Chicopee Public Schools Hr Assessment Essay

The workplace is a delicate environment filled with different personalities types. These differing needs of feeling safe and comfortable create many challenges in the workplace. The creation of the Human Resource Department has helped create a safety net for all employees to fall under and create a stable environment for employees to feel safe and secure. Regulations such as Equal Employment Opportunity Commission and the Department of Labor have in some ways removed the common sense and compassion in the workplace and replaced it with litigation. The effect of these regulations have balanced the workplace and created a more

The School Resource officer program provides the use of trained full-time Police Officers who will work within the educational system. The objectives of the School Recourse Officer Program is to promote and assist schools in providing a safe learning environment which will also improve relationships between law enforcement and the youth of today. The program attempts to promote a better understanding of the Law Enforcement Officers' role in society while educating students, parents, school personnel, and the community on important issues such as gangs, violent crime, drugs, and other related topics. The program also provides a positive role model in the educational system. The Primary focus of this program is

The career that I have chosen to pursue is Human Resources Management. When I started out on the path of “what I want to be when I grow up” I started in a completely different line of work. I wanted to be a Nurse when I graduated high school. I enrolled in college and I worked at a children’s hospital. After a while I started getting burned out by working long hours and on the weekend and I started to wonder if this was the right career that I wanted to continue with. I was offered a position at a staffing company that tailored to physicians and nurses and I

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

1. Ch 1, page 60-61, question 4: What is “evidence based HR”? Why might an HR department resist becoming evidenced based?

2. Give some examples of ethical issues that you have experienced in jobs, and explain how HR did or did not help resolve them.

My very first job interview for the Chesapeake Virginia School District has always set the tone for expectations of the hiring process for me. Chesapeake Public Schools anticipates the “churn” of employees (Moran, 2014). Chesapeake Public School implemented an early hire process as it planned for the next year’s vacancy. So while the individual vacancies were not posted, they sought interviews on college campuses among the graduating seniors.

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.

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.

The board of directors and the president know that they have serious human resource issues. They understand that management practices have to change in order to compete in the local healthcare market as an employer-of-choice. As in any healthcare organization, fiscal resources are limited, but the board is firmly committed to investing in a well developed human resources plan that will decrease the turnover and stem the ever-growing turnover and vacancy rates. The president has asked you to attend the next board of directors meeting to share your plan for addressing these serious issues. What will you tell them? Outline the focus of your presentation and include the issues you have identified, as well as the recommended strategies for turning this around. (Points : 25)

We met for lunch with Marisela Williams, the Director of HR for Freedman Seating. The company produces bus seats and frame structures for buses, motor coaches, vans and specialty vehicles. It’s a family owned company that’s being around for over 150 years and employees approximately 650 workers. She has been with the company 3 years and prior to that she worked for an organization that had 350 stores across the United States with approximately 540 total employees. Below are the series of questions that we asked her along with her responses.

The human resources department needs to revisit some of their decisions to strength their portion of the structure and better the company for the future. The high turnover rate has caused lack of employee motivation, low morale and with pay levels below their competitors’standards; there is lack of structure in the performance review process within the entire company. These issues can be corrected by creating a coaching, feedback process, and

The author of this report is asked to respond to a case study scenario and project the staffing levels needed for the Maple Leaf juvenile division given a number of factors as noted in the case study, as adapted and slightly altered from the class text. The justification and reasoning for those projections will be made clear and some recommendations will be offered at the tail end of this report as a way to close things out and summarize everything.

People are biggest asset for every organization and, therefore, to draw, motivate, and preserve the most skilled employees and assign them to jobs for which they are exceptionally well suited is a responsible job for human resource. Therefore, human resources management is done in all type of organizations. Profound management of people is equally indispensable in success of organizations as the sound management of production, finance, and other operations. The human resource management field postulates the infinite diversity of people and their dynamics (McKenzie & Traynor, 2002). To get into this career field, one must have the required education degree by completing many different courses, and have the experience along with skills and

Circle the correct multiple choice answer; or check () the correct answer for True or False statements