Human Resources Interview : Jackie Finch, Owner Of Iron Dragon, Llc.

I would like to preface this report by mentioning that this interview went nothing like I expected. At 7:00pm on Tuesday, March 21st I walked into the office of Brad Hults, the owner and founder of Jefferson Midstate Auto Auction (JMAA). Every Tuesday used car dealers from all over the Midwest come to JMAA looking to buy and sell used cars. My dad, an auto dealer himself, currently works there on sale days (Tuesdays) and it just so happens that my father has connections with Brad. I am lucky enough to have an inside scoop on the business- I actually worked there on sale days last summer. This gives me an understanding of the culture and what JMAA really values as a company. Unfortunately, up until this interview, I had never actually had a

My interview was with Thomas Travers, a “Technical Specialist” that lives in Wharton, New Jersey and worked at Tiffany and Co. for 18 years.

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.

HNC Managing People Assignment Responsible for: · Recruitment, selection, training, and development of all staff. · The Management and Leadership of a team of 5 people. · The overall training budget of the Company. · Company Legislation appertaining to HR.

In this portion of my case analysis, I will be showing ways for suggested solutions in order to help improve the situation at the Engstrom Auto Mirror Plant. I will be showing ways in which organizational improvement outcomes can directly help remedy some of the issues and recommend strategic actions that would lead the organization in a proactive production workforce. The recommendations are creating committees, rework how the Scanlon Plan bonus works, create or use their marketing and sales department to the full capacity, and to help empower the workforce work to achieve Corporate Social Responsibility. (CSR)

The interview with the Harrisons associates with some of the information that I’ve found within my research. According to Connidis (2010) about 55% of grandparents over the age of 50 have been taking care of their grandchildren for five or more years. There is an estimation of about 6.6 million children below the age of 18 who are living with their grandparent (P.S Storm & R.D Storm, 2011). In 75% of cases it was shown that it was mainly single grandmothers who take on the role of guardian with a little over 70% of them being less than 60 years old ( P.S Storm & R.D Storm,2011).

The person I decided to interview for this assignment was Dominick Wade. He is a manager of a lock shop and preventative maintenance company called The Siegel group. It is a contracting company that is located in Fort Hood, Texas. What this particular company does is preventative maintenance on the electronic door locks on all of the barracks on Fort Hood. Which also includes changing the batteries, card readers, mortises, computers inside the locks, and replace missing screws in the door locks. After conducting this interview, I gained some knowledge and understanding about the maintenance industry. It also gave me a greater appreciation for what maintenance workers do.

With her employment background in customer service, emergency dispatch, and security, Raquel wants to join an ambitious company that is looking to recruit a

Anna Shakaryan, HR Director is responsible for overseeing our sales force by making decisions on when we need to hire, fire, and/or transfer employees. Ms. Shakaryan ensures that salaries and commissions are competitive with industry standards and other companies. Her role is very important for morale and for keeping our workforce at their maximum performance. Our HR Director is also responsible for keeping our production cost low by allocating funds to training and using a production schedule that will fit the company’s present and future demands.

A human resource manager is responsible for employee compensation, recruitment, employee policies, and regulatory compliance. The positions is no longer simply administrative, human resources has become the heart of organizational culture. Human resources help companies make the best of their human capital by hiring intelligently, providing incentives towards retention and creating growth opportunities for the employees. If a company has successful human resource personnel the company stands

also shadow a HR consultant (mentor), in a variety of organisations, this way I can see how HR works in different areas.

Manages human resources operations by recruiting, selecting, orienting, training, coaching, counseling, and disciplining staff; planning, monitoring, appraising, and reviewing

I structured this paper by giving you the insight about all the question I asked and the responses I received, ending it off with the list of facts I learned and knowledge I gained throughout the interview.

Before conducting my interview allow me to introduce you to my Interviewee, Patrick Davies. Patrick attended the University of California Riverside, where he earned his Bachelor of Arts in Business Administration (B.A.B.A), with a core in finance. This he attributes (in part) to his success as a Manager. Patrick has held numerous management positions; from a lower level warehouse manager, to his current positon of Divisional Manager (middle management) at VCI Construction, Inc. All told Patrick has eleven years of experience in management and currently oversees thirty employees, which I believe makes him the ideal candidate for this interview.

Which of the following responsibilities do human resource managers fulfill in their role as employee advocates?