HR Audit: Florida Corrections and Rehabilitation

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Introduction

An HR audit is a practice used by organizations to develop and evaluate ways of strengthening workforce performance. The main issues considered in the evaluation process include; methods of cost reduction, employee motivation and means to improve productivity and growth in an organization. Evaluation of HR audit is based on the level of success in attaining set objectives.

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Using Florida Corrections and Rehabilitation (FCR) as Benchmark, the paper describes the best HR practices such as; HR planning, performance appraisal, 360 feedback mechanism and rewards schemes among other practices. Most organizations use HR audit as a guide to identify best practices to improve employees’ motivation and attitude towards work. Employee motivation plays a significant role in improving the productivity and performance of the workforce. The writer suggests how HR practices can help Florida Correction and Rehabilitation realize efficient human resource utilization. Further, the paper explains the recruitment process at FCR. The main recruitment methods used by FCR include; internal and external online recruitment and dropping applications in earmarked points.

The author analyses the procedure used to implement best HR practices in organizations and outlines strategic recommendations for Florida Correction and Rehabilitation to realize HR best practices. The recommendations if applied would help FCR achieve effectiveness, reliability and timely progress in offering services to consumers.

Lastly, the essay concludes by pointing out how the Equal Employment Opportunity Law contributes to a larger extend in protecting employees against work-related issues.

Human Resource Practices

Effective HR practices are essential in achieving objectives set out by the human resource department in any organization. By setting HR practices in line with the goals of an organization, it is easier to address personnel challenges faced by the HR staff. HR practices effectively help organizations achieve their HR goals as a unit and at the same time work collectively to attain common goals (Prowle, 2000, p.67).

The Florida Corrections and rehabilitation practices the following in line with human resource practice; HR planning, performance appraisal, 360 –Degree Feedback System, Reward Schemes and discretionary employee benefits.

HR Planning

HR planning involves the typical HR evaluation roles, administration and identification of HR needs that are necessary for the realization of the set objectives. HR planning involves an assessment of available and qualified resources that would be needed during the planning period (Prowle, 2000, p.75). Human resource planning is the major aspect Florida Corrections and Rehabilitation has used to gain its strategic organization processes. HR planning plays a key role in promoting competitive advantage to the similar institution providing similar services to consumers. The HR planning practice provides a strong platform on which FCR tailors its policies towards innovations intended to increase employee retention and recruitment of new employees.

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FCR’s HR planning policies are inclusive and focused on preparing employees to effectively fit in their positions in the organization. FCR’s role of HR planning is a shift from the ordinary HR planning roles which are centered on mere administration. Effective HR planning ensures the organization’s staffing needs are factored in therefore saving on costs, time and unforeseen overheads associated with staff sourcing and recruitment (Prowle, 2000, p.88). Strategies are instituted to provide ideal solutions for long and short-term economic situations. The strategies are geared at making reactive choices which decision-makers use to retain talented, dedicated and well-trained employees in the organization.

Performance Appraisal

Performance appraisal is a process of evaluating employees’ output based on time, quality, and cost. It is one of the HRM practices considered to be essential in managing career development among employees. The process seeks information about the value of employees’ productivity towards an organization (Beaumont, 1993, p.73). Florida Corrections and Rehabilitation applies performance appraisal to seek information on how to better employee performance through the feedback system. The feedback obtained from employees on various subjects is analyzed to evaluate their feelings about the policies of the company.

At Florida Corrections and Rehabilitation, existing legislation on “equal opportunity Employer” enshrined in its culture play a key role in enhancing its appraisal processes. FCR’s employment culture has been praised for being inclusive and nondiscriminatory.

360 –Degree Feedback System

The 360-degree feedback system is widely seen as a replacement for the traditional appraisal system. In Florida Corrections and rehabilitation the recruitment team uses this system in HR operations in its attempt to improve the process by collecting and giving information. Although the process has been noted to have limits, Florida Corrections and Rehabilitation has effectively used it as a method to come up with business strategies and drive change.

This is done by helping the workforce gain positive organizational change by changing their behavior. The 360-degree feedback system can also be used to strengthen the effectiveness by detecting lacking team skills among the teams and setting the implementation of team structure (Hendry, 1995, p.79). Since the 360-degree feedback system helps employees define their own developing needs, organizations can use the feedback to come up with training manuals for their employees on deficiency skills.

The main purpose of the feedback systems in Florida Corrections and Rehabilitation is to help employee development and aid the organization make valid decisions. The advantage of the 360-degree feedback system is that; it gives the individual a chance to receive feedback from the people they are constantly in contact with. This ensures that the accuracy of observation is accounted for by people providing the feedback.

