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Human Resource Practices that make a Difference with Hispanic Employees

Human Resource Practices that make a Difference with Hispanic Employees. Greg Coffta Bilingual Dairy Support Specialist. Communication Organization Continued Development. Maintenance tasks. Staff meetings Document translations Conflict management. Staff Meetings.

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Human Resource Practices that make a Difference with Hispanic Employees

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  1. Human Resource Practices that make a Difference with Hispanic Employees Greg Coffta Bilingual Dairy Support Specialist

  2. Communication Organization Continued Development

  3. Maintenance tasks • Staff meetings • Document translations • Conflict management

  4. Staff Meetings • Regular staff meetings can be an effective tool to get employees on the same page • Helps to build a sense of “team” • Can be used as a think-tank to help solve issues on the farm • If possible, they work best if Spanish-speaking and English-speaking employees are integrated into the same meeting

  5. Documents in Spanish • Policies • Employment contracts • Housing Agreements • Promotion structure, Vacation time • Standard Operating procedures • Milking routine • Calving Pen Management • Record Keeping • Contact Information

  6. Managing interpersonal problems: • Helps alleviate the pressure that can build between conflicting personalities • Promotes employee retention • The hardest part is the start. • Always use a third-party translator

  7. Development tasks Employee Evaluations Training opportunities Individualized responsibilities

  8. Employee Evaluations • Offers the employer an opportunity to provide feedback to the employee • Likewise, it offers the employee an opportunity to provide feedback • Requires a lot of groundwork to be effective • Always use a third-party translator

  9. Training Opportunities in Spanish • Custom training • Based exactly upon what the farm manager dictates • Training modules • Calving Assistance • Heat Detection • Calf Care • Herd Health topics • Individualized training

  10. Individualized responsibilities • Should be paired with employee interests and skills • Job specialization and increased responsibilities can ignite employee motivation and performance • Managers will have more time to focus on the endless to-do list

  11. Cases in point…

  12. Niagara County dairy farm managers can now get some peaceful rest because they know their operation is running smoothly

  13. Genesee County dairy employee turns 180° from feeling fed-up to feeling fired-up about his job

  14. Wyoming County dairy improved it’s milk quality by fine-tuning it’s milking routine and holding regular staff meetings

  15. For Review: • Maintenance- • Staff meetings • Documents • Conflict management • Development • Employee Evaluations • Training Opportunities • Individualized responsibilities

  16. Questions?

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