What Employers Are Looking for in Employees Essay examples

Counselling is a form of communication whereby one individual, from now on referred to as the listener, forms a helping relationship with one or a group of individuals. (Hough 2010) A counselling type relationship is used in a multitude of everyday home and work settings. These individuals may not call themselves counsellors or indeed have any formal counselling skills training. It is this training that sets apart therapeutic counselling from other forms of helping communication. Sanders, (2007, p15) defines counselling skills as “interpersonal

They have found that it is very important to gain people’s trust. Also for the counselors to know the types of barriers their clients might face and to give them information to get over those barriers. The counselors also have to take in to account that the education or training the client already has to the possible job. Make sure that the family and community resources can be incorporated to achieve the

I know you 've heard it before, but life really is all about quality over quantity.

One of the things that are expensive but necessary to your job hunt is the internet, but you're unemployed so that eats up the little money you have until you get a job but then so many jobs are posted online... it's a vicious circle.

Defining an employee or employer is not always clear cut, as it varies depending on the statute, case law, or other analysis (Bennett-Alexander & Hartman, 2015). However, defining an employee and employer is important because the individual knows what role he or she must assume in the workplace. According to Bennett-Alexander & Hartman (2015), the employment relationship is based on the law of the agency, where the individual must act on behalf of another (Bennett-Alexander & Hartman, 2015). Further, the employer is referred to as the principal, which has the authority and power to do certain things (Bennett-Alexander & Hartman, 2015). The employer also has the responsibility of classifying individuals as employees or independent contractors, in accordance with the Fair Labor Standards Act of 1938 (Bennett-Alexander & Hartman, 2015). Such classifications determine whether the employer is responsible for providing/offering benefits to the employees as well as follow appropriate guidelines in order to be in compliance with tax regulations. Furthermore, the employer/principal is expected to act in good faith, act professionally within the confines of their responsibilities, provide a safe and healthy work environment to prevent an agent from harming the agency relationship (Bennett-Alexander & Hartman, 2015). Employers may sometimes be guilty of misclassifying in an attempt to save money, however, falsifying such information can have repercussions in a court of law

I know you 've heard it before, but life really is all about quality over quantity.

     I prefer to discuss a situation at a previous employment as opposed to anything that may be a current situation. I will, therefore, set the stage, so to speak. The company is a small business that deals with commercial real estate management. The company is well on the way to becoming well known industry wide and soon after I began working with this company, they merged with several others, thereby forming an almost nationwide corporation.

The current essay aims to present and analyse a common incident that often occurs in the workplace: conflict. Firstly, the present paper will examine the common sources of workplace conflict. In particular, attention will be given to the main sources of conflicts, such as poor communication amongst individuals and values and personalities clashes. Secondly, an analysis of the repercussions that can arise due to conflicts will be provided, and both positive as well as negative consequences will be taken into account. Thirdly, the current paper will explore and discuss the main conflict resolution strategies. Lastly, the paper will examine the BIG FIVE personality traits and discuss their influence on conflict management.

Prior to jumping right into millennial workers and the fields of recruiting and selection in industries and organizations and understanding how this relates to Industrial-Organizational Psychology, one may find it helpful to understand what Industrial-Organizational Psychology is and what it has to do with the working world. Landy and Conte (2016) defines Industrial-Organizational Psychology as “the scientific study of the workplace” or “the application of psychological principles, theory, and research to the work setting.” So, in this document we will explore the fields of recruiting and selection in industries and organizations and examine this in conjunction with the needs and demands of the millennial workers coming into the workforce. We will also look at any adaptions that may needed in the recruitment and selection process when working with this new generation of workers and explain why these changes may be needed. First, let’s look at millennial workers and their role in the working world today.

EXECUTIVE SUMMARY: This report was commissioned to investigate and develop a potential solution for the workplace matters in order to resolve the addressed issue for the organisation so as to thrive the business. This paper provides the SWOT analysis on the strengths, weaknesses, opportunities and threats during the time of taking the professional experience in the Parkroyal Parramatta. The report draws close attention to the 25 million dollar refurbishment project that makes impact on the service delivery. It identified the issues that happened in Parkroyal with the collections of information from colleagues, supervisors and managers in the hotel. Using the theory learned from stage 1 and 3, I have come up with some recommendation to resolve the issues and brought them to discuss with my supervisors and have gained their insights of how those recommendations can affect the business. After practicing the reflective research exercise, I found out that mostly people are aware of the issues that I had addressed and was on the ways to make it happen. Therefore, I believe the organisation can achieve what they aim to do in the near future.

Human resource managers face constraints as newer generations enter the workforce, needing to adjust policies to clashing motives and drives. The Millennial generation seeks differing components in employment than the baby boomer generation. Millennials are considered to be those born between the 1980s and early-to-mid 1990s. They are familiar with technological advances, demonstrate independence, and are believed to be multitaskers. Millennials are motivated by both extrinsic and intrinsic rewards, such as career advancement and a “calling” for serving the public (Henestra & McGowan, 2016). The younger generation seeks to balance their work and personal lives, while building a stable and beneficial job-employee relationship. Millennials also demonstrate less loyalty to their organizations, are prone to self-serving behavior, exhibit a strong sense of entitlement, and desire a more casual work environment (Henestra & McGowan, 2016). Calo (2007) highlights the priorities of the Millennial generation and their desire to focus on their personal satisfactions. Calo (2007) indicates

Because employees were hired for the LESS support group based on current project needs, they have a variety of background qualifications. As MAU expanded, it became clear that a larger support group was needed and a departmental reorganization grouped all these individuals together. Their various strengths come together to create a robust, hardworking team that has positively contributed to the LESS environment. As individuals, however, the spectrum of abilities makes it difficult to assess the full range of reasons why certain gaps in knowledge exist.

As I woke up one Monday morning, the 7th of July 2003, it hit me. I

As an employer for the company I would suggest that the agency would give health insurance to the single mother for the interest of the corporation. The mother was missing work because of her child’s health issues. Having health insurance will help take care of the mother and the child. As a mother that works full time in the company I understand that it’s hard to balance work and family. I can also relate and understand when a child is sick they need to be taken care of as soon as possible. The company should give her health insurance because by providing health care to their employees it builds a good reputation and it provides the employee with a sense security with having care for her and her child. This would benefit the company in return because the mother would be a better asset to the company and would be able to show up to work rather than stay home with her sick child with the assurance of a secure health plan.

TITLE: THE EFFECTIVENESS OF EMPLOYEES’S SELECTION PROCESS AT REGISTRAR OFFICE, UNIVERSITI UTARA MALAYSIA, SINTOK, KEDAH.