November 10th, 2023
When learning something new, it is critical to grasp what is going on; this is especially true for a job. My present caregiving job comes to mind when I think of good training. The training was very visual and hands-on with supervision, and it has helped me become a better caregiver and deliver better care. The goal of training a new employee, as described in this week’s learning materials, is to determine what the employee will be doing, the quality of it, and to mimic the working conditions. This was the case for my training in this role, and my work reflects how I was trained. This helps mitigate employer liability which is important when working with something that involves patient care and confidentiality.
My most unsuccessful training came from my previous job where I worked up to manager. I had little to no training, and the rules/protocol were subject to my boss’s mood, therefore each worker was instructed with a different set of regulations. My employer did not understand the company’s processes because he had only owned it for a few years, but all of the staff had departed, so no one at the company really knew what was going on. There was not a set expectation of what was needed, when I first joined the company there was not a schedule or task list for the shifts, thankfully there was a manager who was great and implemented all of this in. When I was promoted to manager when she left to another company, I kept the standards and was able to come up with some of my own learning from where my boss was lacking. Having minimal training reflected in the sales of the company, prices would vary due to the different ways employees were trained which resulted in unhappy customers, there were constant claims or damaged items with no protocol or guidance from our boss which also resulted in customers not returning again.
October 26th, 2023
When you set clear roles, everyone knows what is expected of them.
10/26/2023
A company needs to be well organized for it to flourish, this includes the different duties for each job position to be well defined so members are participating where and when they are needed. Team members are more productive when their roles and duties are clearly defined. There is less effort wasted; there is less misunderstanding, disappointment, and frustration. When roles and duties are clearly defined, team members develop to see beyond their own specific positions and learn to appreciate, respect, and cherish one another’s unique contributions. It is critical for each team member to understand that the overall performance of the team is a result of shared accountability and ownership.
I have worked as an assistant manager for a company where the duties of each role were not clearly defined, as a result I ended up doing a lot of the managers work and absorbing some of the other employees work. Once I was promoted to manager I was able to collaborate with the new assistant manager to analyze and delegate tasks for the different roles. As a result the employees were able to streamline their tasks, and we were all able to go home earlier at the end of each day boosting employee morale.
Gabrielle Aceves
MGMT 453
October 6th, 2023
Edward Jones uses strategic HR management, aligning HR policies with the organizations’ objectives as discussed in the lecture. Edward Jones chief HR officer Suzan McDaniel is an exemplary leader in HR, this is seen through her work in overseeing the Enterprise Leadership Team, which is responsible for providing advice and counsel to the managing partner in helping the firm grow its impact and create value for clients, colleagues, and communities today and in the future (Edward Jones, 2020). Baird is an employee-owned financial services company; they have been rated among the top Fortune 100 companies to work for and have high employee satisfaction rates, employees state the workplace is fair in a high care/high expectations environment. In 2018 Baird’s chief HR executive Leslie Dixon received an inaugural Great Place to Work for All Leadership Award and was honored with being awarded Best Workplaces for Women in conjunction with Baird, exemplifying how strong their HRM really is (Marianne Foster, 2018). Southern Ohio Medical Center has a high employee satisfaction rate, employees are given multiple opportunities to give ideas and feedback and everyone is important no matter their position. SOMC follows the guidelines of The Joint Commission, the nation’s predominant standards-setting body in health care, and SOMC has received top honors from that organization for meeting standards, striving for the highest standard of care and employee satisfaction (SOMC, N.A.). Evidence-based management as discussed in the lecture, uses data, facts, analytics, case studies, and more to support HR management decisions/ideas. This form of HRM is what I identify with most, as it is based on facts rather than emotions which I think can be a challenging factor when making the “right” decision as an HRM.
