EOC 10: Authority

When it comes to an evaluation, I have only ever had one kind of evaluation during my first retail job. I feel that the evaluation for this job, wasn't a good one, they literally gave me, if i have to put it in test percentage they gave me a 70%. I don't really remember the questions or statements of this evaluation because it was a little over a year, but I remember them saying that I need to work harder. "Traditional performance appraisal systems frequently emphasized employees' negative characteristics. While performance management systems identify and correct employee weaknesses, they also recognize, reinforce, and reward employees' strengths" Working harder was not a concern for me, I would literally bust my butt every time I clocked into work. and they never showed any time of appreciation to how hard I as working, and for them to over work me during the time I was working and having me do about 12-15 hours a day or every time I work, with only one 30 minute break, was s wrong. Knowing the things I know now has helped me realized that I should have stood up to this company and made them realize how they were working their employees. "Performance appraisal is the employee evaluation component of a performance management process. An effective process yields clear employee goals and an objective rating of goal attainment."

EOC 9: Sexual Harrasment in NFL

Believe this or not! but being part of the NFL is like you are practically a celebrity, and for the NFL is say, ""they had"no knowledge" of anyone in its offices receiving a copy of the now infamous Ray Rice video in April, as a law enforcement official claimed in a report the Associated Press published Wednesday." Is a lie because, if Rice is part of this team, not only will the NFL try and cover the tracks, but the HR department will try to make them look good and keep them safe. So for the fact that the NFL Coach, says he had no idea of the second video is all a LIE! because they literally have to know everything that goes on with their players, just in case something like this happens. "Rice had been charged with felony aggravated assault in the case, but in May he was accepted into a pretrial intervention program that allowed him to avoid jail time and could lead to the charge being purged from his record. A prominent New Jersey lawmaker called Tuesday for that decision to be reviewed" Now, lets think about this in an HR perspective... should the NFL suspend Rice indefinitely, even when this occasion happened during the time of his "personal life"? I can go on both sides of this, yes and no. Yes I feel the NFL should do more then just suspend him from the Ravens, because within his contract, Rice represents the Ravens, and any kind of altercations, will and can effect their position at the Ravens. and then I say no, because it was on his personal time, and what he does he does, so he shouldn't be punished when it comes with his career. "The first thing he [Rice] said is, 'She's intoxicated. She drank too much. I'm just trying to get her to." Excuses, HR should not protect him but the views of the NFL, because it will reflect on the Ravens more if they keep him then if they let him go.

EOC Week 8: The Power Behind the Throne

On-job training: An individualized (one-on-one) training approach in which a knowledgeable and skilled trainer teaches a less-experienced staff member how to perform tasks required for a position.(page 216, HR book) 

When having a sufficient job with well trained employees, is asset to your company. However, having the opposite of a well trained employee will bring your asset of the company down, because that employee will be looked at to represent your company, all our employees are like that. So, if you have one bad employee then your company can go sour. Which is why On-job training is so important, it can help the new employees understand exactly what is required of them, and give the older more experience employees a chance to train and reteach themselves what they already know, to help them move up within the company. 

"There are several advantages to on-job training: 
It incorporates basic adult learning principles, It provides maximum realism, It provides immediate feedback, It can be used to train new and experienced staff, It is frequently delivered by peers who regularly perform the task, It is well accepted by trainees" (page 218, HR book) 

When training a new employee you need to think about the idea of presentation, when the 'trainer' is showing the 'trainee' around, you need to make sure its a good one, because you don't want to get the wrong impression to the 'trainee' about the job. Going around, and having other employees, mentioning to the 'trainee' that they are going to end up hating this job, is not good. And letting them know all the gossip, the mangers are all men, and being treated differently because you are a woman is sexism, not right. Within any kind of business, I feel that a man and a woman should be treated the same, no matter the circumstances. 

"In today's increasingly diverse workforce, staff members with widely different backgrounds and experiences bring a broad range of perspectives to a decision-making process. Creative trainers can use this diversity to improve training. Training exercises can allow trainees to brainstorm how a training point could be applied in a work situation, alternative solutions to case study or role-play exercise issues, or about the development and/or conduct of out-of-session projects." 

