Human Resources Department
The Human Resources Management (HRM) function includes a variety of activities, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies.
Compliance Issues: The most basic of these have to do with wages and hours of work, classification of employees, the I-9, COBRA, leaves of absence including maternity and family leaves (FMLA), American Disability Act (ADA), harassment, and a host of others.
Employee Files: An employee file contains an Application for Employment form, start date, a W-2 (tax information), any insurance forms that the employee may have signed, performance appraisals/dates of appraisals, dates of promotions, and all the changes in wages or salary.
Benefits Administration: HRM has the responsibility of being the source for answering questions about all forms and types of insurance, the differences in options, the cost to employees, and orient new employees of benefits and the policies of the company.
Compensation System: Job descriptions are a must. HRM must determine the pay structure for each position. This is done by participating and evaluating salary surveys. HRM must stay up-to-date on federal and state minimum wage.
Information Function: Changes in policies, changes in benefits, even changes in laws must be communicated to all employees. Major changes may call for training such as in harassment a few years back. Major changes in medical insurance benefits have to be disseminated to all affected employees. Therefore, HR becomes a kind of pass-through in the information cycle.
Recruiting: Interviewing, selection, and placement are part and parcel of recruiting and knowledge of the techniques involved is very important. Hiring the wrong person(s) is extremely expensive. A recruiter must have knowledge of benefits and policies and procedures, but the primary function would be to find and hire the best person.
Other Responsibilities: Coordinating the Christmas party and company picnic, and working close with risk management, planning, and costs are just a few.
Ashe Memorial Hospital:
Currently, Ashe Memorial Hospital, Inc and AMH Segraves Care Center employs a total of 353 employees that consist of 261 full-time equivalence employees. 
From the total FTEs, the following are the cost for salaries and benefits:
The turnover rate for 2006 was 12.65%, 2005 was 18.91%, 2004 was 14.01%, 2003 was 17.75% and 2002 of 18.4%.
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