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.