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Informal Interview paper I decided to interview my friends’ human resource manager. She works at an organization called the Sheraton Hotel- Starwood Hotels & Resorts. She has some involvement in getting training and development for different hotels when it is needed. She manages staff and implements new ways that the hotels can be more efficient. The manager is a busy lady, I did not know if she will have time for this interview. I sent her an email and explained to her how this interview with her would help me learn more about her career and help me see if I am interested in this field as well. She agreed decided that the best way to do this interview is through Skype. Interview Q. What is your job title and name of company? A. Human Resource Manager/Generalist for the Sheraton- Starwood Hotels & Resorts Q. How long have you been doing this job? A. I’ve been doing this job for 7 years. Q. How did you get into this career? A. I started off as a front desk receptionist at one of the local hotels. I worked as a receptionist for 2 years. While …show more content…
I learned a lot about the responsibilities of a human resource manager. There are a lot of tasks to be done as a manager. All the things she mentioned take a lot of time and organization. There is a large amount paperwork and follow ups with new applicants that need to be done. These are tasks that I am capable of doing, but I worry that the work load my overwhelm me. This interview showed me that it is important to be specific in the type of degree I want to graduate with. Knowing what I want to do specifically is important to understanding things that will be expected at work. Experience is something that is very essential. This is something that I will need to work on in the future. This interview gave me more information about a human resource manager. I enjoyed the interview and learned a lot from it. I liked getting her opinion of what she likes and dislikes about her
Overall, I was grateful for this experience. I was able to find out more about the behind the scenes responsibilities of our schools’ leadership.
The purpose of this interview is to explore human service professional in their work environment, and observe human service professional in their particular settings, what type of education is required for their position of choice. The human services profession has a variety of populations that they serve; this is a wide array of people. Human service professionals serve populations such as, high-risk mothers who may have shortfalls in education, psychosocial, nutritional, and little or no transportation. Another is the homeless population, lack housing due to being unable to afford, or maintain safe and adequate housing. The elderly is a population that is increasing, there needs range from chronic illness, lack of or little education, mentally, financial, loss of independence, and stereotyping. They serve those diagnose with a chronic illnesses, such illnesses may be diagnoses of , high blood pressure, heart disease, diabetes, there is also the chronic mentally ill who are consider high risk, bipolar disorder, schizophrenia, ADHD(attention deficit hyperactive disorder). These are just a few of the services that a human service professional may work with.
This was my first time ever interviewing a professor. I had interviewed students before, but it was never as intimidating as interviewing a professor. I thought that the professor would in a way rush through the interview, but I was wrong. My professor listened and made sure that all my questions were answered, and after the interview, I felt that there is more than just students to go to when help is needed professors are always there too. I do not regret giving the interview, for it was a new experience and I found it very helpful. I was personally evaluated by a professor. It felt good to know that there are certain things I need to work on in order to be more successful. I wasn 't let down at all I took the evaluations as advice, and I love good advice. I now feel that I could go up to any professor and not worry about the feeling of being intimidated. This interview showed me how much the professors care for my overall well-being both inside and outside of college. I learned that professors know a lot and they also have a lot of advice to give. I was also told to make sure that I plan things out before hand instead of just adjusting to them as they came up. I was surprised when the professor told me to make sure that I know how a lot of things work in college, and that I shouldn’t wait until my senior year to learn new things, for that 's the mistake he made. With good explanation,
Although the experience was nerve-racking, I believe that I did a very good job. I was able to collect the majority of the information that she was telling me while asking follow up questions. However, it was more to balance than I had expected. It was difficult asking questions and attempting to record enough information to complete my assignment. As the conversation continued, I got interested in her life stories and professional examples and noticed I had stopped taking notes. I also felt the need to make constant eye contact to show I was alert and aware of what she was saying, which brought challenges to my note taking. This interview process made me feel excited for the future. It was an intriguing opportunity to know that one day I will be able to positively impact lives the way Fultz does. To improve my interview skills, I would ask if I could record the conversation. This will allow me to interact more with the health professional while also consuming a maximum amount of information. I wish I had thought about recording this conversation prior to the interview, because Fultz spoke beautifully about her passion as a social worker, and I wish I was able to directly quote her in this
For that, I interviewed my boss, Karen. I see her almost every work day but there were still many things I wanted to ask her about. I knew that she had been married to a man before she met her wife, and that she still had his last name even after separating and remarrying. I also knew that her father was a Methodist minister and performed her marriage ceremony back when he could’ve gotten in a lot of hot water for doing so. I knew that she was adopted, too. But the rest of her life, the in-between moments, were still a mystery to me. So, I really enjoyed that interview. As you can tell from the transcription, we laughed a lot and got along well. I think she felt comfortable and she told me later that she had enjoyed talking with me. I also came more prepared and with more questions. It was hard to do my initial research on my student interviewee because there wasn’t a lot of prior information that I could find about her. With Karen, I not only had my own prior information, but she is also easily found on the internet. A lot of that has to do with her age and the businesses she has been involved
I chose to interview Regina Geis, who holds the administrative role as acting supervisor for the County Mental Health adult day program, which provides services for individuals with intellectual disabilities. Ms. Geis has held this position for 15 months. This is her first managerial position within a human service agency. Her style of management has changed over this short period of time. She feels that she is now more direct with her direction with staff. She stated, “Maybe now I come across as a little bit cold. But I have learned that I now have to use the least amount of words to get my point across.”
This morning I interviewed a lovely young lady from the Key Peninsula Family Resource Center. Gina is the Center’s Coordinator and a social worker. Gina earned a Bachelor’s of Science in Social Work from the University of Washington and has been employed at the center for six months. She will be continuing her education at the University of Washington for her Masters in Social Work. She informed me that a Bachelor’s in Social Work or a similar degree in Human Services is very important to attain work in the field. Additionally good time management skills, a good sense of professionalism and how to work with people from different social and economic backgrounds. However, the most important quality is a good attitude.
To inspire and influence others, a leader must possess many skills and abilities. As motivational speaker Peter Northouse, states, “a leader should be strong, but not rude; be kind, but not weak; be bold, but not bully; be thoughtful, but not lazy; be humble, but not timid; be proud, but not arrogant” (Northouse, 2013) Moving an entire group of individuals toward a singular goal is a considerable undertaking. Without effective communication skills and a clear vision of what needs to be accomplished, one will feel like they are trying to herd cats rather than leading.
My interview actually went really well. I do like some things that I did for this interview but I also dislike some of the things I did and there are many changes I wish I had done now that the actual interview is now over. I found myself critiquing myself while listening to the recording and transcribing what I said. Overall, yes, I did get the main ideas of her opinions but I didn’t ask very good questions and I also made a couple rookie mistakes when doing this interview. I did the reading before the interview, and I read the interview material once more after the interview and I found myself not doing some of the things that the reading said to do.
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.
In the world of novels, often the view afforded to the observer is one of omniscience.
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 is the most valuable and unique asset of an organization. The successful management of an organization’s human resource is an exciting, dynamic and challenging task , especially at a time when the world has become a global village and economies are in a state of flux. The lack of talented resource and the growing expectation of the modern day employee has further increased the difficulty of the human resource function.
In this class, one thing I learned about myself when it came to jobs that I worked before
A human resource manager needs to plan ahead and know what is going on. in and outside the company labour market. He needs to be aware of the past, present and future trends of employment in a particular area. of the specialisation of the. He needs to know if there are available skills needed or if there are few people with the type of skills needed by the company.