Human Resources Management for Public and Nonprofit Organizations

384 Human Resources Management for Public and Nonprofi t Organizations

HR Planning and Analysis

Organization charts

Staffing projections

Skills inventories

Turnover analysis

Absenteeism analysis

Restructuring costing

Internal job matching

Staffing

Recruiting sources

Applicant tracking

Job offer refusal analysis

Compensation and Benefits

Pay structures

Wage and salary costing

Flexible benefit administration

Vacation use

Benefits use analysis

401(k) statements

Notification of benefits under the

Consolidated Omnibus Budget

Reconciliation Act

Employee and Labor Relations

Union negotiating cost

Auditing records

Attitude survey results

Exit interview analysis

Employee work history

Equal Employment

Affirmative action plan

Applicant tracking

Workforce utilization

Availability analysis

HR Development

Employee training profiles

Training needs assessments

Succession planning

Career interests and experience

Health, Safety, and Security

Safety training

Accident records

Occupational Safety and Health

Administration reports

Material data records

HRIS

FIGURE 13.1. USES OF HUMAN RESOURCES

INFORMATION SYSTEMS

A typical HRIS system for employee record keeping maintains basic

data, such as the employee ’ s name, age, sex, marital status, address,

educational background, salary, job title, date of hire, and date of

termination. The system can produce a variety of reports, such as lists

of newly hired employees, terminated employees, leaves of absences,

employees classifi ed by job type or educational level, or employee job per-

formance levels. Such systems are typically designed to provide data neces-

sary for federal and state record keeping requirements.