Interview HR Manager

1. In what sense are all healthcare executives’ human resources managers? How can executives best prepare to perform well in this HR Function?

The features of effective team performance is set up through positive leadership, this is something which is developed and nurtured. An effective team will work together, be focused and all the time supporting each other along the way to achieve and reach goals. For a team to be effective, each team member needs to be clear on their roles and responsibilities relating to their job. Team performance will be more effective if there is respect for the leader/manager and an understanding towards their job role and responsibility. The leader/manager should also be aware of the skills or weakness within the team and be able to provide support were necessary and also utilise their strengths. Training and support will enable staff to improve

3. In seeking to ensure conformance to EEO laws, what evidence of discrimination does the EEOC look for? In which areas of management is this most likely to occur?

Treat our customers with sincerity, kindness, and respect, and think of new ways to impress, delight, and surprise them.

Given the need to improve human resource performance, describe a managerial approach to teamwork, empowerment, and effective communication to accomplish this objective.

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.

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.

Determine two uses for the information on this Website and how they could be integrated into your organization’s human resource strategy.

Providing feedback. Help your team member understand where they need to improve by providing regular, constructive feedback (perhaps at weekly informal 1:1 meetings) on their performance. As you

Team Culture • Identify players roles-be direct. Do your job. Accountability • Academic excellence • Team building activities-build authentic relationships • Skill development Skills not drills. Encourage but enforce • Study film Become a student of the game • Community service and leadership Empower voice.

This paper I will explain on the best training model that can be used by facilities in educating their staff on sexual harassment. Most company leaders in various health care facilities view sexual harassment training as important to only low-levelled staff members. To make training effective and include all staff members, much attention should be given to the length for the training. Leadership who are mostly too busy should be trained at their preferred time rather than halting their stable schedules. The human resource department should therefore plan for

Unfortunately, some form of sexual harassment will continue, especially in a large organi-zation. The way we will know the training was successful will be the short-term increase and accu-racy of the reports. Providing a brief questionnaire to the employees based on the sexual harass-ment class will ensure the effectiveness of training. I believe that have key representatives in each department will also provide an insight into employees reactions post class. The key representatives are essential in ensuring the sexual harassment training is successful pre-during-post training.

The objective of providing sexual harassment training is to provide knowledge of what behaviors can be considered sexual harassment, prevention of such behavior, and consequences for violation of sexual harassment policy. This training is necessary to show employees they are a valued resource, and the company takes an interest in employee safety and satisfaction while maintaining productivity. The organization will annually provide an interactive training on the company intranet over a one month period. All employees will receive email notification they are signed up for training with required completion by month end. The first part of training will consist of reading the sexual harassment

Kellie Stephens provides exemplary training and development programs. She and the company’s goals are to provide in-house training seminars with up-to-date sexual harassment and safety procedures. She also understands the need for management training including people skills which include “communities of practices”, “snack and chat”, and consistent implementation of PAC policies. Communities of practice continue growing in its efforts with different departments coming on board with the program. Snack and chat gives employees the opportunity to discuss and be heard about their ideas with which to continue PAC’s performance. The managers including Dick Remington and Gary Stephens are not accepting of the proper procedures with which PAC’s Code of Ethics consist of. These are a few to the many who are accepting of the proper training procedures. Training can always use improvements with learning how to learn in mind. Each individual person learns differently. Developing action plans for managers and employees who have completed training which provides continued efforts for encouragement and feedback. Individuals who display success with learning techniques and reach desired goals within the action plan will become the coaches and role models for new trainees. With simple in-house developments on training, we as a company can continue to succeed with the goals of

Supporting the team is very important and is usually what helps keep a team together. Always be open-minded and ready to listen to someone else's ideas not just your own. All team members should not only support each other, but also each other’s ideas. This also leads to opportunities for the whole team. Providing opportunities for development is an important aspect in a successful team. Always talk among the group about any issues. If the problems are out in the open they can be taken care of. This will also help in future issues.