Week 9: EOC: My Future Plans

Where do you see yourself in the future? As far as my future, I’m currently focused on graduating with my bachelor’s in fashion and retail management. As of now that future goal will happen this year with just a few more classes. And beyond graduating college, where do I see myself? I see myself working in the fashion industry for a small business/family-owned business/or perhaps a non-profit organization due to the fact that I would like to get more experience from a start-up business such as in marketing or public relations. I currently have a little experience in both fields, but would like to expand that in a small business, as I would like to increase my knowledge in thinking of new marketing strategies. I’m currently working towards the career that I would like, but most certainly there are some areas that I would like to better improve. And most certainly the education from Art Institute has definitely increased those needed skills that I’ve been educated on.

EOC: Week 9 - Film - Sexual Harassment

In the film, the high executive, was highly sexual harassing every woman employee that the company that he had managed for. One of the harassing was, calling a employee who was a women and the executive had verbally told her employee to go "fetch him some coffee." The women was in no place to go fetch, which was up to and one of the duties to the the man's assistant.

There were countless sexual harassment, such as in one incident in the film that was towards the ending. When one of the higher executive decided to branch the business out towards a tropical location, and the lower high executive accepted the offer and slowly denied the offer. And being the higher executive had to let him reconsider, his order by forcing that he would potentially be let go.

EOC: Week 8 - 9 to 5 Film

Judy Bernly was the new employee for the corporate Consolidated company, she began her first day and eventually Violet Newstead gave Judy a walk through of the workplace on that first day. The "employee orientation provides new employees with the basic background information they need to do their jobs; ideally it should also help them start becoming emotionally attached to and engaged in the firm." (Human Resource Management, Pg. 233.) When Judy began her employment at the corporate job, Violet was given the opportunity to show Judy the ropes on the workplace. Such as the "Training means giving new or current employees the skills that they need to perform their jobs, such as showing new sales people how to sell your product." (Human Resource Management, Pg. 235.). I find that this quote was very useful considering, when Judy first began the first day, the training wasn't necessarily very detailed oriented considering it was very fast paced. For an example, when Judy was being trained on her duties, and one of those duties was to work and be able to recognize how to be able to function the coping machine."Training is important. If even high-potential employees don't know what to do and how to do it, they will improvise." (Human Resource Management, Pg. 235.) And that is exactly what Judy did, during the training, Judy was rushed to the point she wasn't able to learn how to turn off the copying machine. If Violet was very efficient and maintaining in a timely manner, Violet would have been able to teach Judy on learning how to turn off the copying machine. Before introducing Judy into the workplace, she was exposed to, the employees. And being introduced to everyone at the office, Violet quickly told Judy all the gossip about each employee in the office. That statement then follows this quote that I've selected from the textbook, which is "Don't start out on the wrong foot, for instance, with an irrelevant joke." (Human Resource Management, Pg. 245.) With this quote, Violet had told her all the gossip which was just that gossip. And along with telling people gossip, some gossip tend to make a mark on the new people, as though as feeling a stigma on that person that is being the target in the gossip. I honestly think that following a model in training new employees would of been a better option in succeeding the new trainee in the office. Such as "behavior modeling involves (1) showing trainees the right (or "model") way of doing something, (2) letting trainees practice that way, and then (3) giving feedback on the trainees' performance." (Human Resource Management, pg. 246.) With this model of training, I honestly think that things would of been better on a positive note for Judy. With this method of training, the trainees would watch a recorded presentation, such as teaching the new trainee on how to present themselves. The next thing that the trainee would then go, would be a role-playing, which is basically teaching the trainees on any type of situation but in a role playing environment at the workplace. The third thing would be a social reinforcement, "the trainer provides reinforcement in the form of praise and constructive feedback." (Human Resource Management, Pg. 246.) And lastly the trainee would be in a position of "transfer of training. Finally, trainees are encourage to apply their new skills when the y are back on their jobs." (Human Resource Management, Pg. 246.) 


