H & R Block Performance Management Best Practices

H&R Block’s Tax Services segment provides income tax return preparation, electronic filing and other services and products related to income tax return preparation. Clients are offered a number of options for receiving their income tax refund, including a check directly from the IRS, an electronic deposit directly to their bank account, a prepaid debit card, a refund anticipation loan (RAL) or a refund anticipation check (RAC). Major revenue sources include; fees earned for tax preparation services performed at company-owned retail tax offices, royalties from franchise retail tax

Marisol Martinez is a recruiter for BASF Corporation for the last six years; however, she has been working in Human Resources for seventeen years all together. BASF stands for Badische Anilin und Soda Fabrik, they are a German company and per their website; they create chemistry through the power of connected minds. By balancing economic success with environmental protection and social responsibility, they build a more sustainable future through chemistry. As the world’s leading chemical company, they help customers in nearly every industry meet the current and future needs of society through science and innovation. Through a detailed interview with Mrs. Martinez, she was able to provide interesting and specific information about her

|Explain the factors that should be considered when managing good and poor performance. | |

The first port of call, or initial point of contact, for performance management is usually the

A major part of the significance of an interview lies in its ability to enable employers in using interpersonal conversations for determination of the capability and relevance of an individual candidate. A profound knowledge of the required skills and experience before the interview process prepares the recruiter to assess the candidate for relevant skills. During an interview, employers not only collect information about a potential employee but also develop an image of the candidate away from the resume. Additional information gained through the interview can effectively facilitate an employer’s selection choice. A good interview is therefore

In this self-critique, I will analyze my performance on the job interview assignment that was conducted on October 28. The portions of the assignment that will be examined are the following: what I learned, my accomplishments, deficiencies, how I can correct my deficiencies, my experience working in a group and a suggestion for improving this assignment. The goal of this critique is to strengthen my communication behaviors for job interviews in the real world.

On November 9th, I had the wonderful opportunity to meet Kelly Miller from the Minneapolis branch of Randstad. Kelly has been a Senior Recruiter there for the past two years and has been in the Human Resources world for eleven years. Kelly’s role of a Senior Recruiter includes developing and managing a group of professionals for U.S. Bank and Wells Fargo, growing/maintaining a network of sources to pursue qualified candidates, and provides training to candidates on resume construction, interview techniques, and other coaching needs. In addition, she has taken on a broad range of responsibilities in her career including being a Manager of Staffing and a Director of Business Development. I stumbled upon Kelly’s contact 5information via The Edge as she was recently hiring interns there and I couldn’t have selected a better candidate to interview.

My interviewee was Tracy Williams. Tracy’s current position is Manager of IT Programs and Projects at the University of Nevada Reno. He was previously the Application Support Manager at the University of Nevada, Reno. He has been in his current position for one and a half years. He has extensive experience in project management. Tracy also possesses a PMP (Project Management Professional) certification. He obtained a Bachelor’s degree from DeVry Institute of Technology in Colorado. His Bachelor’s degree was earned in 1994 with a major in Computer Information Systems. Before he was at the University of Nevada, Reno, Tracy worked at a pharmaceutical research company called Covance. Before that, he worked as a programmer and data manager.

As I was preparing for this interview, I had no idea what to expect. Aside from our email correspondence, I had never met nor heard of Mrs. Laureti. Curious to learn more of my interviewee, I found her LinkedIn profile and felt the nerves rise in me. This professional had done it all; doing what I dreamed of doing in my own future! How was I going to be able to steer the conversation? What if I made a terrible first impression? We had set the date for the interview; October 7th, at the Capitol Complex. I set my GPS for Harrisburg and made my way up I-81, arriving nearly 45 minutes early. Walking into the Complex itself was intimidating by itself; this was where the magic happens, where all the policy is written and passed. I made my way down the escalators and was met by a cheerful Mrs. Alycia Laureti. We each took our turns introducing ourselves, talking about my commute,the weather, finally sitting out in front of the coffee stand. I choose to talk about three aspects of her work; educational requirements, a day in the life, and, because I enjoy puns, “politics” in the workplace.

She had taken the role as the new manager at the new location. I understand that Michelle Mijares has to attend court about charges in her past and I seek to provide a character reference on her behalf.. Mrs. Mijares is a young woman of integrity and honesty. She is very worried that having this charge on her record will prolong her job opportunities at Subway as the manager and I believe she is sorry for what she has done. She has been under

The interviewer did very well with reflective listing and using open ended questions. Reflective listening lets the interviewee know that you are listening to what they are saying. Her use of open ended questions kept the conversation flowing. Open ended questions also allow the interviewer to gain more insight into the interviewee’s thought processes. The content of the interview was very good for the interviewer to make the proper referrals.

One area to note that came up during the interview were the reasons Mrs. Lobell used for taking and maintaining her career at Highmark. Highmark was known as a workplace that empowered employees with opportunities for growth and understood the importance of a work-home balance. This proved to be particularly appealing due to the full career ahead of Mrs. Lobell upon graduating college in the 1980s. Additionally, Highmark was a well-known company in central Pennsylvania and offered competitive pay and benefits. As someone who was just starting a family, security in a reputable firm and appropriate compensation was crucial when job hunting for Mrs. Lobell. She expected to only stay with the firm for five years or so in order to gain experience that could transfer to a higher paying job, but stayed due to great upward mobility with pay increasing along with rank. As a single mom after her divorce, a stable and steady income was a strong incentive to stay in order to support her two children. In addition to the intrinsic motivators of empowerment and extrinsic factors such as pay, the culture

(1) What did you find most interesting about Melissa Tirendi's (Senior Internal Sales Executive, Vanguard) background?

At WorldVentures, performance management starts even before employees are hired and trained. Each job, job description and expectation is created with their specific core values in mind. The defining step of performance management is done before an applicant is interviewed. Managers and HRM both find exactly what is needed for that role, leaving little guesswork in the application and interview process. It has been stated, “You have no right to appraise the performance of and individual or group unless you have set the parameters and standards of performance and explained them to the individuals prior to the performance period.” (Rao, T. V. (2016). Pg. 188). WorldVentures makes certain the expectations are clear and understood. With a

To begin with, chapter 8 discusses important aspects of the relationship between a manager and their worker. The way a manager should associate with their worker is something that has been debated for a long time. CEO of Malden Hills, Aaron Feuerstein has been highly criticized yet applaud for the way he treated his workers after his