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Wednesday, January 27, 2010

Chapter 5 Discussion Topics

Concept and Brief Description

This chapter struck home with me and was very interesting. In my current position I do a lot of recruiting and hiring new employees so it was interesting to read how companies do it and hopefully apply some of the stuff I have learned to do my job better. The first part was all about human resource planning and trying to forecast the right number of employees needed for the foreseeable future. This is very difficult to and the implications can be very drastic. If it is to high then there could be downsizing, if it is to low then the company’s production could suffer and cost go up.

The second section was the part on recruiting and finding new Human Resources. It was interesting to see that such a high percentage of people are hired either internally or by referrals. It was also kind of interesting that there are so little solid facts on the characteristics of recruiters and how it affects the success of recruiting.

Emotional Hook

Has someone trying to recruit you to work for their company ever approached you in the halls at school? How did you react and how could they have approached you differently?

Key Points to Elicit in Discussion

If referrals are the most successful forms of recruiting how can a company leverage this even more?

Proper staffing levels are very important for every company but so hard to do accurately.

Even though overtime can cost a company more it is sometimes the best solution for staffing influxes.

Facilitative Questions

If you had to recruit 15 people for your current job where would you begin?

If your company needed to downsize in December and then March it needed to hire more, would you rather them bring in temp workers or outsource the work?

If you ran a company would you use more internal or external sources for filling positions?

Tuesday, January 26, 2010

Jan 26th Class Reflection

Today in class we finished our discussion on chapter 3. The most important thing to remember to avoid possible discrimination issues is to base all decisions on abilities and performance. The only time that discrimination is accepted is in the case of a bona-fide occupational qualification an example used was the Hooters example.
The last section we covered in chapter 3 was sexual harassment. We watched a clip of The Office to illustrate the point.
Then we began our discussion on Chapter 4 specifically Job Analysis. HRM's create job descriptions and job specifications (focus on Knowledge, Skills, Abilities, and Other Characteristics) from job analysis (focus on Task, Responsibilities, and Duties). Also the job analysis will lead into all of the following area; work redesign, human resource planning, selection, training, performance appraisal, career planning, and job evaluation.

Monday, January 25, 2010

Chapter 4 Discussion Topics

Concept and Brief Description

This chapter is all about job analysis and how to design work effectively. Job analysis can be a big part of HRM job and they can play a crucial role in not only analyzing but helping in designing and redesigning jobs. For a HRM to do this effectively they need to have a good understanding of the business as a whole. There are many methods to doing effective job analysis from questionnaires, to interviewing incumbents, and also government and industry resources.

Upon completion of a proper analysis, the company then needs to use this information to come up with job descriptions and job specifications. Once they have done this they need to continually update these and re-analyze the jobs to stay on top of changes. There should be a focus on increasing efficiency while still staying focused on keeping employee’s happy and motivated to do their job.

Emotional Hook

What if you had the opportunity to work from home and still make the same amount as you did by going to the office everyday? Would you do it and do you believe that you could remain as productive?

Key Points to Elicit in Discussion

When analyzing a job you can rely on information from incumbents but it should not be your only source of information. Why?

When the focus is too much on making a job “easy” it can make it so the employee does not feel motivated. When a job is too complicated the employee may feel overwhelmed and quit. How do you find the middle ground?

Facilitative Questions

What is the difference between job enlargement and job enrichment?

What are some examples of “flexible work schedules”?

What does KSAOs stand for? Where is it used?

What does TDRs stand for? When is it used?

What are the three categories of inputs for companies?

Jan 21st Class Reflection

The class was spent going over all of the EEO laws there are. I felt like after hearing each one discussed in class I had a better understanding of them all. While I read the chapter most of them made sense but I think I interpreted them a bit different than what they really meant so it was great to discuss them. It was also great to hear what interesting articles other people found about employment laws. One of the most interesting articles one of my group members found was on AIDS discrimination and how it is becoming more prevalent.
Although the laws can seem daunting and numerous, it is best to just remember that the goal is to provide equal opportunities for all in hiring and employment. If you keep that as your goal and strive for equal opportunities for all, you should be able to comply to all laws. Also ensure you have a good HRM (or advisor if you are a small company) that can help navigate through all the laws and help you remain compliant. Setting good policies from the begging can save you a lot of headache and potential problems in the future.