Citation

Dessler, Gary. Human Resource Management, 15th Edition. Pearson Learning Solutions, 2016. [The Art Institute].

Week 7: EOC - HR Question - Prisoners & Veterans

If you were HR how would you handle the outreach to prisoners and veterans, based on hiring/interviewing? 
As head of Human Resource, it is our job to be able to reach out to everyone and that includes prisoners and veterans. "There are two main reasons to check backgrounds-to verify the applicant's information (name and so fourth) and to uncover damaging information. Lying on one's application isn't unusual. A survey found that 23% or 7,000 executive resumes contained exaggerated or false information." (Human Resource Management, Pg. 183.) Every employee in HR is trained to review each applicant and based that off on skills that is right for the open job position that is available for that company. So HR is quite in the midst between of hiring the right people for the job. As far as, reaching out to applicants who have been convicted of a felony puts HR in a very difficult position because of the applicant's criminal background. As most HR require some of what of background check to '"avoid hiring mistakes." (Human Resource Management, Pg. 183.) If, I was head of director of HR I would be able to go out of my way to contact as many employers that I can, that didn't require a criminal background checks. However, those criminal charges can be quite controversial such as if the applicant were to have a drug charge from the past. We as HR can also offer the employer that the applicant were to be hired for the position, we as HR can recommend a, "test for drugs. Devise a drug-testing program and give each applicant a copy of the policy." (Human Resource Management, Pg. 189.) This drug-testing program will help both parties on both ends, such as the applicant who has now been hired will be required to comply with company policy. Also, along with the drug-testing programs "most companies will not hire such candidates, and a few will immediately fire current employees who test positive." (Human Resource Management, Pg. 191.) But that is one way of hiring an applicant who has a criminal background history, through the stages of in the hiring process. As far as, reaching out to prisoners, one way is to also contact employers for a job fair that would benefit both parties but can be extremely competitive considering everyone wants to be hired. As HR I would definitely contact employers such as Aamco, Ace Hardware, Apple Inc., AT&T, Baskin-Robbins, Bed, Bath & Beyond, Buffalo Wild Wings, Cintas and Hilton Hotels are all companies that are willing to interview and hire applicants with a felony conviction. If you would like to know more information about companies that are willing to hire applicants with a criminal past, here is the link: http://jobsthathirefelons.org. Veterans are also having a difficult time of not bring hired once they have been discharged or retired from the military. Certain companies such as "Wal-mart has a 5-year program guaranteeing any honorably discharged veteran who left the service in the past year a job." (Human Resource Management, Pg. 151.) Besides the corporate company Wal-Mart, some non-profit organizations such as Helmets to Hard Hats "connects National Guard, Reserve retired and transitioning active-duty military service members with skilled training and quality career opportunities in the construction industry." (Helmets To Hard Hats, Web) Basically the website that I've mentioned is to help people who have retired or have been discharged from the military to "successfully transition back into civilian life by offering them the means to secure a quality career in the construction industry" (Helmets to Hard Hats, Web). And what is an honorable discharge from the military? Well an honorable discharge in the military is when a "military service member performed his or her service obligations with reasonably good or excellent performance ratings, they will typically from the service under honorable conditions." (Getting Hired.com, Web) There are also numerous companies that would consider on hiring veterans, such as Cintas, Amazon, J.P. Morgan, American Airlines, Southwest, and GM are just a few. If you would like to know more information about which companies hire veterans (you can click the following link): https://www.veteranjobsmission.com/companies.

Citations

Dessler, Gary. Human Resource Managment, 15th Edition. Pearson Learning Soultions, 2016. [The Art Institute]

"List of Jobs For Felons (137 Companies That Hire Felons)." Felon Friendly Jobs. N.p., n.d. Web. 18 May 2017.

"Are you looking for a job, OR a career?" Helmets to Hardhats. N.p., Web. 18 May 2017.

