Kindred Healthcare And Humana Inc.

Organizations are growing in size each and every day, which in turn creates a high demand for employees. This outcome, however, needs a systematic approach to determine the right employee for the right position. The process has become so large that organizations need specialized help from Human Resource Management (HRM) departments to ensure that the requirements of the position are met. Therefore, the HRM department provides the function of job analysis in order to select the right individual for the position. "Job analysis is a complex and vital part of every HRM program, as well as an important systematic process used within an organization to determine future members of the workforce." Job analysis

For my interview, I met with Judie Crudo, the Human Resource Director of St. Anthony Foundation (St. Anthony’s). She has worked at the organization as a director for the past 25 years. Prior to St. Anthony’s, she worked in Human Resources for Macy’s and a small startup company. Her desire to work closely in employee relations is what brought her to the non-profit sector after 20 years in the private sector.

I had an interview with Helen Quelch in her office. She has been working as a volunteer engagement manager at National Jewish Health for more than 7 years. Before that, she also had worked at the Denver Hospice as volunteer manager as well for many years. She had a lot of managerial experiences of working in a healthcare field. That is a reason I want to interview her to explore the career in healthcare management.

I had the pleasure of interviewing Janie Gray the office manager of Dr. Andy Gray 's medical practice. I chose to interview her because her excellent communication with her employees as well as the patients was outstanding. Because I plan to have an occupation in the communication field I thought she would be an excellent person to interview.

The following are qualities Barbara mentioned: being able to speak professionally to people, being able to read people’s behaviors, and having compassion. She mentioned that compassion is important because a Human Resource manager will need to understand people’s perspective and help them achieved the best. When I was messaging Barbara via email, I noticed that her responses were very professional. She was also very welcoming and made me feel relaxed during the interview.

Ms. Hicks has been serving as a HR hiring advisor on several hiring events. She demonstrates integrity, honesty, openness, and respect for diversity when interviewing applicants. She consistently exhibits a positive attitude and emulates selflessness and a commitment to excellence in hiring the HR workforce of the

C.Young (personal communication, June 3, 2015) was a new graduate prior to working at HealthSouth. She only has one year

An interview offers valuable insight into career expectations, personality and abilities, allowing me to discern whether my career goal align with the human service profession, specifically with my interviewee’s, Kimberly Foshee, current work setting at Child Protective Services (commonly known as CPS) as a Family Service Specialist.

During the time that I spent in labor force I was able to work with numerous of people in various fields of work. When I first read this assignment, I knew exactly who I wanted to interview. Indeed, out of all the people I’ve worked alongside with, none made an impression on me quite as much as my former manager Maria from H&R Block. Her commitment, friendliness and work ethic were nothing short of extraordinary. She was the first and only thought that came into my mind when I thought of who to interview for this assignment.

I interviewed my aunt Mouy. She is a clinical pharmacist so she works in the hospital not a store like Dillon’s or Walmart where you go get your medicine, she works more with doctors, social workers etc. She helps patients in the hospital get and take their medicine.

In order to continue on the path of hiring the right person for the right job, an integrity test of skills should be added to the interviewing process for certain job listings. Integrity tests have been linked to people who are more likely to be honest about work in future and vice versa (Van Iddekinge, Roth, Raymark, & Odle-Dusseau, 2012). An enhancement to the interviewing process that would be beneficial for finding the right person is to incorporate a brief interview with potential peers. This technique is effective in order to make the candidate feel more comfortable and establish a relationship with their potential peers, it also allows interviewers to provide an honest perspective of daily tasks and the expectations of the new team member. Cigna is on a strong path to success, I have been with the organization for a year and I can see the difference in the quality of candidates and the high-level contributions provided to team and organizational goals. The appraisal process is one of the strongest in the industry, employees of various careers bands have the opportunity of achieving the required goals in order to receive promotions, pay increases and

I consider myself the perfect candidate as defined in the professional description for the position of Human Resources Director with your corporation. I am providing this information so that I can apply and hopefully gain the aforementioned position. My edification and immense familiarity with all facets of the background of human resources and additional executive positions would count me in as an asset and a favorable addition to your organization.

Hiring Great People is divided into several sections, each addressing a different aspect of the hiring process. The first section, "Competency-Based Job Descriptions," discusses the relevance and importance of competency-based job descriptions. The authors describe what competency-based job descriptions look like, offering ample examples to guide human resources managers needing to craft or re-craft theirs. One entire section is devoted to critical

I interviewed, Kathy Wehrman, for the final research project. (Wehrman K., personal communication, March 18, 2016) She is the Associate Assistant Director of Human Resources at Luxottica and has recently been promoted to this position in January of 2016. Wehrman has been in the workforce for nearly 17 years and has worked at Luxottica for 4 years. A job description of Wehrman’s current position entails the responsibility of maintaining and enhancing the Luxottica’s human resources program. Obligations include planning, developing and implementing employee relations, policies, programs and strategies.

I interviewed my aunt Hui Wang, the HR director of Rising Securities. Headquartered at Beijing, China, Rising Securities provides financial services such as portfolio management, investment banking and securities margin trading. The reason that I chose to interview her is compared with other candidates within my network, she is the only HR director other than HR recruiters. As a result, I can ask her questions in a bigger picture instead of focusing on recruiting process. Furthermore, because I plan to eventually go back to Beijing to work in the financial service industry, getting to know more about the HR strategies of Rising Securities seems more interesting and meaningful to me.