which meet audit requirements for maintenance of appropriate pay records • compliance with the Work Health and Safety Act 2020, and the Work
Human Resource Management. Workplace Management: Assist in staff recruitment and retention strategies and performance management. Manage work practices in accordance with award agreements and entitlements.
Human Resource Management. Establishment levels and staff list in the Directorate and assigned job schedules. Organisation manuals may contain the ideal establishment level for the organisation. However, what is required here is for the Director to prepare an establishment level for the reporting year. It should reflect the following fields:No. Grade Approved Establishment for 2022 Number at Post Variance
Human Resource Management. Liaise with the Director of Nursing or Hospital Manager in respect of high level staff management matters and decisions. This may include matters of conduct, performance, recruitment, selection, orientation and termination within the designated Department and ensure all processes are conducted in line with organisational policies; – Develop and monitor Unit/Department rosters that support the Hospital’s model of care and safe service delivery; – Identify and implement appropriate training initiatives and development opportunities for all staff; – Utilise collaborative practice, influence and advanced communication to build a high performing team; – Undertake performance appraisals in accordance with the organisation’s policies; – In a timely manner manage the implementation of performance/conduct management strategies when required; – Proactively manage any staff grievances that arise and consult with the Director or Nursing or Hospital Manager as required; – Assist in the review and update of staff position descriptions as appropriate; – Diligently monitor and authorise staff time and attendance records and leave applications as stipulated in the organisation’s Delegations Manual; – In consultation with the Director of Nursing or Hospital Manager maintain an effective and current succession plan to anticipate absences as a result of leave or separation; – Ensure all staff are kept up-to-date on departmental performance and other relevant issues through efficient and effective communication; – Ensure the effective/efficient use of all human resource functions, work practices and procedures and appropriate documentation is maintained.
Human Resource Management. Provide leadership to and manage the development of staff according to both personnel and organisational requirements. • Assess the team’s competencies and ensure skill bases meet requirement for achieving strategic and service delivery plans. • Ensure Annual Performance Reviews are completed on time and within the bounds of Shire Performance Review Policy. • Oversee the recruitment and selection process in conjunction with management and Human Resources. • Comply with all statutory obligations, including the Local Government, Equal Employment Opportunity (EEO), Organisational Risk Management and current OSH Acts, regulations and code of practice • Demonstrate safety leadership as a priority and seek guidance for all new or modified work practices • Not willfully place at risk the health or safety of any person in the workplace • Ensure safety is an agenda item at meetings • Attendance at OSH Committee if requested. • Complete safety observation’s and ensure that any hazardous conditions, near misses and injuries are reported immediately and closed out in a timely manner • Participate in incident investigations • Ensure compliance with relevant legislation, policies and procedures. • Ensure all documentation is appropriately recorded and stored. • Ensure compliance with software licence requirements. • Ensure compliance with the State Records Act 2000 by ensuring corporate documents are recorded in the Shire’s Record Management System. • Carry out duties in accordance with the Shire’s Code of Conduct, relevant legislation, policies, procedures and guidelines.
