Human Resource Management Interview
Contents
I. Introduction...............................1
II. Organization Information...................1
III. Background Information.....................2
IV. Role of Human Resources....................3
V. Performance Appraisals.....................5
VI. Closing....................................6
VII. Works Cited................................7
Introduction
Human resource management is part of the human resource approach, which is evidently geared to allow organizations to benefit in two significant ways: increasing in the organization’s effectiveness and satisfying all of the employee’s needs. Organizational goals and employee needs are considered mutual and compatible in this approach, instead of simply addressing them as separate things. In other words, one need cannot be gained at the expense of the other (Human Resource Management... 6). The human resource manager in charge of the corporate office of a large brewing company, and also the manager that I interviewed, is Lori Fulmer. Mrs. Fulmer is the benefits and risk manager of Gordon Biersch.
Organization Information
Dan Gordon and Dean Biersch founded their first restaurant in Palo Alto in 1988. What began as a single restaurant brewery collaboration soon turned into a chain. A little over two years ago, Trolley Barn Breweries Holding Company, which consists of many Big River Grille restaurants, Rock Bottom, A1A Ale House and Seven Bridges Bar & Grille, purchased the rights to the Gordon Biersch restaurants. The new company still retains the Gordon Biersch name. The two founding members still run the
brewery based out of Las Vegas, Nevada. The lucrative
merger blends the West Coast brewing style, which uses the unique German style of brewing, with the one of a kind microbreweries of the East. This merger incorporated twenty-five restaurants and two more have opened in the past year. Gordon Biersch corporate offices are responsible for controlling the success that is obtained throughout the restaurant.
The total amount of managerial staff is more or less than 225 people. This includes everyone from the CEO all the way down to the corporate staff. The total amount of employees throughout the chain of restaurants and breweries, including the corporate offices, is somewhere ar...
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...e implemented and analyzed. The information obtained maximizes the worker’s performance and organizational effectiveness. The audit levels the playing field for evaluations by clearly identifying employee strengths and training needs. After
the appraisal has been sent to corporate, merit increases are awarded based on the scoring.
Closing
The prevailing notion that I learned from this interview is that an employee is a firm’s most important asset. The Human Resource department controls the well being of the employee and their importance is often underestimated. At Gordon Biersch, the HR department is one of the first places looked at if/when prices need to be cut. If ever I am in a managing position, I now know to respect the worker, first and foremost. Having a strong a committed HR department will assist in achieving this goal.
Works Cited
Carrell, Elbert, Hatfield. Human Resource Management: Strategies for Managing a Diverse and Global Workforce.
The Dryden Press. Fort Worth, 2000.
The Gordon Biersch Webpage
<www.gordonbiersch.com>
The founhder of the company, Godfrey Keebler, started with jus a small bakery in Philadelphia, PA in 1853. During the next two generations, local bakeries popped up around the country, including Strietmann, Hekman, Supreme and Bowman. With the introduction of cars and trucks (carrying the Keebler logo), bakery goods could be distributed beyond the neighborhood and regional distribution began.
Healthy and thriving workforce is key asset to any organization and the workplace has significant impact on people’s health and well being. Most of the companies, especially in the current economic climate, are actively seeking ways to reduce operating costs. Yet most organizations are ill prepared to meet the challenges associated with the changing demographics of their workforce.
of their economic troubles. Inequality in schools starts with inequality in society. Someone who is
According to Aurora healthcare, a review of 32 studies of corporate wellness programs found that after implementing their programs, claims costs were reduced by 28 percent!
Wellness in a workplace is a key factor determining how productive an organization shall be. This wellness encompasses two concepts, organizational well-being and the psychological well-being. Organization wellness encompasses collective well-being within the organization and this is brought forth by concepts such as embracing diversity, collaboration and fairness. Psychological wellness on the other hand involves the general well-being of the particular persons in the workplace. Essentially, psychological wellness of the employees is paramount over the organizational well-being. There is no general structure how this should be carried out- each organization may adopt its own specific model.
