Thursday, January 28, 2010
Concept and brief description:
Recruiting: The purpose of recruiting is to continuously maintain a pool to hire new candidates from to prevent having a shortage problem. The key is to always have a replacement ready to fill a need as quickly as possible once a position is opened. They find candidates, and attempt to have a seamless transition. They act as a buffer between planning and the actual hiring process.
I have an interesting view of recruiting, since I worked as a professional recruiter (headhunter) for a period of time. This was a very intriguing job for me that allowed me to see the hiring process from a whole new prospective. I was able to stand beside the candidate and many different companies to see the variety of different techniques and methods involved in recruiting and placing individuals.
Key points to elicit and discuss:
It is so important to have a good recruiting pool because there have been many times that I have seen a staff shortage that causes many issues due to having no qualified people to replace the person that left.
What are some additional benefits to recruiting?
After discussion in class I have come to realize that the more different we are as individuals the more similar we are as a workforce. I notice that each of my class mates have the same or very similar experiences that I have had in the past as well. As we were discussing the process of HR and job analysis or lack there of I came to the conclusion that either the majority of HR people are incompetent, their job is very difficult, or workers just like to complain about things. The rest of my group had similar stories to me and after speaking about it I can see how difficult of a job this would be for just one person, even in positions where there are multiple HR specialists or managers the work load would be relatively heavy. I still feel however that mine is incompetent at his job.
Monday, January 25, 2010
Topic: Job Analysis
Concept and brief description:
The text states (I agree), that job analysis is so important to HR managers that it has been called the building block of everything that personnel does. This is true, it s through the proper implementation of the job analysis process that most of the remaining functions of an HR manager can be reduced or eliminated. Here are a few of the duties that go along with job analysis:
- Work Redesign: restructuring a job or responsibilities to maximize each individual
- HR Planning: The process of determining what positions are needed and what each individual is expected to bring to the table for the position.
- Selection: Picking the right person for the job
- Training: Uhm yeah training the person to be able to better perform their duties.
- Performance appraisal: Determining the performance of an individual/team in the opportunity that has been presented.
- Career Planning: Helping an individual and the entity to maximize the long term potential of each individual.
- Job Evaluation: Evaluating jobs to determine an accurate and efficient pay schedule.
I struggle with this section, greatly. I work for the state, and it is no secret that government jobs are not known for maximizing potential at all times and at the State Hospital it is atrocious. I am admittedly biased and perhaps overtly negative regarding the HR department at my place of employment but I feel they are abysmal. The positions are essentially the same as they have been or decades, and the pay is also the same. I have worked there for 5 years and make the same amount as someone who started this morning and the same as someone with 30 years service that may retire tomorrow. Our scheduling and handling of each individual is poor, and it leads to a very high turnover rate and an ever increasing expense for training and hiring, not to mention unqualified workers putting others in predicaments that could be avoided. It also seems to me that a good employee will be let go within weeks of being hired but the “Fat” is never cut from the remainder of the workforce, leaving again underperforming individuals with gainful employment. ARGHHHH!!!
It is a crucial aspect of HR which leads to it being a crucial element of the workplace. For an entity to be truly successful it must be continually improving and performing these tasks. It is only through these processes that the gems can be kept and the others weeded out.
How can an HR manager most efficiently perform these tasks?
Sunday, January 17, 2010
Thursday, January 14, 2010
Topic: Diversity in the work force
Concept and brief description:
A Diverse workforce: The workforce of American business is changing, more and more diverse backgrounds of people are joining the workforce today. As the numbers of racial, ethnic, and gender continue to even out it is growing more important for companies to adapt to the diverse individuals and groups that will be joining their ranks. Statistics show that the fastest growing area is among Asians and those belonging to the group “Others” which do not fall into the category of white, African American, Asian. One of the biggest reasons for the change in workforce diversity is immigration. As the number of new people coming to the United States continues to grow, so too must the diversity of those working here.
I am sure that I am not alone when I say that the change in the diverse people that I work with has altered the way that I go about my work day. I have many co-workers from all over the world and the cultural and ethnic differences cause there be different ways of communication and present miscommunication opportunities as well.
With an ever changing environment at the workplace it is vital be on our toes communicatively. With every different form of diversity comes new challenges to the process of sending and receiving coded messages. It is important that we remain open minded and are aware of the need to be sensitive to the differences between ourselves and our coworkers. If we are able to communicate properly then diversity can be one of the greatest strengths to an organization.
What are some ways to bring out the positive aspects of group diversity in the workplace?
Introduction to Me
My name is Wes Johnson, I am a 31 year old male living in Springville Utah. I have been married for just over 8 years to my beautiful wife Keri. Keri works as an Ultrasonographer at Utah Valley Regional Medical Center in the perinatology department. I work at the Utah State Hospital and have the past 6 years. I am a Psychiatric technician, a fancy way of saying I am a psychiatric orderly, basically. My wife and I have two little girls, Brooklyn (5) and Hadley (3) that are along with Keri the light of my life.
I grew up in southern Utah county in Payson, where I enjoyed playing all sports but found myself mostly drawn to wrestling. I wrestled all through my developing years, and through out high school as well. I still enjoy most sports and really have a yearning to spend time outdoors. I love to mountain bike, play paintball, hike, or do pretty much anything else in nature.
After graduating from Payson High school I served a two year mission for the Church of Jesus Christ of Latter Day Saints, in New York City speaking Cantonese. Upon returning home I began my college studies at what was then UVSC in the fall of 1999. I was studying Psychology and had a desire to become a profiler for the FBI. After a couple of semesters I decided to stop school to foolishly try to work and save money for my wife and I, and didn’t go back to school until 5 years later. Once I returned to school my focus was different, I had worked in psychology and wanted no part of a career in it anymore, so I decided to work towards a job in either sports or the media. These interests led me to the Communications department.
I am now finishing up my bachelors degree this semester and hope to be able to find a job working with people in the fields I enjoy most, preferably the biking industry. HR would play into this as well as I enjoy working with people and would really be interested in an HR position, so this class has a great deal of interest to me.