Interview At The Valley Inn

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On March 3, 2017 I had the pleasure of conducting a face to face interview at The Valley Inn in Timonium , Maryland with my former manager, Kaitlyn Kivi. Kaitlyn is a Senior HR Generalist at Continental Realty Corporation, located in Baltimore, Maryland. Kaitlyn graduated from McDaniel College with a Bachelor Degree in English and Communications. Upon graduating from McDaniel, she started her career as a licensed insurance producer at Aflac. During her time with Aflac she moved on to earn a Masters from Towson University in Human Resource Development, and shortly after earned a PHR and SHRM-CP certification. After graduating from Towson, Kaitlyn landed a job at CRC as an HR Coordinator and was promoted to HR Generalist six months later. …show more content…

Another issue that Kaitlyn experienced, is performance issues were not being addressed fast enough by management. Performance issues should be addressed as they occur, at CR the HR teams believes this, but with their old system in place some of the managers lacked with addressing issues until the employee’s annual performance review. Managers would wait until the annual performance review to address issues because that was the only required and scheduled time to discuss, or they thought that it would be most appropriate to bring the issue up during the performance review so they would wait. This resulted in poor performers assuming they were fine and not making efforts to improve. The new system that CR just implemented requires each individual employee to create two smart goals. This may diminish some of the consequences of the late feedback from managers to employees, because the employee is now setting, working toward, and keeping track of their goals. The new system also requires managers to meet with employees four times a year; February, May, August, and October. The increase of meeting time will greatly reduce the overlap between when a performance issue occurs and when it is addressed. This will give managers more opportunities to address the issue more frequently since there will only be three months in between every meeting.
The rating system that CR had in place prior to the new Compass performance

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