One huge incentive of wellness programs are health risk identification tools which include biometric screenings. 4The US Centers for Disease Control and Prevention defines biometric screenings as the measurement of physical characteristics such as height, weight, BMI, blood pressure, blood cholesterol, blood glucose, and aerobic fitness that can be taken at the work site and used as part of a workplace health assessment to benchmark and evaluate changes in employee health status over time. 4Biometric health screenings are increasing in popularity and are being implemented by an increasing number of employers. These programs have been rewarded to employees because it offers them an awareness of their health and helps to monitor their health in order to increase longevity. Participation of the wellness programs is voluntary, therefore there are financial incentives offered to those that participate in screenings and questionnaires. The financial incentives include 6discounts and surcharges to premiums, reductions in cost sharing (such as deductibles and copayments), gift cards, giveaways (such as movie tickets), and contributions to health savings accounts
Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes to “establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent with but also support the achievement of business goals.” (Massey, 1994, p. 27)
With the health care costs reaching high number there is no wonder we have a large number of absenteeism. So many wait to the last possible painstaking work day to decide to see a doctor about their aliment, and all of that could be prevented. Preventing oneself to have to take time off from work is one way to keep costs low. There are so many areas that need to be addressed when it comes to what is going to slow us down as a company. According to estimates by Dr. Jaime Claudio(1991), a corporate wellness consultant for Health Plus, a provider of health-care insurance, a comprehensive eating awareness and weight- management program designed to improve long-term habits could generate an 80% reduction in the incidence of potential problems caused by obesity in the workplace. These problems include hypertension, diabetes, coronary heart disease, and diminished work efficiency. Obesity is not the only eating disorder that is a problem, there is bulimia and anorexia. Smoking, drinking, substance abuse, and stress are problems that are brought into the workplace and stop productivity. We have to be aware of issues that are there but are not usually thought of as an illness.
In an effort to gain a working understanding of the Human Resources field, I chose to interview the Director of Human Resources for an organization in Miami, Florida. What I learned goes far beyond any classroom or textbook instruction. It is clear; the field of Human Resources will never be static, as society, technology, and legal environments change, so will the field of Human Resources.
An organizational human resources department utilizes the hiring and firing process to meet the organization’s personnel needs. Organizational human resource departments are charged with the oversight of an organizations administration department. The practice of hiring and firing people is a process employer’s conducts on a daily basis. This process has to be done in a proper manner and not in haste. The implication that can occur from the improper hiring and firing process could and can have a positive or negative impact on an organization. Therefore, employers must carefully evaluate their decision to hire/fire individuals and its impact on the organizations’ workplace environment and others employees. Human Resource Management is important for an effective organization. In today’s organization, HRM is valuable to the organization because of increase legal complexities and its known for improvement in productivity. However, management should realize that poor human resource management could result in an outburst of hiring process followed by firing or layoffs. According to (Satterlee 2013, p. 194), “Hiring the best candidate who is also a good fit for the organization is crucial for the success of an organization, because a poor hiring decision will have repercussions across the entire organization”. Satterlee made a valid point because poor hiring could have an impact on the bottom line performance of the firm. In other words, HRM is the contributing factor to the success of the organization including motivating and maintain the staffs. The purpose to the motivation is to ensure that all employees grow to a full potential. According to (Sims 2006, p. 5), “HRM efforts are planned, systematic approaches to increasing organizati...
Human Resource Management (HRM) can be defined as “the set of programs, functions, and activities designed and performed in order to capitalize on both employee as well as organizational effectiveness. It is a management function that helps organization in recruiting, selecting, and training, developing and managing
Workers of every organization need to embrace the culture of living a healthy lifestyle rather than implementing specialized health programs and insurance plans (Goetzel, 2012). Coca-Cola Company initially perceived health and well-being as only integrated into the safety programs that employees are given. The company needs to distinguish between health and wellness from safety concerns. Many governments have encouraged wellness programs through the Affordable Care Act; this raises the legal limits on the penalties imposed on the employees by employers for the health-contingent wellness plans (Baicker,
Human Resource Management (HRM) is fundamentally another name for personnel management. It is the process of making sure the employees are as creative as they can be. HRM is a way of grouping the range of activities associated with managing people that are variously categorised under employee relations, industrial/labour relations, personnel management and organisational behaviour. Many academic departments where research and teaching in all these areas take place have adopted the title department of human resources management. HRM is a coordinated approach to managing people that seeks to integrate the various personnel activates so that they are compatible with each other. Therefore the key areas of employee resourcing, employee development, employee reward and employee involvement are considered to be interrelated. Policy-making and procedures in one of these areas will have an impact on other areas, therefore human resources management is an approach that takes a holistic view and considers how various areas can be integrated.
...organizational annual pay and grading reviews, Performance appraisals generally review each individual's performance against objectives and standards for the trading year, agreed at the previous appraisal meeting. Performance appraisals are also essential for career and succession planning - for individuals, crucial jobs, and for the organization as a whole. Performance appraisals are important for staff motivation, attitude and behavior development, communicating and aligning individual and organizational aims, and fostering positive relationships between management and staff. Performance appraisals provide a formal, recorded, regular review of an individual's performance, and a plan for future development.
Human Resource Management is the title given to define formal systems arranged for the management of people within a company. There are many responsibilities of a human resource manager. These responsibilities usually fall into three major areas: employee compensation, staffing and defining and/or designing work. The purpose of Human Resource Management is to maximize the capacity of a company by bettering its employees. This is unlikely to change in the future even though the pace of business is always changing . Edward L. Gubman said in the Journal of Business Strategy, "the basic mission of human resources will always be to acquire, develop, and retain talent; align the workforce with the business; and be an excellent contributor to the business. Those three challenges will never change."