(page 246, HR book)

If you think about the work place today you will realize that now and days, there is a wide variety of cultures and backgrounds, that can help in-hence the creativity of the company giving them an advantage to their competitors, so sitting around asking not only the management but also the work place for a little brainstorming, to help gain more of an asset to the business, to help get the juices flowing in a creative way and to have your employees love working there because they know that you care. 

EOC Week 7: Minimum Wage Management

"If an employee's tips combined with the employer's direct wages do not equal the federal minimum hourly wage, then the employer must make up the difference. If an employee is employed concurrently in both a tipped and a non-tipped job, the tip credit is available only for the hours spent in the tipped job."(pg271;HR)

When it comes to minimum wage, there is a lot of opinions and discussion revolving this situation. Since I am one to talk about getting paid 25 cents over the minimum wage, still doesn't make up everything that I do at work. I think for years now people have been arguing about raising the minimum wage price to be more reasonable, a price that people can live off of a price that you can have a family of at least 3.

"The premium overtime pay requirement on either a daily or weekly basis is not applicable to employees who are compensated at not less than one and one-half times the minimum rate or to employees of enterprises having a gross annual sales volume of less than $250,000."

When it comes to paying an employee enough, I don't think there is such an amount, because now and days it cost a lot to make a living, especially if you have a family, if you are single, then maybe just maybe you can do it, but start throwing some kids in the picture then it gets hard. Everyone is always looking a way to make more money and have a good life, without struggle and be able to raise their kids in a good environment, but truth be told you have to struggle in life to get anywhere in life, you have to work hard in life to be someone, and most importantly, you are always good enough to get more money then what they offer you just have to believe it yourself. 

Week 6 EOC: Perform job analysis, write job descriptions, and job specifications.

Performing a Job Analysis on Event Specialist, comes down to the specialist conducting programs for employers in specialized areas of 'such' classified positions. 
"Position analysis (also called job analysis) is integral to many aspects of human resources management. For example, it defines job tasks that drive selection, training, ongoing work requirements, and performance evaluation. It is, therefore, a powerful tool that is critical to design and implementation of training and all other human resources functions." (page 192, HR Book)
An experienced professional who supervises all the details that go into planning an event, of any occasion. Details in which, include everything from finding the ideal location to choosing the type of dishes and silverware that will be used, explaining the duties, training and giving a skill set to their employers.

"The job requires long hours, extreme attention to detail, and excellent organization skills."

Such tactics would require; Overseeing the planning of production and execution of the events, and serving an event project manager, responsibilities would include projects such as;

"Re-event consultation and planning, venue selection, agenda development and event flow, event promotion and registration, printing and shipping, budget management, related travel arrangements, staffing, event follow-up and reporting, etc.; working with the event owner on speaker identification, content creation, collateral and swag creation, etc.; on-site duties include ensuring proper set-up and signage, registration coordination, AV testing, speaker management, time management, etc."

Other requirements to have an Event Planning Company.
- Manage event calendar, project timelines, and event budget.
- Expertly drive pre-event weekly meetings, including ownership of event planning documentation.
- Build and distribute regular pre-event status reports and post-event trip report.
- Work closely with marketing, sales, product teams, PR, upper management, and field evangelists to achieve business goals via event marketing.
 

EOC: Marijuana in the workplace

is is an extremely strong manner for some companies, or most companies, because who really wants an employee that is on drugs all the time, usually from research we have documented that people on marijuana don't usually give their 100%, and who really wants an employee like that. However, now and days it's a litter different I do believe.

In 2011, about 9.8 million full-time U.S. workers age 18 and older either abused or were addicted to drugs or alcohol in the previous 12 months, according to the 2012 National Survey on Drug Use and Health, conducted by the federal Substance Abuse and Mental Health Services Administration - See more at: http://learnaboutmarijuanawa.org/factsheets/workplace.htm#sthash.NgWDMkO2.dpuf

In 2011, about 9.8 million full-time U.S. workers age 18 and older either abused or were addicted to drugs or alcohol in the previous 12 months, according to the 2012 National Survey on Drug Use and Health, conducted by the federal Substance Abuse and Mental Health Services Administration - See more at: http://learnaboutmarijuanawa.org/factsheets/workplace.htm#sthash.NgWDMkO2.dpuf

