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ROI and HR

  The most obvious thing a business needs to know is if employees are receiving the proper onboarding and training necessary to be successful. If we consider the world of data analytics and how HR can utilize them effectively it makes the most sense to evaluate the competencies of both the employee and the structure they are operating in. This type of feedback allows for the company to determine two things; if the employee is a suitable fit for the position and also if their onboarding programs are sufficient.  Next, an HR practice I believe would be good to measure would be job analysis; what do we need, how much, and when. This is so that companies understand why they are hiring, what they will be doing and at what point to start looking. Another good practice to monitor with data analytics is the cost and effectiveness of benefits. For HR this is important for retaining employees and funds for said benefits. Breaking down costs is necessary for responsible accounting and sh...
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Retention and Motivation

  As far as motivation in the workplace goes I would say Maslow’s hierarchy of needs is the theory I would most readily dismiss from the list. Simply because it is not as applicable to how companies can motivate their employees beyond a basic common sense perspective. It still applies to how companies can motivate employees but I find that the other theories provide an actionable direction for organizations to motivate employees. Essentially it is the least right out of the theories.  Herzberg’s Motivation-Hygiene Theory or the dual factor theory is the theory I find most useful. The hygiene part works well to cover company culture, policy, management styles, job analysis, compensation and benefits, etc. It covers all of the background aspects of the workplace or the structural elements that are crucial for retaining employees long term. Then there is the second part or the motivators portion of the theory where employees are given responses to their work. These are the reward...
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Bromford’s 12 Step Onboarding Process

  Bromford’s 12 Step Onboarding Process Welcome email Granted access to an onboarding portal Assigned a mentor/buddy Welcome from hiring manager  Welcome kit  Detailed onboarding schedule  Teach company values, statement, mission, etc.  Structured first day(s)  Consistent managerial check-ins  Access to training and development courses  Monthly goal tracking (30/60/90) Feedback loop Most Important Steps: Assign a mentor/buddy - This allows for the new hire to be less disconnected from the team and ensures they have someone dedicated to guiding them.  Access to training and development - Employees need training and room to grow or they come in confused, unskilled, or unmotivated Monthly goal tracking - This is so that employees and employer can adjust to what works best  Feedback loop - Would include meetings with the manager already which overlaps with number nine, it also makes it so that businesses are constantly trying to improve the ...
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Canadidates Perspective

     Currently, I am excited I get to be around plants all day. It is a calm, peaceful environment, most of the time, and I am always learning something new. The value I bring is that I have personal experience with plants as my family owned a florist shop so I know how to take care of flowers really well. Specifically the orchids, we have 20-35 in my house at any given time so taking over the tropical imports was super easy.       As for my full potential there is not a proportion that I could take at this time that keeps me in the same general floor position. I could seek an administrative, managerial or HR position at Watson’s but since they are a small business still I am not sure I want to pursue my degree path under their employment. For now they are a good job to have while I am in school; it gives me a break from the curriculum to invest in my own hobbies before my degree and job are the same. It is a good life experience to try different jobs ...
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Interviews

  I personally believe every interview needs a balance of structured format and unstructured open ended questions. The standard questions focus on the qualities found in the job analysis for the role. Their goal being to assure that the applicant meets the minimum criteria for the role if not exceeds it. Additional questions should narrow in on answers provided. For example; “Where did you get your degree?” is a standard question but once the answer is given we can focus on the interesting part of the response, “What was the most rewarding (or difficult) part of that program?”. Elaborating can provide a more complete picture of what the applicant has to offer.  Following expected pacing can be beneficial in these situations as people know what to expect and can stress less about the process. This means more engagement with the process. From m=personal experience this also allows the interviewer to control the pacing, focus, and dynamic of the interview. When I applied to my nu...
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Job Postings

     For this assignment I used the job boards; Indeed, and ZipRecruiter. While I have not used Indeed much I was more familiar with the website layout as I found it easy to find many positions that fit the role of HR manager. Most of the postings had links to apply directly to the company which consisted mainly of resume submissions, one was asking for a cover letter. These all seem like automated processes so it is clear to see the information is going into the ATS’s (Applicant Tracking Systems). Since it is easy to use and I can see what each company is expecting and offering, it is a bit overwhelming in terms of results. In reality New York is huge so I assume location, pay, type of business, etc. would help narrow down the list extensively.       The second site I tried was ZipRecruiter. This is a hiring site I have heard of but never opened. While it is essentially the same as Indeed the overall layout and design are more simplistic, easier to na...
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Recruitment and Marketing

       For this assignment I want to talk about going from the worst place I have ever worked at to the best and what makes them so different. First off there were indicators to how the job was going to be from the first interview. For sake of amenity, the worst job will be referred to as the Brewery, and the best Plant Nursery.            At the Brewery I had two rounds of interviews but the first manager was unorganized and barely conducted an interview before dismissing me to come back for the second round. Where the branch manager, who was brought in to “clean up house”, openly mocked and demeaned staff to me throughout the interview. I was hired on the spot and I accepted because I needed the work but the unprofessionalism I saw only got worse the longer I was there. There were health code violations, HR cases constantly (some against managers), coworker’s coming in high or drunk, and that is on top of the location not being th...
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