In this presentation, a thorough discussion of compliance to the ADA Act of 1990 in public Hospitals shall be analyzed. Human resources principles and policies pegged on the ADA Act will take priority in the explanation and development of the presentation. ADA act as described in 1990 enactment, defines disability as impairment both physically and mentally that prevents a person from carrying out normal activities. Normal activities in this case include carrying out manual tasks, using the five normal senses, communicating, taking care of oneself, thinking, walking, and many more. The ADA Act stipulates that major life activities include impairment to normal body functions such as brain, circulatory, endocrine, cell growth, immune system, digestive systems, and many more (Edelman & Stryker, 2005).
ADA Act describes various areas of operation upon which, companies, private entities, and individuals shall not discriminate against the disabled people. Some of the sectors described include; the public health and welfare, public services employment, public accommodations, and services operated by private entities, telegraphs, telephones, and radio telegraphs. Whatever the description, one major rule applies. It states that; “No covered entity shall discriminate against a qualified individual on the basis of disability in regard to job application procedures, the hiring, advancement, or discharge of employees, employee compensation, job training, and other terms, conditions, and privileges of employment” (Clinton, Williamson & Bethke, 1994, p. 11). This act has the role of instilling in employees a discipline of maintaining high ethics and professionalism. It ensures treatment of employees equally irrespective of their ability or disability. This is an important policy in human resources as it ensures high staff morale and confidence at work. Such environment is good for high productivity. This is the backbone for this presentation.
Montgomery Facility and HR Function
Companies should follow and adhere to the professional codes of conduct, as the one stipulated by the ADA Act. The public sector and the health departments in hospitals should adopt more impartial systems in all their capacities so as to prevent any discrimination. The departments and sub-sectors of hospitals should be nondiscriminatory. This therefore means that right from job advertisements, hiring, and recruitment—employment, discharge of job responsibilities, staff benefits, conditions of work and compensation of workers—any person whether disabled or not shall have an equal and impartial treatment as the rest. Companies need to adopt this approach to comply to the ADA Act legislated in 1990.
The Montgomery correctional facility has tried to observe the conventions stipulated in the Act. In its service delivery, particularly in the health facility, the inmates have equal access to free counseling and training. There is also free training on drugs and rehabilitation regardless of any disability. Visiting of inmates is also based on equality and there is virtually no discrimination whatsoever in any of the departments. Companies and organizations should develop a more substantive approach so as to inculcate such values in their departments.
Absenteeism in the job poses more challenges on companies and business entities. Evoking of the HR codes of governance is necessary to restore or rectify such behavior in employees. The Montgomery facility has some of its policies prohibitive and demanding to employees than it should be. These are: work for long hours without breaks, no weekend for employees and absenteeism creates problems in the normal running of the facility. Taking measures to change the face of the facility.HR laws and policies should apply to safeguard the interests of workers in the facility. The application of company policy on absentees should be effective and nondiscriminatory. Enacted laws should be respect by employees. In the medical fraternity, strict adherence to the ADA Act in access and delivery of services is very important. Discrimination on any person should be discouraged.
The need for job analysis
Job analysis at work in organizations is one versatile forms of job discovery and restitution of organizational needs. It will often help in acquiring firsthand information regarding the job, its functionality, and needs. Therefore, duties and rights of a person would be fully informed. This means that the company will benefit, as the best person for the job is the one selected. The basis of selection is on merit and is not subjected to discrimination. It an offense in the USA to discriminate any individual on the basis of disability, as argued in this presentation. Job analysis has also the effect of determining the compensation needs in employees (Clinton et al., 1994). Surveys conducted in the companies may reveal employee workloads, competencies, and likelihood for compensation in terms of his/her efforts. A company may also use job analysis to determine training needs of its staff. When a company wants its staff’s manpower to fully operate on its unique brands, they will train them to achieve their goals. This is only possible through job analysis.
Staffing and Performance appraisal
Job analysis can be used to determine staffing mix and levels. Some situations need, multicultural staff, especially in a translation center, but others need different skills. Therefore, job analysis reveals what type of skills a company needs to carry on its daily activities. In Montgomery, staffing mix is also influenced by the diverseness of inmates. Different departments drawn up in the facility need different skills, and therefore diversification of the staff at the facility is necessary to handle all the cases in the facility. There should be absence of any discrimination reflected in any of these stages.
Performance appraisals also can be related to Job analysis. Jobs of employees are analyzed to determine whether they deserve appraisal or not. Appraisals are annually done at the Montgomery facility. Guards must portray 40hrs of competent gun training. Therefore, competence is a priority. Appraisals include monetary rewards while others are rank rise, certificate of honor, or recognition in the facility. Whichever the method of acknowledgement, the overall process is always determined from a thorough scrutiny in terms of employee-job analysis (Shehane, 2006).
The Purpose of Job Reviews
Evaluating the feedback of an employee at a specific work is to determine the extent to which he/she has achieved the company objectives. Areas where they have failed are also identified and worked upon to make improvement.
Feedback is important when conducting a personal review as it provides a chance of communicating strengths and weaknesses of the employees. This will make them change accordingly to cast an improved performance for the company. Weaknesses here could be an attitude or behavior, which limits the profitability of the company. Evoking of the HR policy on code of conduct is important to set pace in the company or organization.
Job reviews are important for planning growth. At this stage the considerations are expansion options and to what sectors they are to apply. Creating measurable goals is a major purpose of reviews. This will ensure conducting and setting of realistic and achievable, hence maintaining the focus of the company in question. Following up of identified problems is through job reviews. This will determine what the manager will need to pay more particular attention to, hence its pertinence.
Rewards
Monetary rewards involve increase in a monthly stipend for a job well performed. Rewards to employees are offered in terms of money to acknowledge their contributions or efforts in the growth of the company. Sometimes organizations reappraise employees following rise in cost of living. This offsets the inflation effect among officers. This is the case at Montgomery facility. However, other methods used include:
Job promotion (employees rise in job ranks, increase of salaries)
The guard’s anniversary because employment forms one way of reappraisal at Montgomery facility.
Conclusion
Companies should adopt a more nondiscrimination policy in handling employees and members of the public. While seniority is important, officers at Montgomery facility should have more incentives and remunerations. This will raise their morale and motivation at work. Organizations and any public service entity should uphold the requirements described in ADA Act of 1990. Discrimination should be abolished and high ethics and professionalism upheld.
References
Clinton, R. J., Williamson, S., & Bethke, A. L. (1994). Implementing total quality management: The role of human resource management.S.A.M.Advanced Management Journal, 59(2), 10-10. Retrieved from http://search.proquest.com/docview/231132313?accountid=45049
Edelman, L. B., & Stryker, R. (2005). 23 A sociological approach to law and the economy. Princeton, United States, Princeton: Princeton University Press. Retrieved from http://search.proquest.com/docview/189251697?accountid=45049
Shehane, R. F. (2006). A framework for knowledge-aware service contract quality management decision support systems. Nova South-eastern University).ProQuest Dissertations and Theses, , 448 p. Retrieved from http://search.proquest.com/docview/304906821?accountid=45049
