Week 1 blog post

I believe that the HR management course I am taking right now has been incredibly  beneficial for my consideration of going into HR management in the future. I learned a lot about what the role entails, as well as important skills to know and adapt to when working within HR. I found that the class was crucial for my academic growth, as it included a mix of activities like discussion posts, blog assignments, and the HR simulation decisions that allowed the class to dive deeper into how important special decisions are for making employees increase their satisfaction and overall performance both for them and the company. Instead of just listening to lectures, I was actively involved in applying what I learned. For example, the simulation made me think through real workplace decisions, while discussion posts helped me reflect on concepts and learn from other students’ perspectives. The blog assignments also pushed me to connect course material to real-world situations, which made everything feel more relevant and easier to remember.

On the other hand, I’ve taken classes that relied mostly on lectures and slides with very little interaction with the material, as well as with my peers. In those cases, it was harder to stay engaged, and I didn’t feel like I was actually learning how to apply the material. I could understand the concepts in the moment, but I would forget them quickly because I wasn’t using them in a meaningful way and applying them to real-world scenarios.

Based on this week’s material, the biggest difference comes down to active learning and transfer of training, as these go hand-in hand and should be practiced in class, as those who want to pursue this as a career should learn the basics and how to apply them to real world work situations. This class also fostered collaboration and, meaningful experiences, shaping how I have been able to better communicate and work through situations in the most professional and practical manner. The HR class worked well because it gave me multiple opportunities to practice and apply what I was learning, which made it stick. In contrast, the lecture-heavy class lacked that practice, so there was little transfer to real situations. This connects to ideas that emphasizes focusing on how people actually perform and apply skills, not just what they know. Overall, I’ve learned that training is much more effective when it’s interactive and practical. Activities like simulations and discussions make a big difference because they turn knowledge into something you can actually use.

After taking the Implicit Attitude Test (IAT), I found that I have a slight unconscious preference that I wasn’t fully aware of before. It was interesting because I like to think of myself as fair and unbiased, but the results showed that some automatic associations can still influence my thinking, especially growing up with a different background in a European country, being surrounded by new social situations every time I have moved or traveled to a new place. This made me realize how common implicit bias is and how easily it can affect decisions without us noticing.

Implicit bias can impact both the reliability and validityof a selection process. In terms of reliability, different candidates might be judged if personal biases influence how they are evaluated. An example of this would be how if two applicants with similar qualifications could be rated differently based on unconscious preferences made me the individual who is making the decision. Validity is also affected because hiring decisions may not accurately reflect who is actually the best fit for the role. Research from Project Implicit shows that people can hold biases they are not consciously aware of, which can still shape their behavior. Similarly, Daniel Kahneman explains that people often rely on quick, automatic thinking, which makes biased decisions more likely to occur.

One way to reduce the impact of implicit bias is by using structured interviews to avoid this issue, as asking every candidate the same questions and using a clear scoring system can help make the process more fair and consistent and avoid bias decisions. Overall, this experience helped me better understand the importance of being aware of bias and taking steps to reduce its influence in hiring decisions, as this is crucial to create fair outcomes.

What makes an effective interview and what does not.

Looking back at my own past interviews that I’ve participated in, I would say that a clear difference between the ones that were effective and ineffective would be when I had fully prepared, felt organized and purposeful, while the ineffective ones felt more casual, unprepared and unsure conversations with no clear direction, as I had not researched the company and aligned their objectives on my own. After learning about validity, reliability, and utility, it was easier to understand why.

I believe the most effective interviews that I experienced were the ones that were structured. When interviews take notes, ask consistent questions, research the company beforehand, and focus on the job -related skills, the interview can feel more effective and successful. This improved reliability, since each candidate is evaluated in a similar way, as well as the interviews having higher validity due to the questions being clearly connected t the actual jo. An example of this would be how interviewers asked behavioral or situational questions, allowing the interviewee to demonstrate how they would handle real work scenarios, aligning with what we earned about structured interviews improving performance (Week 1-5 lectures).

