Miami Dade College, MiamiACG 3025 

1)   indicate your personal objectives in pursuing in human resource management

2)   Indicate your favorite businesses HR organizational structure. How would you select and interview candidates within that organization based on your readings?

3)   What is the key to motivating a diverse workforce?

4)   As a concerned employee, how would you deal with negative attitudes toward diversity within your workplace?

5)   How will you apply what you have learned in human resource management?

 

Answer:

1)   indicate your personal objectives in pursuing in human resource management

1. Establish a productivity-enhancing organizational structure.

Only a minor portion of the issue is finding the proper people for the job. After capturing talent, a firm must put in place organizational structures and processes to foster employee capabilities and optimize the return on investment in human capital. A highly technological industrial unit's structures will undoubtedly vary significantly from those of an academic institution, a hospital, or a retail consumer-facing unit. As a result, it is HR's responsibility to identify the best structures for a variety of work settings.

2. Increasing the organization's ability to coordinate and communicate effectively.

John Donne, a 16th-century poet, is perhaps best remembered for the line "No Man is an Island." It relates to the belief that when individuals are separated from others, they perform poorly. In order to live, they must be a member of a community. After all, we are the most gregarious of creatures.

As a result, it's understandable that many individuals would suffer in isolation from their coworkers. As a result, it is up to Human Resources to ensure that employees recruited for their capabilities to assist the company achieve its larger goals are provided a framework to assist them succeed. HR must promote a hierarchical structure that allows for the optimum communication inside and between the many departments that make up a company.

3. Devote time to hiring the ideal people and honing their talents.

Employers and workers are living in some of the most fluid and dynamic periods in history. People are increasingly expecting to learn new skills in order to stay competitive in the job market, while firms see employees as a critical component of their competitive edge.

HR must thus not only locate the correct workers to align with the company's strategic direction, but also guarantee that these workers are given the skills they need to stay respected and useful to businesses wanting to succeed in an increasingly competitive environment.

Employees are functioning in 'knowledge economies,' where lifelong learning has become the standard, and HR must equal, if not surpass, their competitive counterparts in order to be successful.

4. Taking into account broader cultural and ethical trends

More than at any other point in the history of employment practices, HR should be aware of not just the structure, communication, and training of employees, but also the fast cultural and sociological changes influencing the workplace.

HR must comprehend how demographic, technological, and other significant social developments, such as the possibility of a workforce living longer than ever before, effect company. As HR investigates new methods of working, it entails a perpetual state of disruption and reinvention. Expert systems and AI, for example, may result in a drastic shift in employment patterns, freeing up human capital to concentrate on activities that smart machines can't, while also streamlining positions and possibly lowering headcount.

 

 

2)   Indicate your favorite businesses HR organizational structure. How would you select and interview candidates within that organization based on your readings?

 

 

Line Organizational Structure

 

This is the most classic of the corporate organizational frameworks. There's a senior executive, individuals in charge of each department (the director layer is for larger companies), and teams of individuals who conduct the job in each department.

The simplicity of this organizational system is one of its main advantages. The rigidity of the system, as well as the time it takes for information to move through the organization, are disadvantages. Everyone just focuses on the work at hand.

You can see from the lines in the figure that each layer only accepts orders from and interacts with its immediate superior. There isn't any kind of cooperation going on here. "One hand doesn't know what the other is doing," as the phrase goes. Because there is no horizontal communication, the "big boss" is responsible for coordinating everything.

However, this organizational structure may be appropriate for organizations that follow a strict schedule, cooperate informally, and employ a small number of employees.

 

 

How would you select and interview candidates within that organization based on your readings

1. Pay attention to their body language

Arm motions, gestures, handshakes, and eye contact may all provide information about the applicant. The candidate's body language may reveal how they're feeling, who they are as a person, and how interested they are in your position.

2. Concentrate on specific accomplishments and experiences

You may search for candidate responses that follow the S-T-A-R approach as an interviewer (situation, target, action, result). It's a fantastic technique to get information about prior experiences and significant achievements.

3. Consider their work ethics and attitude.

Keep an eye out for language that suggests the prospect has had previous issues interacting with coworkers or management. Also, inquire about the candidate's ability to manage enormous workloads, fluctuating priorities, and organization.

4. Determine whether or not they are a lifelong learner.

Employees with a lot of potential are naturally interested. They desire to keep learning and expanding their knowledge base by picking up new skills and tools. This sort of employee has the potential to develop into a significant asset for your organization.

5. Get input from others who weren't there during the interview.

You may have a few members of your team interview applicants. This is a fantastic method to include the whole staff in the recruiting process. However, input from people who engaged with the applicant outside of the interview is equally crucial.

How did the applicant treat the person who met him or her at the front desk? What was the initial impression of those who met the candidate briefly if they were given a tour of the office?

6. Inquire about a subject that they are passionate about.

Do you want to find out more about the candidate? Be open and chatty. Include subjects in your interview that applicants feel comfortable and secure discussing. You're more likely to get useful information about them and learn what makes them tick.

