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.