...HIRING AN ASSISTANT MANAGER Gloria Howell OMM618Human Resource Management Professor Lora Reed February 17, 2014 Hiring an Assistant Manager; An HR perspective on hiring and job analysis Individuals think that hiring is an easy thing, until the opportunity to do so is presented as a Senior Manager for Vision Adult Day Center; the center needed an Assistant Manager. Those who work in the field of human resources know firsthand the challenges in creating a job description, recruiting, interviewing, testing, hiring, training and developing employees. It seems the HR process is never fully complete and it is through a job experience as a Senior Manager and through research of human resource theories and topics that fully examine the challenges in doing so. This paper is a theory of what would happen when hiring a replacement for a management position and will outline a job description, recruitment and selection strategy as well as testing and interviewing for the position. This paper will also discuss job performance, evaluations, salary and training and development. The first step in finding a replacement for the position would be to create a job description. According to Dessler (2011), a job description is a written analysis of what the jobholder actually does, how the responsibilities are performed and under what conditions. The knowledge, skills, responsibilities and stipulations are then written down to use a basis for assortment. This was a very challenging aspect of this...
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...PSYCHOLOGICAL SCIENCE This course aims at preparing students for a professional journey in the growing field of psychology by creating interest and developing an understanding of basic concepts of the discipline. Its major concerns include fostering capability to meet the challenges of self-discovery and effective participation in responding to the needs of society. With a vision to create a balance between society and the individual, the course intends to enable students in developing abilities needed for meeting the challenges and needs of the real world effectively. Along with it, students would also be encouraged to build a relationship with oneself, requisite for self discovery. To this end, the course emphasizes on building the conceptual foundations and acquiring psychological skills through classroom teaching/learning consisting of reflective as well as creative engagement in exercises, projects and hands on experiences. The teaching-learning of the programme would be organized through lectures, group discussions, experiential exercises, group projects, presentations, workshops and seminars. Students would be encouraged to connect to real life issues and participate in the programs and practices in the different social context. To this end practicum is incorporated as an important component in most of the papers with hands on training in the use of various research methods such as: laboratory experiments, field experiments, observation, testing, survey, interview, case study. The...
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...Honolulu University 2015 Exploring Different Data Collection Methods Statistical Methods in Business & Economics (BUS405) Ching Sum Jessie Ha (80600402) Honolulu University 2015 Exploring Different Data Collection Methods Statistical Methods in Business & Economics (BUS405) Ching Sum Jessie Ha (80600402) Introduction Data is collected to learn the effectiveness of a particular tool in preventing defects or to look into the cause of a particular defect (Burrill, Ledolter, p.381). Data removes the trepidation and uncertainty of an unknown element. One reason for collecting data is to gain an understanding of the data by organizing and graphing the individual values (Albert, Rossman, p.1). Secondly, and most importantly, collecting data helps draw conclusions about a larger group of information (Albert, Rossman, p.1). There are other reasons to collect data. Data also helps people to understand the processes with which they work. Data can also be collected for the purpose of process control. Numerous manufacturing processes use feedback data to adjust an input, such as temperature, in order to keep the output at the desired level. Feedback data from quality control activities can be used to make adjustments that result in more products meeting their requirements (Burrill, Ledolter, p.381). Data can also be used to improve processes with the intent of increasing productivity. ‘Data is nothing, unless interpreted and turned into useful information.’ Data...
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...Learning Group Posting Person Centred Therapy 1. The Goals of the therapy Developed by humanist psychologist Carl Rogers as a non-directive form of talk therapy in the 1940’s and 1950’s.The goals of the person-centred approach are different to many traditional approaches to therapy. “Its focus is on the person, not on the person’s presenting problem. The main goal of the therapy is for the client to realise their capacity for self-actualisation” (Davis).To achieve this goal therapists would work on developing an” increased self-esteem within the client and create an environment whereas the client is more open to experience(Person Centered Therapy,2012)” Rogers (1977) did not believe that the aim of therapy was to solve problems. Rather, it was to assist clients in their growth process so clients could better cope with their current and future problems.”(Corey, 2009, p170). Person centred therapists do not set goals for their clients, but assist clients through facilitative therapy to achieve their own goals. As self-concept develops goals would be expected to change. This therapy could not be applied to all clients as some would not possess the natural inclination towards the self-actualisation process even within the context of the supportive, facilitative client-therapist relationship. 2. A description of the processes and procedures of the therapy Person centred therapy differs from other therapies in that it is not technique orientated and the therapist does not assume...