7. Assign a project or a problem for them to solve.

Giving applicants a project or a challenge to solve isn't so much about seeing what they come up with. It's a clever technique to figure out how they construct methods and approach problem-solving.

8. Pay Attention to What They're Asking You

All exceptional applicants should have inquiries about the position, the organization, and the culture. Are the questions thought-provoking? Do they show signs of how eager they are about the part? You may learn a lot about their degree of curiosity, how they identify issues, and how they process data, among other things.

9. Make a list of five questions to ask yourself.

Before you offer a position to someone, you should be able to answer the following five questions:

Is the applicant qualified for the position?
Are they enthusiastic about the job?
Is the applicant eager to pick up new skills?
Is the applicant willing to be mentored?
Are they a good match for your team?

Make sure you look beyond the qualifications and how they seem on paper. The ideal applicant will possess the most essential abilities, as well as the ability to develop and integrate into your team's culture.

3)   What is the key to motivating a diverse workforce?

1. INCREASING COMMUNICATION

Communication is the most crucial workplace incentive for workers.

Now, the term "communication" is tossed about a lot without many organizations stopping to think about what it means.

So, what precisely do I mean when I say that workplace communication should be improved?

It's all about getting people to talk to one other. I am a firm belief that the more a team converses and engages with one another, the better they will perform.

Increased communication may help your team perform better by reducing confusion and mistakes. A company is nothing more than a collection of people without adequate channels of communication. When these people learn to communicate effectively, they form a powerful team capable of accomplishing great things.

 

2. PROVIDING DIFFICULT WORK

You may assist your workers grow and evolve into a team that isn't scared to take on the next challenge by giving them projects that push them outside of their comfort zone.

"Leadership's ultimate calling is to help others grow and develop." - Firestone, Harvey S.

When your workers are given challenging questions to answer, they may hesitate at first, but if you offer them the support they need to succeed, you'll see the joy in their eyes when they do something they didn't believe was possible.

And it's easy to get addicted to this type of job happiness. Your team will not want to quit once they have a taste for surpassing expectations.

Challenging your staff keeps their jobs exciting and dynamic, reducing the risk of them becoming bored at work. In the end, an engaged employee is one who has been challenged.

It's a good idea to give your staff greater responsibility and meaningful job if you want them to be self-motivated. If you believe an individual, or a whole team, is lacking in engagement, offer them more tough and important tasks to do and watch them thrive. This is a fantastic method to inspire your staff and boost their sense of worth.

 

3. APPRECIATION OF SUCCESS

Recognition is a fantastic workplace incentive that you can utilize to boost employee satisfaction. Although it may seem self-evident, congratulating your staff for their accomplishments may be one of the most effective motivators available.

Unfortunately, as deadlines loom and pressure mounts, praise is typically the first thing to go by the wayside.

Recognizing accomplishment is linked to pushing your staff, but one strategy goes much farther. Raising the bar at work is great, but if you don't recognize your staff when they achieve it, you'll build a workforce that feels undervalued.

"Train people well enough that they can quit, but not so well that they want to." - Branson, Richard

It is not necessary to express gratitude vocally. Setting up concrete prizes for performance is one of the most effective ways to inspire your staff. This may take several forms, including vouchers, free food/drinks in the workplace, or anything you think is acceptable for your team and is open to everybody.

Your employees will be more driven to do well if they get a reward, and you will be helping to build a great employee experience centered on recognition.

Consider the last time you went above and above with a task yet went undetected and unrecognized for whatever reason. It's happened to all of us, and it's not pleasant. I'm sure you weren't as driven to try new things after that, so don't make your staff feel the same way.

Individualized recognition and awards may not have to be given. Announce team incentives for outstanding performance as a wonderful method to motivate your colleagues. By include every member of staff in your appreciation, you create a pleasant employee experience while also pushing them to work together toward their objectives. If your workers understand that individual achievement adds to team reward, they will be more inclined to support one another.

 

4. INCREASING TEAM ENERGY

Individuals who are content in their jobs are more likely to form a harmonic team that works together toward a similar objective. This is the essence of providing a nice work environment for your employees.

"Close work connections enhance employee happiness by 50%," according to Harvard Business Review, and "those with a best buddy at work are seven times more likely to participate completely in their job."

Those that get along well at work are clearly more driven to achieve well. When workers care about one another, they care more about the team and company they work for. Why wouldn't you want to foster a positive work environment and boost employee satisfaction? The outcomes are plain to observe.

Using our Mad, Sad, Glad framework as an example, you may learn how to improve team spirit. The following is how it works:

Gather your staff and have each employee write out what makes them angry, sad, or happy at work. Everyone may have a better understanding of what each individual enjoys and dislikes about their job using this knowledge.

 

5. IMPROVED INDEPENDENCE

Allowing your employees to have more autonomy in their jobs has been shown to increase employee engagement and motivation.

"Autonomy is people's desire to understand that they have options, that what they are doing is of their own will, and that they are the source of their own actions," said Joan Cheverie, Director of EDUCAUSE Institute Programs.