The system provides an organization with an opportunity to receive feedback from its customers. Feedback from customers is a significant score sheet for the organization in measuring the quality of services offered to consumers. The 360- degree feedback system is effective as it provides the person receiving the feedback to come up with an action plan as well. The action plan shows how an individual understands the feedback and is willing to take corrective measures to ensure the delivery of quality service (Hendry, 1995, p.79). The need for the use of 360-degree feedback to improve human resource audit is quite obvious.

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The benefits of the 360-degree feedback system can also be utilized to strengthen the employee’s personal development if it is well implemented. The system can however produce undesirable results if the implementation is not carefully planned and a secure working environment is provided (Hendry, 1995, p.98). the system helps individual employees get multiple perspectives on their performance.

Reward Schemes

Reward schemes are one of the common strategies organizations use to motivate employees. Besides, several reasons influence the package. Florida Corrections and Rehabilitation uses the reward scheme as one of the ways to motivate its employees. Competence, productivity and skills are the main factors used as a measure in the reward scheme. Experience also counts in choosing the size of the reward; employees who hold several years of work experience on a specific job earn higher salaries compared with say fresh graduates from college. Performance is another reason; this means that an employee who achieves better results is well compensated than those whose performance on the job is low. Scope of responsibility is the fourth reason. The human resource team and the management should spell out the clear roles, expectations and responsibilities of employees and measure their performance on clear principles. Florida Corrections and Rehabilitation realized increased employee productivity and motivation by using the reward schemes.

Discretionary employee benefits

Discretionary employee benefits refer to compensation other than salary (Hendry, 1995, p.69). Florida Corrections and Rehabilitation has devised a variety of discretionary benefits for its employees. The benefits exist in various forms the first is protection programs which involve insurance packages for employees such as; disability insurance, life insurance and retirement plans (Hendry, 1995, p.103). The second benefit is paid in time and includes; sick leaves, vacation leaves and holidays. Accommodations and enhancements also fall under the discretionary benefits. Discretionary benefits cover programs meant to foster the mental, physical, and emotional well-being of employees. Discretionary benefits program also includes; family relief programs, acquisition of skills and knowledge, flexible work schedules, and other incentives to motivate personnel (Hendry, 1995, p, 123)

Florida Corrections and Rehabilitation

Best Practices

Effective methods that contribute to employee recruitment are diverse. The literature points out that interaction with employees in an organization, employee training, communication, workplace ethics and motivation contribute to the enhancement of desired practices practiced by most organizations. In achieving better progress and success in employee recruitment, best practices should aim at improving effectiveness, reliability and should operate within a legal framework (Beaumont, 1993, p, 86). An organization can operate effectively by complying with measures that promote employee-employer satisfaction. This can be achieved by incorporating Equal Employment Opportunity (EEO) ethics in an organization hence encouraging best practices in recruitment.

Employee training empowers the employee to understand their roles transforming an organization. Training should be an ongoing process in an organization to ensure employees and the organization is up to date with new technology and information in relation to the organization’s line of business. However, when providing training to enhance productivity within an organization, care should be taken into account. Training should be centered on skills that help an employee better perform in his or her area of expertise (Beaumont, 1993, p, 93).

Emphasis on training should be centered on how to effectively use technological tools and information to improve the working processes. Employee training is an effective way to attain faster growth of the organization. Employee training also enhances a safe working environment, reduced organization expenses, fewer legal suits and working ethics among employees.

Organizations must provide, frame and communicate their strategies and processes, objectives and intention. Incorporating standard rules by an organization helps to foster a comfortable working environment hence improving productivity and growth in an organization. Human resource management in an organization should establish an elaborate communication mechanism that should act as a connection between new employees and an organization immediately after the recruitment process. This will ensure that the new employees feel part of an organization and ready to add their contribution to its growth and expansion.

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Consequently, an organization should ensure that its employees understand workplace ethics and behavior. Wherever possible organizations should aim at formulating their own rules and order to guide employees in performing their duties within the organization. Though federal laws and regulations ensure that equality and protection are guaranteed to both the employee and an organization, organization rules can enhance efficiency and further discipline in the workplace thereby reducing negativity and promoting individual growth in the organization. Undesirable effects in an organization that can result due to unregulated law and order include; low productivity due to lack of motivation, poor personal and work relationships, absenteeism reducing organization productivity and poor communication within the organization (Berman, Bowman, West & Van, 2009, p, 96).