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...Theory Paper Holistic, CBT and Spritual Theory Approach Introduction Client’s are expecting that counselors will treat their spiritual concers, as a result many mental health professionals are now considering the healing potential of a holistic view of mind, body, and spirit when it is incorporated into the therapeutic process (Morrison, Clutter, Pritchett & Demmitt, 2009). Learning a clients spiritual history, faith preferences, and commitments is a critical assessment priority (Greggo & Lawrence, 2012). As a counselor I find it very important to focus on the clients behaviors, thoughts and spiritual needs. I would address the clients thoughts and behaviors by using pieces of Adlerian therapy while using Cognitive Behavioral Therapy to help the client learn new behaviors. I also find it important to address the clients spiriautal needs and how beliefs play a role in their treatment. When working in a secultar setting, I believe it is hard for counselors to know the best way to incorporate a clients spiritual delimas and needs while working in a therapeutic environment. I personally value and prefer this particular cognitive-behavioral orientation because I believe that it helps the client focus on the therapy as a learning process. The client learns new ways to cope with problems more effectively. Cognitive-behavioral theory stresses the role of thinking, deciding, questioning, doing, and re-deciding (put in own words) I chose CBT because it is the...
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...Genetic testing is currently available for more than 1000 conditions, and it is increasingly considered an integral component of mainstream health care (Burke, 2004). Furthermore, many genetic tests are now being marketed directly to consumers. The increased availability of genetic testing may result in a wider distribution of the benefits of testing, such as decreased uncertainty, the chance to avoid passing on a gene mutation to future generations, increased psychological well-being, and greater awareness of available treatments or risk-reducing strategies, but it may also contribute to an increase in the risks associated with genetic testing, such as decreased individual and family well-being; increased depression, anxiety, guilt, stigmatization, discrimination, and family conflict; and unnecessary or inappropriate use of risk-reducing options (Riper & Gallo, 2005). Money is maybe the most important driving force in the modern era of biotechnology. Genome and genetic findings have been given also financial value. The possibility to test for genetically-based individual susceptibility provides new ideas for marketable products. In an industrial worker, a metabolic polymorphism that causes an increased risk for cancer would create an avoidable financial burden in industry and insurance companies. The involvement of such financial aspects brings along several ethical implications in genetic research. The first aspect is the motivation of scientists that...
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...Human Service Scenario Analysis Brandie James BSHS 321 August 11, 2011 Dr. David Bolton Introduction The interview between clinician and client appears to be the foundation upon which help and healing begins. Depending upon the particular case and diagnosis certain techniques, boundaries and settings will be used to bring about the best results. It appears vital for the clinician to understand how what may appear minor in their opinion could negatively affect their client in the greatest way. A scenario of a 45 year-old Hispanic female diagnosed with clinical depression will be used as a hypothetical case and the approach in helping her will be explored. The attempt to analyze, diagnose and treat her effectively given her unique situation is the goal. With each case and clinician being different it is apparent that unique interviewing skills and techniques must be applied differently for each client. Each person’s set of circumstances and personal characteristics should be considered one of a kind and handle as such. The clinician’s goal is to prepare a stage for the client to become open and accept guidance to healing. Communication Style Griselda Martinez was referred to me by her social worker handling her Child Protective Services case. She is court ordered to have 16 weeks of therapy as part of her reunification plan. Her 12 year-old daughter was removed from the home and placed in temporary foster care because the school psychologist reported possible child neglect...
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...Running head: Post-9/11 Veterans with PTSD: A battle with smoking Proposal Paper for Post-9/11 Veterans with PTSD: A battle with smoking Morgan Mathews and Brenda Pizana The University of Texas at Arlington College of Nursing In partial fulfillment of the requirements of N5366 Principles of Research in Nursing Dr. Michelle Hampton, PhD, RN-CCRN, Clinical Faculty July 31, 2015 Pinch table Author/yr Design Sample Size Interventions Outcomes Notes Use of Learning Collaborative to Support Implementation of Integrated Care for Veterans with Posttraumatic Stress Disorder Use of Learning Collaborative to Support Implementation of Integrated Care for Veterans with Posttraumatic Stress Disorder 2014 Longitudinal, Time series Quasi- experimental study. Methodological Research Collaborative change framework using the learning collaborative model 70 staff members from 12 VA PTSD Clinics After training and development of a expert panel team, questionnaires evaluated how feasible and effective integrative care for smoking cessation using the Learning Collaborative Model. The LC model would be useful to implement integrated care to patients without interfering with treatment. The staff found it useful but difficult to communicate and meet with teams to train Unique challenges: different clinics...