Thursday, January 21, 2010

Jan 19th Class Reflection

In class today I we finished up chapter 2 and started with chapter 3. There was a good discussion on the pros and cons of both the internal and external labor markets. In the past the majority of new hires were at the entry level positions and other positions were filled by promoting from within. This trend is changing now and a lot of companies are looking outside for some of their top positions to bring in new ideas and diversity.

There is also an aver changing employment relationship. In the past the norm was work from 9-5 for the same company for the majority of your career. Now people are changing their jobs many times throughout their career. This is causing a change in the way the employment relationship is since companies know that people aren't always just going to stick around and employees know that they may lose their jobs. This has also led to more flexible wok schedules, flexible staffing levels (temp agencies), and overall just more flexibility.

Wednesday, January 20, 2010

Human Resource Article on Legal Concerns Discussion Topics

Concept and Brief Description

The article I read was about a legal concern that is relatively new and becoming more and more prevalent. It involves the issues of drug use and abuse in the workplace. It is a very touchy subject that needs to be handled delicately, often employers have tried to help their employees with problems and it has backfired by them getting sued. The article goes over ways to protect yourself if you find yourself in a situation like this but overall it says to consult a HRM or an attorney to help come up with a company policy regarding the handling of drugs in the workplace.

Emotional Hook

One of your best employee’s comes to you and tells you he/she has a problem with drugs. How would you handle the situation?

Key Points to Elicit in Discussion

Make sure that you do not try to play counselor if you find out that an employee has or potentially has a drug problem. This could put you in a bad situation and potential lawsuit if you handle it wrong.

The whole subject of drug abuse is very sticky and hard to approach. By even inquiring about a drug problem can get you in trouble for defamation and even worse if you talk to others about it to try and get information.

State laws are different on how you can conduct drug test and what you can and can’t do once you get the results.

Facilitative Questions

How would you approach an employee you suspect has a drug problem?

How can Human Resource Managers help in the situation of dugs in the workplace?

There are more and more cases of drug use in the workplace every year. What are contributing factors to this?

Article Details:

Title- Tread Carefully When Dealing With Troubled Employees

Abstract Author- Phillip M. Perry

Source- Health Facilities Management July 1995 Pg. 58-65 Vol. 8 No. 7

Monday, January 18, 2010

Chapter 3 Discussion Topics

Concept and Brief Description

Chapter 3 is all about the laws and enforcement of anti-discrimination laws and creating a safe workplace. Over the years there the workplace has been changing and the government has to continue to make laws to protect employees from discrimination. It becomes complicated to know all of the ins and outs of the laws and that is where a good HRM can come in. Not abiding by these laws can be very costly and possibly the cause of the company going out of business. Not only are there laws that are in place to protect employees from discrimination but there are also laws but in place to ensure workplace safety.

Emotional Hook

How would you feel if you applied at company that did work for the government and you were the most qualified applicant but you did not get the job because you were not a minority? There is a lot of controversy with affirmative action. The reason it was enacted was to ensure that women and minorities had more opportunity, but it has had some negative repercussions.

Key Points to Elicit in Discussion

When the age discrimination in employment act was enacted, it was in an effort to stop employers from laying off their more senior employees as a way to cut cost. Since it was enacted some companies have come up with early retirement bonuses to have the same effect.

There are many laws that are put in place to ensure equal opportunities. There are also many companies hat have “figured out” that a diverse workforce can actually be very beneficial. How?

Facilitative Questions

What is your stance on affirmative action? What about when it involves specific quotas?

What branches of government are involved in laws regarding equal opportunities? How are each involved?

What are some basic ways that employers can avoid costly equal employment lawsuits?