Giving your employees greater autonomy is a significant motivational aspect that, if implemented, will undoubtedly enhance their job experience. You'll establish a self-motivating culture with people who want to accomplish better and take on more responsibilities than they would if you micromanaged them.

It seems to reason that if you choose to accomplish a job rather than being ordered to, you will be more motivated.

When you're a leader, it's tempting to micromanage your team if you're not completely sure in their abilities. Unfortunately, this creates a work atmosphere in which people lack trust and are more demotivated than motivated.

Setting clear objectives for what you want your staff to accomplish, rather than how you want them to do it, is the answer. You may then meet with your team on a regular basis to review their progress toward these objectives and provide any necessary assistance.

Giving your staff greater autonomy and flexibility is another excellent strategy to adapt to the many personalities that make up your teams. Forcing everyone to work in a given manner may be ideal for certain members of the team, but it may be the polar opposite of their preferred working style for others.

 

4)   As a concerned employee, how would you deal with negative attitudes toward diversity within your workplace?

1. Call out the poor attitude or behaviour

Pull the employee aside and have a talk with them about their responsibilities at work. It is critical that you never disregard this conduct, whether you are an employee, a coworker, or a management. Call them out on it and let them know how their actions are affecting the rest of the office.

Try to avoid getting into a fight.

When addressing an employee about how they are acting or performing, it is critical that you do it in a professional manner.

Some individuals thrive on conflict, so make sure you strike a good medium and maintain your composure.

Consult your human resources department for assistance or to attend this meeting with you. If the bad attitude or conduct persists, and they are breaking workplace rules and regulations, formal disciplinary action may be considered.

Set standards in the workplace

These principles should be discussed and reinforced in the workplace on a regular basis.

These should be derived directly from your company's ideals.

Company rules and standards are an excellent approach to monitor and control employee conduct while also ensuring that staff understand the anticipated standards. As a manager, it is critical that you uphold these standards and demonstrate to your staff the kind of positive attitudes that they should have. Take the lead!

Ensure that open communication is allowed in the workplace.

It will assist open all communication channels if your staff feel comfortable talking to you about all of their issues and issues on a daily basis, rather than simply at formal yearly evaluations. This implies that your workers will feel safe enough to tell you if another person's conduct is bothering them. It's tough for a manager to recognize unfavorable attitudes in workers since they usually act differently in front of you. As a result, solid connections with your staff are essential so that they know they can come to you with any problem.

Keep your distance from folks who have a bad attitude.

Distancing oneself from a coworker who engages in unpleasant conduct or has a nasty attitude is a good idea if you're an employee. Do not pay them any attention because of their actions. These kind of actions may lead to workplace bullying, which will not be permitted. If you believe you are being bullied, speak with your manager right immediately.

Negative individuals may rub off on you, so rise above them and stay your own happy person!

Check in on a regular basis

Make sure you keep an eye on your staff; their poor attitudes might be the consequence of home or mental health difficulties that are interfering with their job. If you observe an unexpected shift in your employee's behavior, it's critical that you recognize it and do all you can to help them, letting them know they're not alone. If these changes in behavior are detected sooner, it may be possible to avoid future problems.

 

 

5)   How will you apply what you have learned in human resource management?

1. JOB DIVERSITY

Not only can taking an HR course open doors in the profession, but it also opens doors in other areas. The courses you take prepare you for a number of career pathways and professional roles in human resource management and beyond. People management and customer interactions are crucial business skills to learn, and this is only one component of HR that you can use to any profession. Organization, administration, multitasking, presentations, reporting, and communication are some of the other vital abilities you'll master.

2. SATISFACTION WITH THE JOB

A career in human resources may provide a variety of benefits, with work satisfaction being one of the most important. One of the most essential aspects for workers when selecting a profession is their contentment with the work they perform, and working in HR provides lots of job satisfaction. Even in a junior position, you will be able to observe the immediate consequences of your effort and quantify the beneficial influence you have had on the workplace. Offering someone a job inside the firm, promoting from within, enhancing salaries and benefits, implementing systems and procedures to promote staff retention and morale, and training and coaching workers are all examples of highlights.

3. COLLABORATION WITH OTHERS

If you love meeting new people and working with customers, coworkers, and senior HR management, an HR degree or postgrad might be a major benefit. Working with people is an important element of any HR position, therefore learning about the psychology of human nature can help you succeed in this field. You'll learn all you need to know about managing employee relations, from interviewing tactics to dispute resolution, and you'll be able to use what you've learned in every element of company or life.

4. OPPORTUNITIES TO PROGRESS

HR departments make a lot of crucial choices, and it's vital to realize that this is a profession that comes with a lot of responsibilities from the start. If this is something you are familiar with, you can excel at it and achieve quick success. Because of the degree of control required, senior HR roles will pay well, which is another big advantage of studying this field.

References

https://www.celarity.com/blog/9-tips-for-choosing-the-right-candidate/

https://www.thesuccessfactory.co.uk/blog/motivators-in-the-workplace-that-improve-employee-experience

https://tallyfy.com/organizational-structure-examples/