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...A STUDY OF CAMPUS RECRUITMENT (Term Paper towards partial fulfillment of the assessment in the subject of Human Resource Management) Submitted by: Submitted to: Nikita Gupta Dr. Vedantam Leela Roll Number-- 598 Faculty of Management Semester- IV National Law University, Jodhpur Winter Session (January-May 2010) ACKNOWLEDGMENT ____________________________________________________________ __________________ No work can be perfect without ample guidance. I acknowledge my sincere thanks to Dr. Vedantam Leela, who provided me the opportunity to gain an invaluable knowledge by becoming my project guide. Her dynamic cooperation helped me to excel in this project. I would like to express a deep sense of gratitude and heartiest thanks to the Mrs. Priyanka Agarwal, HR Manager, Inrea Research and the placement-incharge Dr. A.K. Bhatnagar and students of SS Subodh PG College for their help and valuable time they provided me in this project. Cooperation extended by others directly or indirectly for completion of this project is highly acknowledged. Regards! Nikita Gupta (598) TABLE OF CONTENTS ____________________________________________________________ _______________ ACKNOWLEDGMENT ......2 CERTIFICATE ......3 RESEARCH METHODOLOGY ......5 Chapter I: Market Trends of Campus Recruitment ......6 Chapter II: Campus Recruitment: Care and Caution ......12 Chapter III: Introduction to the Company ........
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...Page |1 ABOUT US Bdjobs Training has been the biggest professional training house in the country. The tracks of its training programs include Marketing/Sales, IT , Commercial, Finance, Quality & Process, Industrial Engineering, RMG, Banking, HR, Development/NGO, Management Development and so forth. Since its inception, Bdjobs Training has been mentoring the professionals by providing latest industry focused education. BT, in this expedition, engages hundreds of industry experts to ensure quality education to the young entrepreneurs and professionals of the country. BT offers both short (1 or 2 days) and long courses in the form of workshop and certificate training. Also BT offers customized in-house training programs exclusively designed for a group of employees. Customized courses can be provided either at our training facilities or on-site at clients’ location. Our training programs are lively, interactive, and include role-playing and demonstrations of real-life workplace issues and solutions. bdjobstraining.com Page |2 bdjobstraining.com Page |3 TRAINING TRACKS Marketing/ Sales Track • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • 1111 Selling Techniques for Excellence 13 Lessons to turn every Company into Fantastic Brands Advance Selling Techniques Art of Pharmaceutical Sales Brand Management–Walking the Talk Branding for Bangladeshi Business Constructive & Modern Leadership Approach in Selling through Team...
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...team lead and will be using my acquisition warrant to obligate the government for contracts in services and commodities. In this paper, I will be completing a job analysis and complete a job description for my replacement. I will discuss my how I will find a replacement for myself and then supervise that person in my old position. Next, using the job description, I will then develop a recruiting plan and selection strategy including testing and interviewing. Once my replacement has been hired, I will then go through the process his/her job performance and how it will be evaluated. I will create a performance evaluation philosophy and how appraisals will be completed. Lastly, I will list the training and development specifications of a Contracting Specialist, and how my replacement will be set for professional growth in the career field. I spent five years as a Contracting Specialist and would like to think I would be well prepared to pick the next best choice for my replacement. Contracting, especially with the government is a very small world and a tight knit community. At some point, in the contracting career field you will eventually work with your past co-workers again or individuals who have left the military to join the civilian world. As I was thinking about my position and coming with a job analysis, I was trying to break down what contracting actually is. According to the U.S. Office of Personnel Management the career field is described as contracting, procurement...