On the other hand, some interviews felt ineffective because they were unstructured and heavily based on first impressions. In a few cases, the interviewer seemed to make quick judgments early on, which can reduce both reliability and validity. These interviews didn’t always focus on job-relevant skills, making it harder to fairly evaluate candidates. This also lowerss utility, since the interview may not lead to better hiring decisions.

If I could advise employers, I would recommend using structured interviews with standardized questions and rating systems. Adding situational or behavioral questions can improve validity, while training interviewers to avoid bias can improve reliability. I would also suggest combining interviews with other tools, like cognitive or personality assessments, to increase overall utility.Overall, effective interviews are not just conversations, rather than how they are carefully designed processes that lead to better hiring decisions and stronger employee performance.

Job analysis and job descriptions are crucial, however, they can be harder to maintain then they might seem to be. One of the biggest challenges is how these jobs do not stay the same for a long period, as companies develop and change systems with new technology advances. Additionally, employees often end up taking in new tasks that aren’t included in their original job description, making descriptions outdated. Another issue is finding the right balance between being flexible and specific. If a job description is too detailed in a profile, it can make employees feel unwilling or limited to take on new responsibilities. However, too general job descriptions might not give enough direct, resulting employee frustration and turnover. It can also be difficult to gather accurate input form employees and managers to make sure the description reflects an accurate job description and what the role truly entitles.

At the same time, not having job descriptions at all can create even bigger issues. Without clear expectations, employees may feel unsure about what they are responsible for, which can lead to confusion or missed tasks. It can also cause tension if people feel like they are being asked to do work that isn’t “their job.” From an HR perspective, job descriptions are essential for hiring, training, and performance evaluations. Without them, it becomes harder to hire the right candidates or fairly assess employee performance. Overall, even though job descriptions require effort to maintain, they help create structure, clarity, and fairness within an organization.

In the long run, strong job descriptions also support better communication between employees and management. They make it easier to set goals, provide feedback, and ensure everyone is working toward the same objectives for the company goal, as well as employees own personal professional growth. This can improve overall productivity and create a more positive and organized work environment.

After reviewing the 2025 Fortune Best Companies to Work For, I focused on NIVIDIA, American Express and Cisco, as well as looking at each individual company more closely. While these companies operating in different industries, I found that employee feedback shows a strong and consistent HR practice, being central to their success.

At NVIDIA, employees emphasize the importance of flexibility, innovation, and trust.bh Workers were reported to mention frequent satisfaction with the companies supportive leadership and access to growth opportunities, as well as empowering individuals to take ownerhsip of their work, which reflects HR concepts like autonomy and job design. Employees were also satisfied with their company’s training, retention strategies discussed within our lecture materials and its development for future goals. Cisco is often praised for its strong sense of belonging and inclusive culture, showing how inclusion, equity and diversity initiatives can improve and increase employee performance and satisfaction, as well as its loyalty to the company.

Looking at these companies, it’s clear that effective HR is about creating a culture where employees feel supported, understood, values, and motivated, not just the policies itself. All three companies invest in development, engagement, recognition, aligning with the importance of physical safety in the workplace, as well as Maslow’s hierarchy of needs theory. These insights shape the kind of manager I want to eb in the future, as I aim to be a strong leader that encourages and motivates my employees. I want them to feel heard, challenged and supported in their growth, focusing on creating an environment where employees can grow within their roles and develop their abilities with the company. One of the biggest challenges I expect as a manager is balancing business goals with employee needs. I want to be able to maintain fairness and motivating a diverse team. I also want to make sure that I can address conflict effectively, requiring me to have strong communication and emotional intelligence. However, these companies show that when HR is effectively, it becomes an important factor for both employee satisfaction and organizational success.

Welcome to blogs.oregonstate.edu. This is your first post. Edit or delete it, then start blogging!