Upon Reflection

March 10th Class: Today we went over compensation as a whole. We talked about benefits that are required like workers' comp, social security, and medical leave etc. We also talks about the options HRM's have for setting up bonuses, incentives and further benefits. I was amazed to learn that businesses have to pay out such a large percentage to get employees benefits. I also think it is extremely important to involve employees in some of the major decisions and to communicate the changes that will be made.

Chapter Thirteen

Concept and Brief Description: This chapter's main focus is on Benefits; to both the company and the employees. It goes back to what we talked about last time, if you treat your employees well, they will do the same for you. One thing that I thought was important to note was that, the "treating well" must be communicated or it does no go. The "HR Oops!" shared an experience about an employer who took the employees to lunch every week. Sounds great, but after a while it lost its specialness, importance, and its power to motivate. An employer must first find out what the employees want and would be most motivated by and communicate to them that the reason you are giving this great benefit is so that they will work hard and efficiently. Some Benefits are required by law, but those that aren't should be examined and put to the employers advantage in recruiting and retaining their employees.

Key Points: 1. Social Security, Unemployment, Workers' Comp as required benefits for an employer to provide, as well as Medical Leave whether paid or unpaid. 2. The benefits an employer receives for doing insurance benefits through them instead of just giving the employee the money to go find their own insurance. 3. How much do the optional benefits of paid holidays and sick leave etc get a company (i.e. does it actual help with retention and recruiting? What does the company get by giving?)

Facilitative Question: How would the company go about setting up a benefits package that will fit and satisfy a wide variety of people and still benefit from it themselves?

Chapter Twelve

Concept and Brief Description: This chapter focuses primarily on incentives. Its interesting really, the fact that we actually have to be bribed to do our best. I'm not saying it shouldn't be like that, I do it too, but it is strange to think of it that way. The business world is competative and the ones who are the farthest ahead are the ones with the highest overall performance. How do they have such high numbers, it has to do with their employees. You treat your employees well and they will do the same for you. The next question is what incentives would work best in your particular company and with your particular employees.

Emotional Hook: I wonder if incentive pay for executives is part of the reasons for the tough economy and its struggle to bounce back. If they have the opportunity to manipulate the numbers in their favors at a time when the economy is looking to decline, they might take it to ensure their way of life remains the same. Just a thought...

Key Points: 1. Are ethical values becoming hard to maintain in the business world today with the incentives so appealing to those in executive positions? 2. Considering your employees and involving them where ever possible is a valuable tool for employee satisfaction. Communication is KEY! 3. Are performance bonuses the best way to go for individual incentives? And is profit sharing the best way to go on group incentives?

Question: I don't quite understand merit pay and the graph provided.

Upon Reflection

Monday, March 1st class: Today we had a guest speaker. He spoke about compensation and all that that implies. He touched on the laws that govern what is legal and fair, then talked about benefits and pay grades according to country (and general area with in each country). I thought a lot about this. I feel that it is extremely important to pay employees fairly, and if you are able, a little more. Employees (people in general) need to feel important and needed. They need to feel that they have a reason for doing their best. If an employee is giving their all, they should be given a bonus or some kind of reward to say, "Good work!" I think respect and good relationships come from employers who treat their employees well.

Chapter Eleven

Concept and Brief Discussion: This chapter talks about the pay level and the job structure that determines how much the job is worth. All that is let is to determine what each person is worth. It isn't like going grocery shopping and getting "more for less". You must invest in good employees and quality workers. I am not, as the chapter is not, saying that massive amounts of money ensure a company hard workers. We know that isn't true. What I feel is being said is this, " What is this employees efforts work worth to this company?" I know that most salaries must be about the same so that conflict doesn't arise, but the best workers should be rewarded. Perhaps the best way to reward would be through bonuses and raises.
Key Points: 1. Job value and the value that each position carries with it is important to understand when setting pay levels 2. Product vs. Labor Markets 3. One must always remember equal employment opportunities and being fair in our pay. The better a business is at fairness and goodness the more likely the employees will perform well and stay longer.
Facilitative question: What is fair when you know that regardless you will have good and bad employees?

Chapter Ten

Concept and Brief Description: Chapter Ten is a mixture of how to best let go of employees who are hurting the company and helping those who have the potential to be amazing become amazing. It talks also about layoffs and things that just happen and aren't always as a result of employees, but the part that interests me most is employee retention through helping people find satisfaction in their job. I know that not all jobs can be amazing and what everyone is looking for, but I feel that the suggestions made in chapter ten can help to make many dissatisfied employees into eager and motivated employees. Its things like meaningful work, a task that is appropriate for the person, and asking them how they feel it can improve that reassure employees that we care and that we want them to be happy. Happy employees work harder and find more satisfaction in their work, even if its not amazing.

Emotional Hook: There is good to be found in everything, it just takes effort on everybody's part to make it evident.