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...MAHATMA GANDHI UNIVERSITY KOTTAYAM REGULATION 1. COURSE OBJECTIVES The MG University MBA program is designed with the following objectives: 1. To develop young men and women in to professional managers to manage all sectors of the organized economic activity. 2. To equip the youngsters with conceptual and interpersonal skills and social purpose for managerial decision-making and its execution in real situations. 3. To develop and encourage the entrepreneurial capabilities of young generation to make them effective change agents. 4. To meet the demand for trained and professional people in the country at the top level management of business and industrial organizations in the light of the new economic and industrial policy of the country. 2. COURSE DURATION The MBA (Full Time) programme of Mahatma Gandhi University shall be spread in two years duration with 4 Semesters. Each semester shall comprise of a minimum of 16 instructional weeks of 5 days each of 5 hours a day (total contact hours 400). Continuous Internal Evaluation during the course period and University examination at the end of each semester shall be conducted. There shall be a semester break of 15 days each in addition to the usual Onam, Christmas and summer holidays. 3. ELIGIBILTY FOR ADMISSION 1. A pass in any Bachelor’s Degree Examination of Mahatma Gandhi University or an equivalent degree of any other universities duly recognized by M.G.University with not less than 50% marks in the aggregate for all parts of...
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...Successful Interviewing Strategies Don’t Get Burned On the Hot Seat Table of Contents Career Services Center for Experiential Learning Keuka College Phone (315) 279 - 5274 Fax: (315) 279 – 5329 Table of Contents Introduction . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 Types of Job Interviews . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 Showcasing Your Job Skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6 Before the Interview . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . . . . . 6 During the Interview . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8 After the Interview . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . . . . . 9 Interview Tips and Strategies . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10 Interviewing Do’s and Don’ts. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11 Some Actual Don’ts from Employers . . . . . . . . . . . . . . . . . . . . . . . . . . 12 Answering Questions the 1 + Way . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13 Sample Interview Questions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14 Most Frequently Asked Interview Questions . . . . . . . . . . . . . . . . . . . . 18 Ten Major Fears Behind the Interview Questions . . . . . . . . . . . . . . . . . 18 Illegal Questions . . . . . . . . . ...
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...Human Resource Management in Practice (Log Book & Reflective Statement) W12016512 Liang Xia Tutor: Dorothy Fellows Word Count (Log book): 5936 Word Count (Reflective commentary): 1495 Date of Submission: 07th Jan 2012 Contents 1. Week 1 Developing the practitioner……………………………P:3 2. Week 2 Communication………………………………………………P:4 3. Week 3 Presentation Skill…………………………………………….P:5 4. Week 4 Training and Learning……………………………………..P:6 5. Week 5 Equality and Diversity……………………………………..P:7 6. Week 6 Recruitment and Selection……………………………..P:8 7. Week 7 Performance management and Appraisal……….P:9 8. Week 8 Absence Management……………………………………P:10 9. Week 9 Counselling and Mediation………………………………P:11 10.Week 10 Grievance and Discipline……….....……………...P:12 11.Week 11 Developing the Practitioner……………………..P:14 12.Week 12 Management of Change……………………………P:15 Reflective Statement…………………………………………………..P:17 Reference list……………………………………………………………..p:21 Date: 25 /09/2012 Seminar 1- Developing the practitioner Legge (1995) concludes that there is very little difference between human resource management and personnel management, but there are some differences that are important. Human resource management concentrates more on planning, control and monitoring than on what is done for manager and employee’s mediation. Staffing objectives, performance objectives, Change-management objectives and administration objectives are the four basic objectives...
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...What is HR consultancy firm- A Human Resource consultant not only concentrates of compliance issues and following best practices, but will also assist in employee programs and training and development. National PEO, for example, provides Human Resource services ranging from employee handbooks to compensation analysis. Professional Employer Organizations (PEO) has the staff and expertise to make business run more efficiently. They have special tax rules that company needs to utilize. Their employers are trained in the special needs that an HR consultancy business have. For example, Axis consultancy firm of bd have detailed knowledge pertaining to that community and its trends. It’s best to have a consultant that can take care of your local (city) needs along with whatever the state may require. Most major cities and even a few small metropolitan communities have Human Resource consulting firms. Knowledge or rules, laws and regulations are not the only things PEOs offer. Human Resource consulting needs are certain differ from business to business and city to city. They also provide any sort of service for employ’s background and other record checking. To recapitulate in short, whatever your particular business needs may be a reliable professional employer organization can be the key to your business running more efficiently and with a higher profit margin Arizona, Tuscon, Phonix, Las vegas are the most renowned international HR firm. Locally we have some renowned HR firms...
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