When an individual needs a job or a change of scenery in a work environment we look for a different employment and start job hunting. In the Job-hunting survey I scored a low score; my experience with job hunting is very low. I have worked with the same company for nine years and have not had the need to look for another job. Even though sometimes I want to have a job closer to home or more pay I always tend to back out on the change and continue with the job I have. When it comes to change I get nervous and scared and because I’m afraid that I’m not going to succeed in the other location I decide to stay with my current employment and deal with traffic and the pay. This survey helped me realize that even though I have been in my employment
Truck driving is a much needed career to help transport goods across the United States and other local areas. Commercial Truck Driving is the career I choose to uphold. Trucking is a way of transportation needed to keep business going. Trucking has been a part of my family for years so I fell in love with trucks now I won’t to drive my own. This career has a good background, career requirements, job positions, and a good reflection.
Bolles begins by preparing the reader to know that the job market has changed, and that some new approaches and perspectives need to be utilized to be a successful job hunter. The author moves on to discuss how most employers are learning more
Employers face major challenges when they consider the increasing difficulty of finding skilled people, a younger workforce with different attitudes about work, and a growing population of older workers heading toward retirement.
How much information should be collected on employees and prospective employees? Collecting information presents risks that employers will be faced with when employees commit torts outside the scope of their jobs. Also, not collecting the proper information could result in risks depending on the case. These questions will be analyzed based on collected data and employer actual or constructive knowledge. In order to precisely elaborate about the risk and such, I will look at the employee monitoring at work, Electronic Communications Privacy Act of 1986, and respondeat superior.
Change affects more than just a program or a process within an organization, change affects employees, collecting data on employee’s readiness and willingness to accept a change will help leaders know if the organization is socially ready for change (Cole, Harris, and Bernerth, 2006). A change might be positive for an organization but if the employees who will be affect by the change are lost in the process then it could create a greater issue than not making the change. Leadership needs to communicate and inspire the employees to be positive toward the change, seeking to enhance their job satisfaction not make changes that will increase their desire to leave. This data is best collected early in the change initiative allowing leadership to properly cast the vision while addressing concerns. This requires leadership to create platforms for employees to engage in the change initiative freely (Ford, 2006). Employee attitudes can be measured through these dialogues providing leadership with necessary measureable data (Hughes, 2007).
Change has been a big part of my career for the past five years. Initially, I changed my work from a hospital setting to an office setting to accommodate my inability to perform fully as an RN. Next, I had to leave my position completely, due to my surgeries and the year recovery period. However, because of my inability to work right now, I have decided to change my nursing pathway for now. Fortunately, being a nurse gives you a multitude of opportunities, therefore, I have other opportunity to work from home e.g., telehealth, medical transcription, case management (Childers, n.d.), as well as a medical coder, which I have been offered to do. They may not be the best jobs for a nurse, but, it gives me the opportunity to continue
Being aware about the job market trends, the situation you’re in, your emotions and options available to you is important.
Salary surveys have become a common, useful tool implemented by employers to determine the level of wages that will attract employees, while also planning a strategy for compensation for the entire workplace (BNA HR & Payroll Resource Center, N/A). There are several reasons as to why employers use salary surveys; one of the main reasons salary surveys are conducted is to ultimately determine if the current salary rates being used are sufficient enough to attract and maintain workers. By understanding what the rate of pay is based on market data, a company can decide if they want to pay the same, decrease, or even increase the rate; the company's decision will, however, impact the employee. The employee might continue to work for the company, but in some cases, if the company decides to decrease the pay rate below what the market data states, they will begin to feel used and leave the company. Another reason salary surveys are used is to help determine if employers are paying equally for jobs of equal worth, as well as paying a sufficient amount for different types of jobs (BNA HR & Payroll Resource Center, N/A). Another great reason for employers to conduct salary surveys is to justify their decisions about pay rates when faced with lawsuits (BNA HR & Payroll Resource Center, N/A). Employees are able to challenge a company if it does not have a justified reason as to why they pay certain employees certain amounts. All of these reasons for conducting a salary survey provide great benefits for the company; they are able to maintain salary rates based on market data, while also obtaining justification if future problems with employees ever arise. Another benefit that comes from salary surveys is the fact that most are moderately ine...
But the point here is to understand that career change isn’t always the answer for unhappiness in your job. Just because you are unhappy in your current role, doesn’t mean you should move on to a completely new industry. Don’t be disillusioned in thinking the answer is always career change.
Holland, Rayman, J., Walsh, W. and Osipow, S. 1986. The self-directed search. Advances in vocational psychology, 1 pp. 55--82.
The first thing I must ask myself is how am I going to accomplish adapting to change? It’s very simple but it’s something that I need to work on. I need to learn how get outside of my comfort zone. As of know I work in a stable work environment, where everyone is happy and rarely
Here are some key points and ideas about exercises we could do in class. PLease contact me if you have any questions. I think we could have the speaker and do the mock interview I suggested toward the end of this e-mail. Shana Cohn CLASS DESIGN Important points, class discussion questions and activities. Part I Job Analysis defined: Identifying lists of activities or tasks associated with the job. Determining the skills needed to perform the job successfully. A well-designed job analysis can help to create a work environment where expectations are clear and future problems can be alleviated through communication. Some detailed benefits of job analysis include: 1. It provides uniform guidelines for dealing with employment selection, compensation, performance standards, and the skills needed for any given position. 2. It lays a foundation for gaining a competitive advantage by identifying training needs for the incumbent employee or an employee entering into the organization. 3. A successful job analysis draws clear boundaries between the employer and employee regarding qualifications, job responsibilities, lines of authority, and ways of preventing or dealing with grievances. 4. It allows employers to hire qualified candidates by linking applicants' skills to the job analysis. Employers can also prove that their requirements for selection are related to the job. The ADA defines a qualified applicant as "one who can perform the essential functions of the job." A job analysis provides the employer with justification of why they chose a particular applicant. Other areas to note: 1. The most common reason for a job analysis is to gather information for job descriptions. The job description should focus on results and outcomes instead of how to accomplish the job, because each person attains results in a different fashion. 2. Preparation for the future is key to dealing with a changing workplace. The job analysis should integrate issues the organization may confront in the future, such as turnover and technology advances that could change its structure. 3. Forecasting HR needs is critical to the success of the organization. These should be assessed with past trends, evaluating the skills of incumbent positions, and being aware of changing skills and requirements. Some questions/activities regarding job analysis: A class activity would be a case study that involves a new person hired into an organization where a job analysis is not utilized. The following questions serve as a guideline for the types of issues that could arise without a clear job analysis.
Every day someone is looking for a job. Whether that person is a recent graduate, a person laid-off from work, or a person that wants a different job, their diligent search turns into a carefully planned search for employment. It is important that a person knows how to search effectively for a job. There are three effective ways to look for a job: use a variety of resources, do a resume, and go on interviews.
Lyons, P. (2006). INDIVIDUAL COMPETITIVENESS AND SPONTANEOUS CHANGES IN JOBS. Advances In Competitiveness Research, 14(1), 90-98.
The use of good selection tools for a good selection decision, will make all the difference in the kind of employee you hire. That is because of how important it is to choose the right method of selection for the position that needs filling. With a selection method it will reduce the number of applicants applying for the position, and increase the number of candidates with the right credentials and qualifications.