Employees are motivated when they know that an organization has established goals and vision which can be achievable at the same time valuing their welfare. Organization management should involve employees in decision-making processes through this process employees would feel valued and that some employees’ ideas can help an organization to make important positive actions towards its growth and development (Berman, et al, 2009, p.104). Proper communication channels existing within an organization enhance understanding between employees and the organization hence building relationships between the employees and an organization.

Understanding Recruitment Best Practices and Implementation

Organizations that operate under a legal framework help in fostering their performance and ethical complaint to society. The legal compliant organization ensures credibility and recognition of its services and goods in society. Besides, by embracing legal compliant alternate, employee output for the organization increases at the same time, organization benefit by being protected by the law hence fewer issues concerning employee-employer are easily solved under established guidelines. One of the important guidelines that direct an organization is the Equal Employment Opportunity law (EEO).

EEO gives guidelines for developing HR systems that are in line with legal requirements (Hendry, 1995, p.56). Florida Corrections and rehabilitation employs equal race and gender policies in its exercise for human resource audit. In considering equal employment for all, it is important to be free of looking into race, sex, religion or color and instead apply the standard of nondiscrimination (Beaumont, 1993, p, 123)). This implies that employees are vetted based on merit and qualifications.

Further, EEO incorporates issues arising from the payment of wages to women and men, who perform the same duties and responsibilities, having equal skills and having a job that calls for equal effort and responsibility, should not be discriminating by the sex of the person. It is worth noting that sometimes men and women differ in how they work but this should not in any way form a basis for discrimination (Burack, 1986, p.73). Similarly, disability should also not form a basis for discrimination in the hiring and recruitment process.

Analyzing the Job for developing effective selection techniques is essential for guidelines provided for professionally and legally. Job analysis raises value for interviews as it improves job relatedness as it gives the interviewer a chance to get samples of applicant behaviors that are directly linked to the job (Hendry, 1995, p.93).

Florida Corrections and rehabilitation recruitment process is aligned to the State employment procedures about EEO procedures.

Personnel selection is a significant step in the recruitment process. If a company makes good selection choices during the hiring process it ensures worthy financial savings in their workforce. On the opposing, poor selection may lead to a waste of valued time, financial losses, low self-esteem among the staff and a general drop in the company efficiency (Karoly and Panis, 2004, p.68). Good selection process reduces legal battles that may otherwise result from prejudiced processes.

At Florida Corrections and rehabilitation, recruitment processes start when an applicant accesses Florida Corrections and rehabilitation online job application facility. People First. When a job applicant signs up, he or she can access the official employment application forms. The applicant then can fill the application forms and apply for vacant positions advertised online. Alternatively, applications forms can be obtained in the states stop over centers or career agency, a job applicant fills then post to people First which is responsible for staffing and administration purposes on behalf of Florida Corrections and rehabilitation. When an application is received by People First, an agency contracted by Florida Corrections and rehabilitation to oversee recruitment on its behalf, there is a selection process in which applicants have to pass to determine if they can fit into Florida Corrections and rehabilitation Employees culture.

The applicants are then tested against the job criteria to determine their fitness for the job. The interview technique is mostly used by Florida Corrections and rehabilitation in the selection process although multiple selection procedures should be used if the process is to be more effective with fewer inaccuracies. Several factors do influence recruiting processes, some of them may be: job attractiveness, recruiting costs organizational reputation and goals set for recruiting.

At Florida Corrections and rehabilitation the recruiting process is important noting the fact that the organization has high regard for its employees. This is evident from the loyalty that is observed through the existing members of the staff who also endorse the recruitment of new employees. The Florida Corrections and rehabilitation whole process of recruiting has given back good results although it can also be improved to be more in line with Human resource management practices.

A personnel selection interview is useful in deciding if the applicant has the required communication or social skills that may be needed for the job. Additional information can be obtained by the interviewer and used to test the candidates’ verbal fluency, job knowledge and suitability for the job (Karoly and Panis, 2004, p.68). The interviewer may also modify the process to gather important information which can be used for selection among equally qualified candidates.

Florida Correction and Rehabilitation employ the use of both internal and external recruitment methods. Internal recruitment refers to the practice of selecting among the existing workers in an institution to take up a position that falls vacant. FCR assesses the available vacancy and tries to identify an employee who is qualified and has the needed skills to fill the position. This is done by assessing an applicant’s historical background, medical examination, educational background among other important factors.

Literature on HR Best Practices in U.S. Public Agencies

Best HR practices are important for any organization to attain its goals. Most organizations have adopted strategies aimed at improving their activities. One of the best practices involved in the acquisition of talents based on their business and invention roadmaps. Most organizations have incorporated “Human Capital Planning” (HCP) as a competitive advantage in talent acquisition. HCP in collaboration with Strategic design enhances an organization’s effort to effectively stay ahead with the delivery of quality service (Berman, et al, 2009, p.108).