Key Points: 1. Knowing that what your job does means something makes a huge difference 2. The opportunity to try new things and be trusted enough to make decisions in your job allows one to feel more satisfied 3. It is important to ask employees how they feel and their advice on what could be done to help them feel more involved and important

Facilitative Question: Should pay and benefits be given more appropriately in the first place or is it better to start a little low to have something to use for incentive?

Chapter Nine

Concept and Brief Description: This chapter deals mainly with getting the most out of yourself, as well as your employees. Assessing one's self to see where you are at and what is needed to improve, then setting goals and putting forth the efforts to reach those goals. Sometimes goals can be achieved with little to no help, but for most of us it is a little more difficult than that. This chapter gives ideas, or hints, to how you can get help and what to do with it once you've gotten it. Helps are things like: Mentors, coaches, different kinds of job opportunities and experiences to make you stretch and grow. It also gives a kind of cheat-sheet on how to assess yourself to get you started.

Emotional Hook: With dysfunctional leaders, sometimes its tough to do your best, but I feel that if you have goals to keep you going and doing your best you can make it.

Key Points: 1. How important it is to make assessments of all employees, and yourself, to be able to fully understand where you are. 2. What is and how does the Myers-Briggs Type Indicator work? 3. What huge opportunities the whole job experiences stuff brings. For example: Job enlargement, Job rotation,transfers, externships, etc. 4. Dysfunctional managers. I think we have all dealt with one at one point or another, but it really brings things down and effects the whole business.

Facilitative Question: What do you do with a dysfunctional manager and how do you avoid becoming one yourself?

Upon Reflection

Feb 8th Class: Today we talked about the recruiting and hiring processes. I was very interested to learn that there is much more to it then just telling someone they are hired. We talked about making the tests and things reliable and valid. I don't think I have ever worked somewhere that has done a good job and doing this. If we ever took a test it was a one time, very random thing. It is important to find a test that you will give consistently and that will have consistancy and effectiveness to it, or whats the point? We also talked about Value. The value of having a good and effective employee and that almost always those kinds of employees come from the care and quality put in my the team of managers over a business.

Chapter Six

Concept and Brief Description: The chapter dwells mainly on the basic of hiring; things such as applications and resumes, tests and assessments, right down to interviews and the final hiring decision. There are many tests that either should or could be done to determine whether a certain applicant is qualified or even able to be placed in the job position. It gives caution about the laws that apply and must be followed and also gives great ideas on ways of getting the best candidate for your job opening.

Emotional Hook: I feel like some of the tests suggested, although excellent ideas to find quality workers, can get you in a lot of trouble if not careful. For example, the personality tests could very easily be made to look like a bias and cause problems.

Key Points: 1. The importance of keeping in close contact with those who could become your next employees. I have had times when I apply and never hear anything back, and some times when I don't hear anything for a long time, but finally get a call months later when I had already taken a less appealing job. I also feel that while being thorough in the hiring process it is also important to be fast and efficient with it. 2. Making applications, tests, and interviews all valid, reliable, and successful is important. 3. In my current internship I am sifting through resumes and realizing that the layout and content of these resumes is either an attention grabber or a total turn off. People that send in their resumes and they have filled the whole page but there are spaces and gaps galore; all to make it look impressive when really... 4. Interview types, most specifically, the panel interview. I think that legally it is the smartest way of doing interviews. I know that time is money so it isn't always the easiest but the quality of employees would sky rocket in my opinion.

Facilitative Question: What's more worth it...to spend less and have less affective ways of doing things or being a little more generous with money to improve the quality of things such as tests and interviews?

Upon Reflection

Feb 3rd class: Today was a very interesting discussion. We talked mainly of training strategy. Our guest speaker was from Tahitian Noni and works very closely with the training department. He talked about different ways to make training more effective and when you accomplish that then it shows in your business quality and success. I feel the same way; to just give a small training session when you first hire then employees come out confused and assuming that their job is really not that bib of a deal. When this happens, productivity and success decrease and cause problems for you business. It is important to understand this and to work hard and staying away from this problem.

Chapter Seven

Concept and Brief Description: In this chapter we learned all about the ins and outs of training and orienting new employees. This is very important for HR's to excel at because it is not only their job but it effects the jobs of the newly hired and the company's progress as a whole. There are several techniques and options when it comes to training. These techniques are divided by expensive to cheap, lecture learning to hands-on, informative to innovative. Each important to consider and apply.
Emotional Hook: When you look at the big picture, training and orienting new hires can be one of the most crucial tasks in the company; every issue can be taken back to the effectiveness of their training.
Key points: There were many good topics that I want to discuss with my group but the main ones are 1. Effectiveness of presentation or lecture training compared to hands-on or team training. 2. On-the-Job training opportunities, such as internships, apprenticeships, etc. 3. Evaluating the productiveness of the training session. Evaluating not only the content but the skills and techniques employees come away with and taking into the job with them. 4. Diversity training- the importance of it but also ways to make it more effective; therefore lessening the chance of issues happening later on.
Facilitative Question: How much can each company dedicate to making training the most effective? Are many of them willing to do it?