Now and days, literally about 95% of people in the world are abusing substance, some for medical reasons most for other reasons, and with Marijuana starting to become more legalized in almost all of the states, its going to make it easier for others to access it. So what exactly are we going to do about "DRUG TESTING" how are we going to deny someone a job if they smoke marijuana, if its become less important then the other drugs. Maybe do the regular standard drug test, and if they are shown use of marijuana then maybe have them sign a document stating, that they will not use this substance around the work area, while on duty or on break, must wait until they are _____ (miles) away from the place they work. However, most employeers wont do that, they feel they must have a drug-fee work enviorment. OKAY? what about "Medical Marijuana"

In 2011, about 9.8 million full-time U.S. workers age 18 and older either abused or were addicted to drugs or alcohol in the previous 12 months, according to the 2012 National Survey on Drug Use and Health, conducted by the federal Substance Abuse and Mental Health Services Administration - See more at: http://learnaboutmarijuanawa.org/factsheets/workplace.htm#sthash.NgWDMkO2.dpuf

In 2011, about 9.8 million full-time U.S. workers age 18 and older either abused or were addicted to drugs or alcohol in the previous 12 months, according to the 2012 National Survey on Drug Use and Health, conducted by the federal Substance Abuse and Mental Health Services Administration - See more at: http://learnaboutmarijuanawa.org/factsheets/workplace.htm#sthash.NgWDMkO2.dpuf

EOC: Physical Attractiveness

"Legal constraints. local, state, and federal laws significantly affect a hospitality manager's efforts in recruiting employees. An employer can no longer seek out preferred individuals based on non-job-related factors such as age, gender, or physical attractiveness." (pg 104)
 When it comes to appearances, everyone has something to say about it, most people don't agree with companies working on trying to get people to look a certain way, they have to fit the image of the brand, or the store they are working at. If they don't fit that brand then there is no point on giving them any kind of satisfaction of them getting a job there. Even thought employers say they don't seek out certain people to work at their job, or they don't put labels on us, they do, they just don't say they do, they have to hide the fact and give everyone a chance or at least a consideration of working at that preferred location.  
“Physical attractiveness creates a halo around a person,” said management psychologist Ken Siegel, summarizing a vast body of research. “We still place a premium on physical attractiveness as a mediator of other things, and we do not attribute favorable qualities to people we deem unattractive. It may even occur on an unconscious level.” ( http://www.nbcnews.com/id/17369873/ns/business-careers/t/power-attraction-still-rules-workplace/#.U-O-XrFLmko )
Going by someones look to put them into a level is a discrimination, imagine if you, yourself has been discriminated against and didn't get the job by you look, is that right? I feel it is only right if you look at their requirements and see if there is anything in there about the dress code or the way you you look, then maybe it will be okay, but usually companies don't have that in their manual they just want a certain look to them and if you don't have that look then you can get the job, and that's not right. 
  

EOC:This Charming Man

Today in class we watched a Danish movie called This Charming Man, this movie was basically about a danish man trying to find a job, he was out of work for about 2 years and he wants to start working again, but he started at a bad time, no one was really hiring, well at the banks anyways, and when he went to an HR office they got his paper work mixed up and placed him in a learning danish class. "HR policies must be supported by procedures that, when followed, ensure the fair and consistent application of the policy.(pg 66, Human Resources Management)" when the man character was trying to make everything correct again, trying to let the HR office for jobs know what happened they kept blowing him off, and passing him around to different people because of his last name, he wasn't Danish. (discrimination #1) "Discrimination on the basis of “national origin” is clearly prohibited by Title VII of the Civil Rights Act of 1964.(pg 68, Hume Resources Management)" Imagine if you were put into that situation, and if you think about it we all have. For instance when we call a number and they just keep passing us around and keep transferring us to different people, and no one will actually sit and talk to us, that is another way of discrimination. No one is really wanting to spend the time to actually sit and talk to you because you don't know what it is exactly you want. Now if you are the opposite, and you call a number and you know EXACTLY what you want and you tell them you want this and refuse to be transferred back and forth then they will help you because they see  you being worthy of it. "Experienced HR managers agree that determining exactly which 9091employment-related records to keep, and for how long, is one of their most essential tasks.(pg 91, Human Resources Management)" To deny someone help just because of their name or they don't seem to know what the hell they are wanting from you is an example of discrimination. Now even though this movie had a lot of examples and issues of discrimination, the phone passing one is what got to me the most, because I myself have experienced this before and trust me its not a good feeling, not feeling worthy or important enough to have someone actually take the time and talk to you .