HR best practice is about having an elaborate recruitment strategy. Recruitment is one of the most important aspects of HRM. The performance of an organization is solely based on its recruitment mechanism (Burack, 1986, p.83). An organization that has an effective and well-outlined procedure for staff recruitment picks exact talent fit for the organization. An effective recruitment strategy should be organized and practical to encourage potential talents in the organization. Thus the recruitment strategy in an organization should aim at; recognizing and ranking jobs, knowing the right candidates to target, identifying good sources of recruitments, involving the service of trained recruiters and having benchmarks in evaluating potential candidates.

In today’s world, finding a suitable employee is shifting enormously. Career fairs and job expos have taken over the traditional methods of recruitment. They serve as entry-level and initial selection. Job expo and career fair provide a convenient way for the job seeker and recruiters to meet. Besides, a career fair provides organizations with opportunities to access a wider pool of talents hence a likely chance of a larger number of prospects within the shortest time possible.

Social networking sites have surged in the recent past and provide a platform for the recruitment of potential job applicants. Most organizations have embraced this solution, although, some questions still stand as to whether social networking recruitment should be embraced rather than other conventional methods of recruitment. The growth of social networking provides more potential for information sharing between job seekers and recruiters (Karoly and Panis, 2004, p.85). The future of recruitment heavily leans towards this strategy as a cheaper and easier way to access large numbers of job postings and job seekers.

The importance of recruiting talents from social networking sites is diverse. But one of the reasons why organizations and job seekers may opt to use a social site can be; an organization may think that, by connecting online, it will have access to a wider pool of talent, on the job hunters side is that he or she may believe in strengthening their social capital and association.

Strategic Recommendations

FCR can benefit greatly by recognizing strategies that establish a ground for future organization improvement and growth. The first strategy is embracing online social networking sites. Social networking sites such as Facebook, LinkedIn, tweeter, MySpace are increasingly being used as sources of new information and bridging the social interface in global businesses.

Social networking sites can be a source of confidential information about potential employees and employers. Each person when signing up on a social networking site provides almost full details about themselves. The details required include; names, age, sex, education and employment. This can be a means to save the organization time to locate such information elsewhere (Karoly and Panis, 2004, p.95). There is an aspect of saving on the cost of obtaining such information as access to such information on social networking sites is free of cost.

FCR should recognize incorporating experienced and successful corrections personnel by forming outreach programs. Veterans should play an important role in addressing important issues associated with correction and rehabilitation n the society in middle school, high school and college-level institutions. This will reduce more victims hence this will reduce the tendency of juvenile crimes and undesirable behavior in society.

FCR should encourage volunteers and volunteer programs in a correctional facilities. The volunteers should be enrolled in a qualification class at the facility of their choice. Only the top five performers should be selected for interviews with the agency. This process can be run for nine months or the equivalent of an academy. At the end of the term, those who have performed above and beyond satisfaction should be allowed to move to the next phase.

By appreciating the role of EEOC, FCR will influence diversity and promote cohesion within its culture (Karoly and Panis, 2004, p.99). EEOC will endeavor to promote employee-employer relationships. This relationship must be anchored on a legal framework to ensure both parties respect each other thereby increasing security and ultimately providing quality service to consumers.

Conclusion

HR practices when applied effectively in an organization can aid in establishing a positive change. Besides, HR practices such as HR planning, performance appraisal, 360 feedback mechanism and rewards schemes can contribute to employee’s motivation in Florida Correction and Rehabilitation and in an organization that aims at embracing staff welfares similarly improving organizations output. Further, Equal Employment Opportunity Law is essential in strengthening protection both for employees and employers against work-related issues.

References List

Beaumont, B. (1993). Human Resource Management: Key Concepts and Skills. California: SAGE.

Berman, E. M., Bowman, J. S., West, J. P., Van, M. R. (2009). Human Resource Management in Public Service: Paradoxes, Processes, and Problems, California: SAGE.

Burack, E.H. (1986). Corporate, Business, and Human Resource Planning Practices:

Strategic Issues and Concerns. Organizational Dynamics, 15, 73-87. New York: Routledge.

Hendry, C. (1995). Human Resource Management: a Strategic Approach to Employment. Amsterdam: Butterworth-Heinemann.

Karoly, L. A., & Panis, C. W. A., (2004). The 21st Century at Work: Forces Shaping the Future Workforce and Workplace in the United States. Santa Monica, CA. Rand Corporation.

Prowle, M. (2000). The changing public sector: a practical management guide. Burlington, VT. Gower Publishing Limited

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