Upon Reflection

Feb 1st class: We discussed the HR planning process. We went into depth about forecasting and setting goals that help us be prepared for whatever may come. It is a risky thing to forecast and make all these changes to things you aren't even positive will happen, but necessary. We talked about how some companies try to avoid the risk by simply waiting to see what their competitors are doing. This, in my opinion, is the even riskier move. I think forecasting is an even better tool for making the company stop, reflect, analyze, determine what could be coming, and set goals to help prepare. The other companies who are waiting learn nothing about their company and follow trends specific to someone elses company.

Chapter Five

Concept and Brief Description: This chapter was very informative. Going into business, I am realizing that I have all these pre-conceived notions that I never knew I had. It is mainly about strategic planning and knowing about all the little things so that informed and wise choices can be made. For example: I always assumed that companies hated giving over-time, when in the book it talks about the cost of paying current employees over-time is actually cheaper than hiring and training new employees. Downsizing has always seemed harsh for the laid off employees, but the effects that it has on the business later down the line is far worse. Interesting stuff.

Emotional Hook: In one survey recorded in the book 80 percent of people laid-off end up being replaced because the company realizes that that person was actually irreplaceable.

Key Points: 1. Methods for figuring supply and demand to determine the amount of workers needed-interesting process and wise 2. Downsizing- hurts worse than it helps 3. Referrals- By far the best way to find employees. A good recommendation from someone you know to be a good, hard worker means so much more than a piece of paper 4. Recruiter characteristics- the book says that not many recruiters can make a big difference because people already have their minds made up about the job. But at the same time, they can work wonders if they wish to.

Facilitative Question: How can we balance affirmative action with hiring solely for the qualifications they have?

Upon Reflection

Class Weds 27th: Today we talked about sexual harassment and watched "The Office" to get an idea of what not to do in business. We learned that our conversation should remain professional and courteous even when with buddies at the office because of those around who may find certain things offensive. One thing that was brought up that I know I need to do better on is using words like 'police officer' instead of policeman and 'assistant' instead of secretary; leaving out anything that could be taken offensively.

Chapter Four

Concept and Brief description: This chapter covered many things but had an over all feel of "preparation". When we are beginning a job, we pause to reflect on what is provided, what we need, and then what we need to get or create to have everything. As a HRM some of the most important aspects of the job deal with making others successful and happy in their job. They are aware of the physical environment in the work place and make it more accomidating. They are aware of the duties of each job and the skills needed. They are aware of the things required in a job in comparison to the efforts being made by the employee. And so much more

Emotional Hook: The HRM seems to be the glue in a business; taking care of everything behind the scenes and allowing others to take credit for the work getting done.

Key Points: 1. Job descriptions- I don't remember ever being given one in a new job. I wish that I would have; it would have helped me to start out more efficient rather than fumbling over what I am to be doing. 2. HR is often responsible for the analyzing, designing, and recruiting of each job. There are so many duties in the HR position and such a huge variety in what one could do in this job. 3. Flexible work schedules- I think that the design of these methods are brilliant and make employee retention so much easier.

Facilitative Question: Is it not fascinating to see how much goes into running a business and making it successful?

Upon Refletion

Class Mon 25th: Today was very interesting. We went into greater detail about the Acts that are in place to protect people, businesses, and both of those from each other. It is interesting to me how much we rely on HR and how much they have to learn and deal with. In hiring and firing alone, an HRM has to be aware of all the acts and follow them to the tee. There are racial issues, gender issues, age issues, and disability issues, etc; when hiring someone, each of these issues require careful and clean action. When firing someone, accurate and very detailed records must be shown to the employee, and a satisfactory explanation of your reason for firing them must be given. Even issues that we don't think about on a regular basis must be on the HRM's mind constantly. For example, women that are pregnant, sexual preference, religion, age, etc.

Upon Refletion

Class Weds 20th: The things that stood out to me today were these: the importance of an eduction to your career now days and that we have big shoes to fill going into the work force at this time. I have always felt that an education was important, but understanding a little clearer now I realize that it is pretty much mandatory if you want security. Climbing up with in a job is a whole lot less common than it used to be so we need to begin with as much skill as possible to make it. Also, with the baby boom generation about to retire, we need to educate quickly and graduate with quality understanding and experience so that our country doesn't suffer any more than it already has.

Thinking Ethically or Chapter Three

Equal employment opportunities and safety in the work place: While reading through chapter three, my head whirled with the efforts of trying to understand all of the legal issues that go into the work-force. In trying to make every work place ethical and equal our government has constructed many bills, acts, laws, and clauses, etc. We have become a picky and fussy people and tend to complain about things that from the outside don't seem to matter much, but changing the way that I see these issues, I begin to understand how important it is for a business to have these things as both protection for themselves and their employees.
Hook: Where can a person go to find: help in learning their job duties, answers to questions or problems, justice when mis-treated, and validation for their hard work? HR...apparently.
Key points: With all of this information and all these important things, I feel that the most important things to take from chapter three are: A knowledge of the legalities mentioned, an understanding of our rights as human beings, and a great tolerance for all.
Question: How on Earth can we learn all of these issues and remember them?