Administrator Of Human Resources Interview

Gomez-Mejia, L., Balkin, D., & Cardy, R. (2012). Managing Human Resources (7th ed.). Upper Saddle River, N.J.: Prentice Hall.

Dion Killingsworth has been a Human Resources director for the past four years. After eleven years in education at both public and college levels he decided to move into human resources. He has been in human resources nine years and enjoys the challenges of employment law and helping staff members as well as administrators become successful in their careers. He currently oversees employee relations for 31 elementary schools, recruitment for these 31 schools, transportation, and food service employees in Colorado Springs School District 11 (District 11). Prior to becoming a human resources officer for District 11, Mr. Killingsworth was employed by the Antlers Hilton Hotel as part of their human resources team.

The Objective of this document is to outline a hiring procedures manual that a Human Resource Department for a school district might use to hiring an employee. Hiring is arguably the most important function of the HR Department and a set of procedures should be in place to make the steps move in an efficient manner.

I am very interested in a career field in Human Resources. For this paper, I interviewed Lillian Mannino who is a Human Resource and Personnel Manager at the UC San Diego Graduate School of Global Policy and Strategy. As a manager, Lillian serves as the link between the graduate school’s management and its employees. She is in charge of overseeing recruitment, employee relations, policy development, payroll, and benefits. Personnel management is a special branch of management that is focus on the concerns of employees at work and their relationship with the organization. Her educational experiences consist of a bachelor degree at UC San Diego in Management Science and a professional Human Resources certificate from UCSD Extension. She has been working in the academic administration for almost ten years and earned her current position as manager through climbing up the ladder. She started off working in this field as a student affairs officer then was promoted to an administrative specialist. Her prior work experience paved a path for her to build up professional experience as well as a solid network within the UCSD administrative system.

Gómez-Mejía, L. R., Balkin, D. B., & Cardy, R. L. (2016). Managing human resources (7th ed.). Harlow: Pearson.

The Human Services Informational Interview was conducted on the phone I interviewed Tara Dakolios. She started in the Human Services field with a Master degree in Education from Virginia College and started working at the Hilton head Preparatory School. After working there for years she missed doing education and had an opportunity with the University of South Carolina Beaufort as an advisor. Before being in the Human Services Field she wasn’t aware of it being declared a major and knew she always had a passion for helping people. The skills utilized in the Human Services Field are being adaptive, organized, multi-tasking and time management. College help prepare her for the field in many aspects such as being a basketball coach and assisting

In 1980, 18 schools reported a total number of 6,700 students. Of the 6,700, 5,042 students were Non-Hispanic White, 1,655 were Non-Hispanic Black, 0 Hispanic, and only 3 was Asian. In 1990, 20 schools reported fewer students of 6,202. Of the 6,202, 4,392 were Non-Hispanic Whites, 1,798 were Non-Hispanic Blacks, 6 Hispanic, and 6 Asian. In 2000, 22 schools reported a total population of 5,410 students. Of the 5,410 students, 3,641 were Non-Hispanic Whites, 1,540 were Non-Hispanic Blacks, 56 were Hispanic and only 1 was Asian.

Arc of the Ozarks is a local human service organization providing help to people in the local communities with physical and mental disabilities. The main local offices for the Arc can be found in Springfield, Joplin, and Monett, Missouri. Interviewing someone from the Arc could have been done over the phone, by e-mail, and an in-person interview. The in-person interview seemed to be more appropriate because it would allow me to interact with the people who work for the organization and possibly see interaction with clients. Interviewing one in person also helps to show the kind of dedication put into the work provided by the organization.

The past couple semesters we have focused on theories, techniques, role-plays, etc. However, I think learning more about the human services profession as a whole is extremely beneficial. For this assignment, I conducted an interview with a Licensed Independent Clinical Social Worker (LICSW) named Joshua Feinberg at Chestnut Ridge Hospital. Joshua has been working as a social worker for four years. He enjoys the counseling aspect more than anything as being a social worker. At Chestnut Ridge Hospital, LICSW are technically called a “Clinical Therapist”. They are called clinical therapists because they mostly do counseling at this facility. During the course of the interview, the questions focused on the professional roles, positives, negatives,

“Robert Tobias (2010) argues that to be effective, human resource managers need to embrace the possibility of positive and productive relations with labor unions.” (Riccucci pg. 10-11)

I have been working for Chicopee Public Schools for 2 years. I truly believe this is the best job I’ve ever had. The flexibility of my job is what I love the most. The only interaction I’ve had with Human Resources was when I got hired and when I have questions about benefits. We will dig deeper into my human resources department. We will explore issues involving retention, organizational growth, employee morale, and workplace demographics. I will narrow these four areas down to one and discuss ways to fix the issues.

Gerhart, B., Hollenbeck, J., Noe, R., & Wright, P. (2009). Fundamentals of human resource management (3rd ed.). New York, NY: McGraw-Hill.

“Robert Tobias (2010) argues that to be effective, human resource managers need to embrace the possibility of positive and productive relations with labor unions.” (Riccucci pg. 10-11)

The school population consist of 45 % African Americans, 40% Hispanics, 9% whites, 2% other or more races, 1% Asians, 1% American Indians and 1% Hawaii Natives.

Every company in virtually all fields of business is evolving and has to adapt to new conditions, technologies. Human resources play pivotal role in facing the front-line challenges as companies adapt to coming and going of projects, ventures into new markets, changing workforce demographics, diversity, etc. We have interviewed Ms. Shannon Svoboda, the Total Rewards Senior Compensation Analyst with Rockwell Collins.