Blog,  GettingHired. GettingHired's Career Insights Blog. N.p., n.d. Web. 18 May 2017.

"Companies Hiring Veterans. "Veteran Jobs MIission. N.p., n.d. Web. 18 May 2017.


300 Words/ 3 Quotes from ebook/online

Week 6: EOC - GIRLS (Name 3 HR related terms)

1. One of the problems in the film of GIRLS, where Hannah Horvath, who was the main character in the HBO tv show. In the film, she was just recently hired and as soon as the first day she began violating some HR polices. And one of the issues was gossiping over the company phone to a fellow co-worker who showed her the ropes in the office.
2. Also during the workplace, Hannah was asking very personal questions to her co-workers for an example along the lines of, "Did you give up on your love for writing once you started your job here?" or "How do you manage with being a full time worker and just giving up your passion on writing?" are just some of the questions that were brought up by Hannah in the work environment.
3. As one of the many problems that Hannah did that would offend Human Resource was the fact that she had admittedly said she wanted to quit her job considering Hannah was going to lose her passion for writing and so she said to her boss that she wanted to quit. And Hannah's boss said something along the lines of "okay, I can have you replaced. I know people that would love your job." 

Week 5: EOC - HR joke

Hot Shot

A young businessman had just started his own firm.

He rented a beautiful office and had it furnished with antiques. Sitting there, he saw a man come into the outer office. Hoping to look like a hot shot, the businessman picked up the phone and started to pretend he was working on a big, important business deal.

He threw huge figures around and made giant commitments. Finally he hung up and asked the visitor, “Can I help you?”

The man said, “Yeah, I’ve come to activate your phone lines.”

Source: https://albertaventure.com/2013/11/office-approved-jokes/

Week 4: EOC: The Charming Man

The movie called The Charming Man that we've seen in class was very much informative to us as a class for Human Resource Management. In the film we saw surprising scenes that were highly offensive and that would for sure be red flags for human resources. Below are five alarming red flags that were often seen in the movie. 

Discuss five prejudices displayed in the movie:

1. Being disrespectful to women

2. Belittling someone's race and nationality 

3. Showing hatred towards a group of people based on nationality 

4. A company being bias towards only a certain group of race 

5. Fat shaming people based on their weight in the job field

The five that I've selected from the film were extremely relatable in today's society. I'll be comparing the five I've selected above. 

1. We are currently living in age where everyone's personal wording, images and content are often displayed on social media/internet. Such as it is much easier to be very disrespectful to women on social media and anybody can post comments about being disrespectful to women and including men.

2. In the film, we saw applicants who were taking an english class, and each one of them were disrespected at a certain time in their life, based on their skin color. Most of the students were a certain race that was related to muslin and a majority were a darker complexion.  

3. This was often seen in the movie, where a group of race was showing hatred towards a certain race. The job establishment in the movie was not afraid of showing and verbally speaking about their hatred and not wanting a certain race in their job establishment. In today's society showing hatred has been often been shown in the news lately such as excluding a certain race in their job establishment. For an example, a women who applied for Abercrombie & Fitch completed her first job interview there and was asked again for second job interview with their management team. The man quickly learns that the lady was no longer needed for a 2nd interview due to the fact that the women wore a hijab to the first interview. The women finds this as discrimination and decides to sue the casual clothing brand. Fast forward, the woman later won the case and given a large amount for the trouble of not being hired and also paying the costs for her attorney's fees. 

4. Being bias towards a certain group of race is often in the media. Such as favoring a type of race in their job establishment. For an example, a cultured company may only hired cultured people and would not hire people who aren't cultured enough to be hired for the position. 

5. We are also living in a world where most people are fat shaming, and most comments seem to be on social media. The fat shaming of people is very much highly discussed on social media due to the fact that most comments can be created under a fake name or account. Most fat shaming comments can be very cruel and can be extremely offensive.