Sunday, January 17, 2010

January 14th Class Reflection

In class today we watched the movie about Pike's Place Fish Market. It was a very interesting clip, I learned that no matter what industry you are in or what type of work you do you can really stand out. The way they created such a fun and enjoyable atmosphere by getting everyone involved and buying into it. It also changed my perspective on employee training, in the clip they talked about coaching and that everyone coaches everyone. Instead of the traditional training where it is done either by supervisors or by specific trainers. This increases the cooperation of all and creates more of a team atmosphere where no one is better than anyone else and all can equally contribute.

I also like the discussion on HR supporting the strategy of the company. There is sometimes a feeling that HR is a separate part of an org. that just makes sure the company is in compliance with laws and manages benefits, but there is so much more HR can contribute to the company if the management get them involved and the HRM are capable.

Wednesday, January 13, 2010

Steven “Mikey” Heinz Introduction

I was born February 14 1979 in Provo, UT at the UVRMC. I have 1 brother and 4 sisters and a huge extended family that mostly all live in Utah. I went to Cherry Hill Elementary and went through the Spanish emersion program which has helped through my whole life (being fluent in Spanish). I then went onto Lakeridge Junior High and finished up at Mountain View in 1997. I started going to UVSC in 1999 and obviously am still going. I took a few years off in between then and now but I am finally close to graduating (within the next year). I am a business management major and once I graduate I will most likely go on for an MBA.

I am married to a girl that I met in one of my classes at UVU in 2002. We got married in 2004 in November. We have a 2 year old son and another little boy on the way (due May 15th). We live in Provo in a house that we built last year. We plan on living in Utah for the rest of our lives and possibly our current house because of how much work we put into it.

I work at Pinnacle Security based out of Orem. I have worked for them since 2002; I started in Puerto Rico and spent 10 months down there. After I was done in PR I came home and started working at the corporate office. I am currently the Senior Vice President of installations and run the installation department. I love my job and I currently oversee 800+ technicians and over the past 7 years I have overseen over 3000 technicians. I am currently going to school to become more qualified with my current position. As the company continues to grow there is more and more that I need to do and know and school is really helping me. I love working with people and being able to help them achieve their goals.

I love the outdoors and sports. My favorites are snowboarding, wakeboarding, soccer, football, and working out. I just bought a boat so I can’t wait until the summer so I can use it. I get to travel a lot with work and really enjoy it. I travel more than 100 days a year and still try to go on vacation with my family when I can. I have been to most of the major cities in the US. I feel like I have lived a great life so far and look forward to my next 50 years (possibly more).

Chapter 2 Discussion Topics

Concept and Brief Description

Chapter 2 addresses many of the trends and issues that Human Resource Management deals with and can help overcome. It begins by discussing the changes in the labor force and what issues it can cause for organizations. Some of these issues are aging and the ever increasing diverse workforce and how businesses can leverage their HR departments to help manage these changes.

The next section covers the idea of High-Performance Work Systems, which is when a company combines its social and technical systems. HRM can help organizations achieve this by assisting in hiring the right people, training programs, and continued development of employees. Employers can also use Employee empowerment and teamwork to help achieve High-Performance Work Systems.

A business’s strategy can affect and be influenced greatly by HRM. Some strategies are to grow the company and others are to try and manage the cost. Strategies that can be used to grow the company are Mergers and Acquisitions, implementing Total Quality Management, International Expansion, and Outsourcing. Downsizing and Reengineering can be the strategies to try and manage costs.

The last two sections are all about improving efficiencies and accessibility for HR activities by using technology and also helping companies manage employment relationships.

Emotional Hook

How would you feel if all of your personal information was available on the Internet for all to see, and your company put it there? It is very important as HRM move to more information over the Internet to secure this information by securing access either through only allowing it on the company Intranet or a web portal.

Key Points to Elicit in Discussion

There are many issues surrounding international labor, from companies hiring illegal immigrants to outsourcing jobs to places that will do them for cheaper than Americans. Although hiring illegal immigrants is against the law, there is nothing illegal about outsourcing.

Facilitative Questions

How do you feel about outsourcing of potential American jobs?

Do you think the move to more flexible schedules and the different type of employees, like independent contractors and temporary workers, is good for business and the employees?

Friday, January 8, 2010