Chapter 2: Human Resource Management Systems and Development 3 CE Hours
Expiration Date : Febuary 5, 2026 Learning objectives After completing this course, the learner will be able to: Identify the components of a human resources management system. Describe the contents of an employee handbook. Understand the importance of a job description. Learn about the considerations of remote workers. Identify the employee recruiting, screening, and selection process. Understand the difference between employees who are salaried (exempt), hourly (non-exempt), and independent contractors. Recognize the legal and governmental requirements in hiring, training, supervising, and terminating employees. Course overview In this course, we examine human resources management and information. We identify components of a human resources program and describes contents of an employee handbook. We also discuss job descriptions and review governmental requirements in hiring, training, supervising, and terminating employees. We examine performance planning and evaluation and discuss a progressive disciplinary system. We also briefly
Understand performance planning and evaluation and how it relates to the ability of the community association to meet its objectives. Know the steps in a progressive disciplinary system. Identify the elements of effective customer service. Understand the requirements of effective communication between employees, directors, vendors, and members. Understand ADA requirements in the workplace. Describe organizational and corporate culture and values. Recognize the importance of ethical behavior in community associations. Recognize harassment and discrimination and how to handle them. Identify OSHA requirements. consider communications and customer relations within a community association. This course is divided into two parts: Part 1 outlines the essentials and effectiveness of a human resource management system; Part 2 outlines employment governance issues.
INTRODUCTION
● Training and developing employees. ● Establishing performance objectives and evaluating. ● Establishing appropriate and competitive pay scales and benefits. ● Supervising employees. ● Terminating employees. In the following pages, we will discuss human resource management and development in all aspects as may affect a community association, the community association managers (CAM) who serve the association as well as the management firms (CAB) that contract with and provide services for community associations.
A community association relies on human resources including employees, volunteers, and/or contractors to operate, maintain, repair, and replace its physical and administrative aspects. Human resource management (HRM) is the process of organizing, leading, and controlling employees, volunteers, and contractors (service providers) to achieve the community association’s goals. An effective human resource management includes: ● Establishing and administering human resource management systems. ● Complying with applicable federal, state, and local laws and regulations. ● Recruiting, screening, and hiring employees.
PART 1: THE HUMAN RESOURCES MANAGEMENT SYSTEM
● Policies and procedures related to maintaining employment records and files.
An effective HRM system includes: ● A comprehensive and relevant employee handbook. ● Job descriptions. The employee handbook A community association should have an employee handbook that contains written policies and procedures, even if it has only one part-time employee. When the CAM is employed by a CAB, then the employing unit should have an employee handbook that mirrors the association’s policies. The handbook should define the relationship between the association and employees who are hired by or report directly to the association and include reporting relationships among other employees. It should also explain the rights and responsibilities of both the employees and the employer. An effective employee handbook includes policies related to: ● Accident and incident reporting. ● Attendance and punctuality. ● Attendance at professional meetings. ● Behavior on the job.
● Bereavement leave. ● Care and custody of company equipment. ● Categories of employment. ● Certification, licensing, and other requirements. ● Company discounts. ● Confidentiality of information. ● Customer and public relations. ● Disability leave. ● Dress code policy. ● Employment at will*. ● Equal employment opportunity policies. ● Family and medical leave laws. ● Fingerprinting. ● Hiring procedures/orientation. ● Holidays.
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Book Code: CAMFL1524
EliteLearning.com/CAM/Florida
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