Hr Manager Interview Paper

S is a 59 year old African-American female born and raised in Anson County who has attended several institutes of higher learning. After earning a Bachelor of Science in Secretarial Administration from Barber-Scotia College, she later received special education teaching licensure from the University of North Carolina at Charlotte. Because of her love for learning, S has also taken online classes through the University of Phoenix. She has been a secondary special education teacher for three years and currently works with 8th graders at Anson Middle School.

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

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.

I interviewed Abduallahi Abdi with Compassion Home Health Care LLC. Shown below are the questions and answers from the interview.

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

The Human Services profession is a wide and vast field of occupation that provides support to various people in various situations. From an Alcohol Counselor, to a Social Work Assistant, the Human Services professional proves to be a vital career. For my interview assignment I chose Amada Miller, a Family Services Worker who works for the City of Norfolk in the Human Services Department in Norfolk, Virginia. As a Family Services Worker, Amanda Miller is specializes in providing help to families in a majority of ways. After Interviewing Amanda, her insight and advice she gave to me made me consider going into the Human Services Field.

We began the interview by discussing Megan’s schooling and history. Megan graduated from Brigham Young University Idaho with a Bachelor’s degree in social work. Megan informed us that social work had not always been her first career choice. Originally Megan had planned to become a teacher, however like most college students she changed her mind as well as her major a few times. Megan went on to explain that she considered majoring in sociology or marriage and family studies however she chose social work instead because she believed it would be a more marketable and beneficial degree. Megan has worked very closely with senior citizens since she graduated with her Bachelor’s degree many years ago. Megan stated that she loves the population she works with and wants to continue working in the senior care industry.

The Human Resources Department is committed to recruiting, developing, and retaining a high performing workforce for every department within the company. We desire to promote an environment that is productive and efficient for our employees and establish Atha Corporation as an employer of choice. In hiring of new employees for the Human Resource department, candidates were asked questions specifically related to the job functions of this specific department. It allowed the managers to gather a general understanding of the individual’s knowledge, job experience, and goals for the company.

I decided to interview my current coworker Michelle Razo. She works in probably one of the most valued and needed occupations in the world. Human Resources is the fast growing occupation and is growing above average ( bls). The Bureau of Labor Statistics has a growth of 9% between 2014-2024. As well as being one of the highest growing job, it has a very well median annual wage of $104,000 (bla), an Hr. manager is practically needed in every industry. A few of the responsible of an HR is hiring, termating, helping companies comply with State and Federal Laws, as well as helping employees fight for their rights. Wikipedia description for a Human resource consultor “the human resource consulting industry has emerged from management consulting and addresses human resource management tasks and decisions” (Wikipedia) “Core practice include employee engagement, compensation, employee benefits, actuarial, retirement, mergers, acquisitions and talent mobility” (Wikipedia)

You made it! You received your master’s degree in Human Resource Management, and now it’s time for you to start seeking career opportunities. At this point, you may be a little confused as to what areas you should focus on in HR since your experience may be limited. Imagine that a friend shares with you that he/she has a small but rapidly growing business which is in need of an HR department. He has asked you to be the HR Manager. Your friend mentioned that he / she previously worked with an HR consultant, but now has close to 100 employees with no definite, dedicated HR department, and really needs your assistance. Although you are nervous, you realize that it’s now time for you to show your skills and put all your years of studying into action.

Inventory Auditor at Startpoint Protective Services, responsible for checking orders and shipments to ShopRite Supermarkets in region.

My goal is to further develop my career, and grow up to a leadership position within a leading firm that places priority on professionalism and considers their human resources as one of their main assets. I have decided to strive for the master’s program in Human Resources Management because it fits the profile of my career goals. After 7 years of experience in the field I am confident that working in human resources is what makes me feel at my fullest potential, and a life changing decision I have made for my

Analyse Netcare’s high leverage training strategy and its effectiveness in contributing to and achieving their organizational objectives.

HOULD WE do away with HR? In recent years, a number of people wbo study and write about business-along witb many wbo run businesses-bave been debating that question. Tbe debate arises out of serious and widespread doubts about HR's contribution to organizational performance. And as mucb as I like HR people-I bave been working in tbe field as a researcher, professor, and consultant for 20 years -1 must agree that tbere is good reason for HR's beleaguered reputation. It is often ineffective, incompetent, and costly; in a phrase, it is value sapping. Indeed, if HR were to remain configured as it is today in many companies, I would have to answer tbe question above with a resounding "Yes - abolish the tbing!" But the trutb is, HR bas

Netcare participates in employer surveys, internal surveys gets feedback from patients with patient feedback forms. These results help identify employment issues and are also used to reward and recognise individuals. Managers are even required to wear their name badges, thus enforcing them to lead by example.