Dalton Gregg's Presentation Summary

In 1998 Dr. Harrar came to Bloomsburg University to work as a psychological counselor at the Center for Counseling and Human Development. In 1999 he became the center’s director, a position which he still holds. His responsibilities at the center include the daily operations, overseeing the budget, and delivery of services. He also performs psychological assessments and provides psychotherapy to individuals and couples. Along with those duties Dr. Harrar also provides crisis intervention services to the students, faculty, and staff of Bloomsburg

Career One Stop is an online tool sponsored by the U.S. Department of Labor. This online tool can be utilized as a pathway to success. This tool gives useful information via online to help job seekers, students, businesses and career professionals. Some tools that can be utilized per the website are Wages and Salaries, Unemployment Insurance Information, Pay for Education and Training and Benefits. This site is truly a One Stop Center because it has information for everyone the employee, the job seeker and the company (Career One Stop ).

The assignment for this week focuses on the team’s understanding of the goals and objectives of training program development and delivery. Team C summarizes the following highlights of this week’s discussions: determining organizational development theories and applications; differentiating between mentoring and executive coaching; identifying the major components of employee training; and comparing career development strategies.

Her boss, Ed, has recommended counseling due to decrease in motivation with job activities. After ten years on the job, he feels the alcohol and drugs are affecting performance levels with low motivation in performing every day job duties. Ed is concerned that she has fallen into depression due to breaking up with her boyfriend.

The course project is designed to provide you with a real-life practical application of an organization’s Human Resource benefits program. You will create a written analysis of a real-world organization’s benefit plan design with suggested opportunities for improvement that use the concepts and knowledge introduced in this course.

Lou indicated that EAP companies usually have a per member cost, or might be persuaded to have a monthly fee. He suggested that the RFP request various pricing structures. Lou also suggested that the EAP request results and levels of success. Matt Taibi asked that the RFP included information about responses to advertising and self-admissions. Lou indicated the EAP should ask for the specific process for referrals and the results of the referrals.

Comp time should be granted to exempt employees as they are not entitled to overtime. An employer may reason that exempt employees are under more stress and therefore entitled to more vacation time (Benefit Package Differences for Exempt and Non-Exempt, 2010). The compensation package should comply with federal and state rules and regulations for exempt workers. The total compensation package should operate inside the organization’s budget and financial resources. The compensation package developed should be consistent, and at the same time very accommodating. It should be flexible enough to adapt to the current trends and

The employee assistance program (EAP) assists workers with various issues that they might be experiences, ranging from problems on the job to problems at home. This program does cost the organization money but is free to employees. The reason why this program exist is to help people fix their issues so that they can come to work and focus on their task instead of any problems that they might be

There should be provisions for yearly training in self and peer identification of indicators and training specific to supervisors in employee counseling, relative to this issue. The formation of a trained peer counselor team would probably be of great benefit as our officers already have impromptu peer counselors due to their close knit ties with each other. For those that would still prefer the anonymity it brings, the appointment of a departmental chaplain who would be available when needed would be an

Specific programs that Lynne should launch include an Employee assistance program (EAP), “to help employees cope with physical, mental, or emotional problems (including stress) that are undermining their job performance” (Gomez-Melia et al., 2011, p. 561). In additional, Lynne should look at implementing wellness programs which are “preventive efforts designed to help employees identify potential health risk and deal with them before they become problems” (Gomez-Melia et al., 2011, p. 561). A wellness program will “encourage

To obtain the desired education degree for the human resource career field, human resource management students must learn and complete various subjects during the education program as they would need to employ various skills in their practical life. Candidates studying the Human Resource Management discipline gain an insight into courses like Employee Compensation Management, Perspectives of Management Labor welfare, and Organizational Behavior (R. Palaciso, personal interview, 18 July 2010). The Employee Compensation Management course provides an analysis of the techniques and principles used to develop and instigate direct and indirect compensation programs and reward systems that are cost-effective. This course teaches students, as human resource, to attain and draw a highly

My organization offers some standard benefits as well as some extra benefits to set them apart as an extraordinary employer. The ‘standard’ medical package includes Medical, Dental, Vision, 401k and Disability insurances. All full time employees that are not considered contractors are offered enrollment on the first day of employment up to 31 days from your hire date to select your benefits; however your effective date is the day you start. If you do not make any elections, they will automatically enroll you in

I currently work at Pepperdine University (University) which is a private Christian University. Its mission is to commit to the highest standards of academic excellence and Christian values while preparing students for lives of purpose, service, and leadership (http://www.pepperdine.edu). The University cannot accomplish its mission without having dedicated and caring employees. Although the University does not have a formal EVP, my objectives are to discuss how the University’s programs define an informal EVP and enhance the employees experience to support the University’s overall strategy in education,

Googins, B. EAPs and early intervention: Maximizing the opportunities. In: Roman, P.M., ed. Alcohol Problem Intervention in the Workplace: Employee Assistance Programs and Strategic Alternatives. Westport, CT: Quorum Books, 1990. pp. 191-202.

The employee assistance programs commonly known as EAP’S are the services and employee benefits programs that a provided by the company to its employee to develop trust with the employee that the company is providing the best package in accordance to the employee services so that he or she can work in a stress free environment and give a batter performance.