Victor Melendez Human Resources
Human Resources Professional
Human resources professional Victor Melendez has maintained a long-time commitment to improving employee satisfaction while providing companies cost savings. As a Senior HR Business Consultant in Los Angeles, California, Mr. Melendez manages employee and labor relations, recruitment efforts, employee training, staff surveys, and retention initiatives. Victor Melendez reinforces these endeavors by coaching and mentoring many of the thousands of employees in the Los Angeles-based AltaMed Health Services Corporation.
A key factor to Victor Melendez’s success in balancing employee and company needs is his experience as an independent consultant in the human resources sector. As owner of Phoenix-based International Consulting Associates from 1993 to 1998, Mr. Melendez directed the recruitment and hiring efforts of more than 3,000 employees for the Resolution Trust Corporation (RTC), an asset management company owned by the United States government. He also acted as Community Manager of the Salt River Pima-Maricopa Indian Community and directed all operational tasks for the group. During his tenure as owner of International Consulting Associates, Victor Melendez contracted with numerous private entities to develop human resources policies, compensation and benefits packages, and organizational plans.
Victor Melendez possesses extensive skill in evaluating operational challenges in a variety of human resources scenarios. Moreover, he has considerable experience assessing an organization’s needs and developing effective solutions for the company and its employees. Mr. Melendez earned a Master of Arts in Human Relations and Organizational Behavior from the University of Phoenix in Sierra Vista, Arizona, where he also received his Bachelor of Arts in Business. He achieved a 3.7 grade point average in both programs and is fluent in English and Spanish.
The HIPAA Privacy Rule - Protecting Personal Health Care Data
A veteran HR consultant, Victor Melendez has overseen corporate human resources compliance activities in Texas, Arizona, and California. Victor Melendez has directed harassment training as a human resources professional and helped to ensure compliance with the Health Insurance Portability and Accountability Act (HIPAA) of 1996.
Enforced by the Office for Civil Rights, the HIPAA Privacy Rule provides patients with a host of federal protections pertaining to “individually identifiable” health data held by covered entities. The regulation balances these safeguards by allowing health information to be shared in specific circumstances, including during the provision of needed health care. Entities required to implement HIPAA-compliant systems include health care providers, health insurance companies, HMOs, and health care clearinghouses. The regulation particularly focuses on the digital medium and includes clinical applications ranging from electronic health records to computerized physician order entry networks. Through the HIPAA Privacy Rule, workforce flexibility and efficiency is ensured and sensitive personal information is protected.
Society for Human Resource Management - Latest Research
The Society for Human Resource Management, or SHRM, is the world’s leading organization of HR professionals. One of the keys to maintaining a successful organization is to be constantly performing research and updating policies to reflect the research. Victor Melendez, HR consultant, is a member of SHRM. As such, Victor Melendez is part of the growing group of people passionate about HR and the research being done. The following is information about three of SHRM’s latest research findings.
More jobs in manufacturing, fewer jobs in services
Compared to 2012, the hiring rate in manufacturing services was on the rise in December. This is in direct contrast to the hiring rate for services, which is lower than it was a year ago. This may be attributable to the fact that recruiting difficulty was significantly higher in services in 2013 than it was in manufacturing.
Two-thirds of companies decided to host holiday parties this season
Holiday parties may seem like a waste of money, but they are often a necessary morale booster. In 2013, at least two-thirds of companies admitted to planning a holiday party, and half of all organizations agreed to hold some kind of gift exchange. The most promising statistic is that 78 percent of organizations were involved in a drive or charitable donation.
SHRM named one of the 50 greatest places to work
SHRM was recently honored as one of the 50 great places to work, according to Washingtonian magazine. SHRM is the largest association for HR management in the world, and its spot on the list was awarded based on benefits, pay, interesting work, and opportunities for growth. Learn more about SHRM at shrm.org.
Three Steps of the Lominger Interview Process
Victor Melendez, a human resources consultant, strives to continually learn as much as he can about employee and employer relations. One of the ways Victor Melendez improved his skills was by mastering the Lominger interview process.
In 1991, Robert Eichinger and Michael Lombardo used their leadership skills and experience to create a line of leadership tools designed to help companies create strong management teams and dedicated employees. The Lominger interview process involves training managers and supervisors to use a new approach during interviews. By changing the way they interview, companies are able to find the strongest candidates for a position. There are three main steps to this interview process.
1. Companies focus on hiring managers who show a strong interest in learning interviewing techniques that are both practical and follow a specific approach. In this way, the Lominger process moves away from casual interviews that lack structure.
2. Human resource departments create a set list of requirements for the interview process, and HR consultants working for a company ensure that the managers interviewing potential employees follow those requirements.
3. Managers receive training from the HR consultants to make sure they know how to effectively run the structured interviews.
The Importance of Training in the Workplace
In his 20 years as a human resources professional, Victor Melendez has led HR teams in several different employment environments, including union and non-union, manufacturing, healthcare organizations, and technology, among others. His professional achievements during that time have had a significant impact on the stability and morale of the workforces in the companies he served. Currently an HR consultant for several large clients, Victor Melendez routinely saves his clients significant sums by a variety of strategies, including several training programs.
Although there is sometimes conflict between training managers and line managers, it’s generally agreed that training is beneficial, both to the employer and to the employee. Time lost to training is understandably frustrating to line managers, who are responsible for the production of a certain number of widgets every day, but having employees who are well-trained in the specifics of their jobs, and whose training is updated regularly, is also important.
Safety training is a significant component of training. Many manufacturing facilities routinely conduct safety training and refresher courses once or twice a year, both to emphasize the priority the employer places on safety and also to meet regulatory requirements. In addition, the company’s record of safety training may be an issue if an employee is injured on the job.
The need for training isn’t restricted just to line workers. Supervisors need regular training as well, both to keep them abreast of developments in best practices and also to meet legal or insurance requirements. Issues like sexual harassment and illegal employment practices, for instance, are best prevented by a well-trained supervisory staff.
It’s a well-accepted maxim that a well-trained workforce – managers included – generally is more productive and less prone to costly accidents or incidents. In some cases, it’s best to consider what the cost to the employer could be if training were not provided – if, for instance, managers were not trained on sexual harassment and then engaged in what they felt was harmless flirtation, or if managers untrained in best employment practices exposed the employer to a wrongful discharge lawsuit.