EOC Week Two: Sweet Charity

What did she do right and What did she do wrong? in this movie the main character doesn't wish to be a taxi dancer anymore, she wants to be someone do something better then that, so she gets dressed up with you black knee high skirt, black tights, a poka dot blouse under her black sweater, and her green grandma cardigan, and goes into a employment office looking for the job.
"Those are the best odds I ever had. " (Shirley Mclaine playing Chairty Valentine)
 Now when she went to go talk to the guy for a job she was nervous and that is okay, when he started talking to her he was asking what kind of experience she has had, and she kept denying any kind of experience that can require her to work in an office. The things she did wrong was beg for a job and cry in front of the guy, she also tried to hard (by the way she dressed) and the things that she did correct was she went out there and tried, even though she got knocked down, and the fact that she never said anything negative about what she does. When going into any kind of interview,meeting or corporate setting you never want to give any kind of negative energy, and Ms. Valentine did a good job at that.

EOC: MY VOICE

I am a professional in the Fashion Industry. Fashion is more than the clothes you wear on your back, its a form of expression, and I am expecting myself to show my expression through special events. The reason why I choice to do study Fashion, is that there is a wide range of concepts you can do, and can gain the experience in from every angle of this industry. I have been truly blessed with gaining the knowledge of fashion in different departments. Event Specialist, is one of my biggest passion, it took me a while to figure it out, but I always loved the Glamorous events I would see on T.V. and always wanted to plan every party we had. Its a challenge, that I am willing to accept, and love every second

EOC WEEK ONE: BEST AND WORST JOBS

          The strategies used to manage human resources can affect the business by how they are Run Company and their employees, yes some companies feel like they have to treat their employees in an unhealthy manner and some companies want their employees to be happy when they go to work. This helps me explain my experiences with my jobs that I have had or am in now. Both of the jobs I have done are within retail. Let’s define them by X and Y. My first job ever was job X and I didn’t know what to expect, the first 2 weeks were really good, then as the time kept going, I was just stressed with working there and going to school. They would have me be there over 10 hours, with only one break, and sometimes if I were to close (which would be about 75% of the time) we wouldn’t leave the store until 3 in the morning the next day, then I would have to be back at work by 9 am. So you can say they worked me to the max. There was also something that I didn’t quite understand about Job X and why they would always have all of the employees clock out at midnight and then clock back in after it. Until I asked my parents, and they just mentioned how it was a way to get the company to get out of giving their employees time in a half. RIP OFF. I know, I was so mad when I found out this happened. So I really wanted to find a better job that would appreciate my hard work I do. I was literally over stressing myself for this job and they didn’t event seem to appreciate anything that I do.  If I were to talk to the management of this company I would tell them that they have all their employees working like slaves and they don’t even care, this company is literally in my opinion ONE OF THE WORST companies to ever work for.  Now that I have moved on, and at job Y now, I am more satisfied with it. I’m not stressed out, or overworking when I really don’t have to. I get good hours, and I love going to work, and this place actually appreciates me, and helps me get to a better position. To me that is all about the management of the company which included HR, in the book, they have a quote, “Regardless of the industry segment in which they work, most employees have the same basic wants and needs.” (Page 7) and to be honest that is true. Now and days no one wants to be working for a company who doesn’t appreciate them, then they will never want to go to work, or the biggest issue they won’t enjoy as much as they wish they did, they are just there because it pays them and they can’t seem to find anything else.  Also, benefits is a need and must have to those who are full time, if there is no bit of any kind of benefits then they will have a hard time putting a team together. HR, is a very crucial department, they basically set all the rules for the worldwide business and hope there are no issues and people will agree and feel good with what they are set.