Minigrip Job Analysis

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.

Gomez-Mejia, L., Balkin, D., & Cardy, R. (2012). Managing Human Resources (7th ed.). Upper Saddle River, N.J.: Prentice Hall.

Good morning! My name is and I’m happy to be here today for this presentation. We will be discussing ways to maximize the use of our Human Resources department and I will concentrate on the ways our Human Resources department can be used for individual performance appraisals, ways of assessing our teams and succession planning.

I am currently doing my internship at this senior center and it is based on the ten core competencies of Eastern’s B.S.W. Program. I am providing clerical and administrative support for efficient operation of the Norris Square Senior Center. I prepare source data for entries, store coding and other information in databases, and solicit feedback regarding

Throughout my 3-year employment at Penn-Mar Human Services, I have assumed several different roles. After being hired for individual supports, I quickly transitioned into a group position as a Program Instructor, where I would be better able to utilize my unique skillset and grow professionally within the organization. After only a few months, I was promoted to a Program Instructor II, accepting greater responsibilities. In this position, I flourished

My experience includes employee training, technical assistance, and program assessment, design, development, and implementation. In addition to this experience, my responsibilities in current and previous positions include internship recruitment

Capital punishment is a legal process where a person is put to death by the state as a punishment for crime. It has also been one of the biggest debated issues in modern society. Death penalty advocates argue that the execution of convicted murderers deter others from committing murder for fear that they will also be executed, and that murderers should be executed in retribution for their crimes and serve justice. In addition, they also argue that the death penalty will prevent the murders to commit additional killings. On the other hand, opponents of death penalty argue that few murders actually considers their eventual fate when committing murder, and that killing is always wrong whether its done by an individual or the state.

I work to develop strong relationships with the students that I supervising offering them support yet challenging them to grow and learn as professionals. I pride myself on developing staff members and holding them to a high level of accountability. Supervision is a skill that I excel at. Not only do I have a strong background in working with students, I also am a strong programmer and event planner. I have planned may small scale and large scale programs. I am currently the conference co-chair for the Wisconsin College Personnel Association and have worked in this role for the past two years planning the fall

My supervisor Gabriel Roberts, and his assistant Amanda De Maria, were great at getting me acclimated to working with the FJD. With little previous knowledge about the FJD, these two have helped me become more knowledgeable about the communication field, as well as the legal field. When I accepted the internship opportunity I didn’t know exactly what I was getting myself into. Gabe and Amanda aided me in my adjustment into the judicial world by being supportive and referring me to resources to expand my knowledge.

Brenda McCain, Human Resource Manager at the Westpark store, views her position as the primary contact for all human resource related topics and issues. She has developed policies and procedures as a guideline for the hiring process and spends a lot of time managing the human resource staff. Brenda’s primary responsibilities are interviewing and hiring applicants, assisting the trainer with the new employee training classes, and administering the performance evaluation and career planning processes. She is also the sole person responsible for all disciplinary actions, which include gathering the initial

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

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

Human Resource department always has a challenge that is to ensure employees are motivated and committed to the organization with honesty. Human Resource department can act as a service provider for the employee and treat employees the same way organization would like them to treat their customers.HR conducts cultural events and dj nights for employees to bond.

These human resources will be managed by managers as depicted by Fayol (1949; as cited in Wren, 2001). Employees with specific area of expertise will be tasked to act on the set goals and plans. For example, Autodesk managers and human resource staff will profile potential candidates on their skill sets and job scope.

The objective of the Human Resource Department is to design management systems to ensure human talent is maximized to effectively and efficiently achieve organizational goals. HR has seven functions that are intertwined. These functions are global, environmental, cultural geographic, political, social, legal, economic, and technological. Human resource management has the potential to drastically impact the success and effectiveness of an organization. Human Resources has heavily focused on recordkeeping and paperwork. It has often been considered a clerical and low-level administrative department. In most organizations, Human Resources is looked upon as the employee mediator in the organization. They tend to be the voice of the employee, building company morale and putting out fires involving crisis management. The problems they deal with are both employee work-related and not work-related. HR strives to ensure fair treatment for all employees. They work with varying departments throughout the organization in order to create and implement necessary programs and policies. HR works with equal employment opportunity and other laws, to ensure compliance. They work to fill current job openings by processing applications, interviewing, and training. They answer questions regarding benefits and wages and address safety issues. The expansion of technology and outsourcing have drastically transformed the