Hello,
What surprise you?
Talent management professionals has several roles and responsibilities that I was not aware of. Some of these management class are very boring, but I felt this profession has a fun aspect about it which makes it very interesting to learn about.
What applications do you see to your job?
Our local office does not have a department called talent management or HR department, but the office manager and nursing superior fill theses roles and responsibilities of the talent manager professional. I only work on Saturdays and my engagement process starts with the on call supervisor. If I have any concerns, I let them know first and it will be address on Monday by the appropriate personnel member. They do act upon feedback and any concerns surrounding patient care. We do have compliance annual training process, which involves coaching skills from management personnel. Our engagement does have real time impact on business outcomes. I have been in several situations where DHS had to be notified of abuse, addiction and safety issues while in the home setting, which led to the client being removed from the home setting, which effected the business profitability margins of the organization. We recently went through a new company take over process, which involved a decrease in pay for employees. Needless to say, the new company engagement process of lower pay lost about 30 percent of the staff for this decision making process. Now they are re-evaluating their decision for lower pay and is now offering 3 to 5 thousand dollars sign on bonuses and a higher rate in pay for staff members. I do see integrated systems used to measure performance level used on our annual evaluation. I do enjoy that process.
I did ask what type of integrated HR system that we use and the response I received was contin-u-care loc and epic integrated systems.
What questions do you have about what you've studied?
I do not have any questions at this time.
What would you like to know more about?
Are organizations regulated to provide career and developmental programs to employees? My interest here is due to in a home healthcare agency or clinic setting, the process of developmental and career advancement is limited or none. The opportunity, developmental and performance formats are more available in a hospital setting.
The software terms are very interesting to me. We use a a contin-u-care loc system to chart on for clients visit, provide scheduling times, clock in and out, payroll, etc. We have bottlenecks with this system and sometimes we have to go back to the paper charting system. I never assumed their was more functions to these systems. I guess, I what to know more about integrated and single systems functions. I do not want to be an IT person, just be aware of the different systems out there.
Is integrated systems such as HCM used by top level management only? Or what types of integrated systems are used by top management personnel? Are those top level security code entry jobs a form of the integrated systems process?
Do you feel that all organizations should have in place some type of safe guard system for when these technology system is totally not working? I am not a technology person and this has been one of my fear factors for technology usage.
References
Kane,H. (Nov 2017). It's time to engage employees with action, not strategies Retrieved from: http://www.td.org/insights/its-time-to-engage-employees-with-actions-not-strategies
Kundulli,H.(July 2018). Single or integrated human capital management systems? the difference and why it matters Retrieved from: http://www.cerdian.com/.../are-you-buyng-a-single-or-integrated-human-capital-management...
Week 2
What surprised you?
The work-life balance topic became personal for me. I was raised to work hard and enjoying life came after you work obligations was done. I knew I wanted more out of life, and this work-life balance, I think this concept is key in my new journey and career change. Also thank you for helping me with the APA formatting process and how to add quotes in my discussions. I hope I am doing them the right way now.
All the different HR apps, terms and systems used to run a company is very eye opening. Technology has truly impacted the HR and medical industry.
I have a job interview on Monday, with a company that provides cyber systems for governmental usage. I was e-mail a video about the company, which entailed much of the apps and computerized systems that we are learning about in this class.
The Likert rating scales is a system that I have used before, but I never knew the name of the formatting system and it's usefulness.
Using Survey Monkey was fun and exciting.
What applications do you see to your job?
Of course, we only get our performance reviews once a year. I only communicate with my supervisor during this process or if something goes wrong in the home and I have to report an issue or concern of mine. I do know that if improvements or further training measures are needed, the development team will make sure you get that training or you can not return to work until that process is completed. Our organization does discuss limitations within the home setting. Our limitations include: privacy issues with clients and family members, biases on life style issues, federal rules and regulations, compliance measures and much more. Also, how technology has change the medical industry. We use our mobile devices for communication processes and continuing learning and training processes. We have changed from a paper charting process to a computerized system of charting and much more. I was told today that our company is trying to invest in a computerized system for performance reviews for employees that work in remote areas.
I do have trusting relationships within the organization. Management does offer support when issues does arise. Management is clear about roles and responsibilities within the organization. As nurses, we do hold each other accountable within the home setting.
What questions do you have about what you have studied?
A lot of the negative aspects of performance reviews, I see happening on my job. How can I relate that to my managers without seeming to be trying to tell them how to do their job? My managers seem interested in my education process, but I know my role and responsibilities within this organization. Demographics and pre-conceived biases are key here. I am not afraid to ask for help when it pertains to my job duties, but asking for help about your job duties is another matter.
What would you like to know more about?
When and how to cite quotes in my writing assignments. The information you gave was very helpful. I have to read it several times to get the concepts in my head. Thank you again. The week one assignment, get started, I put in the information and made my model. When it was time to retrieve it, the site would not let me, or I did something wrong, therefore I was rumbling to come up with the diagram that you wanted. I am going to go back into the get started site and try it again and just save it at that time. May that will work for me this time.
References
HRM 540-Talent Management and Development Week 2 Lecture 1
Kleiman,M. (2013 Dec). Hiring wisdom:3 reasons mediocrity in the workplace is tolerated retrieved
from. http://www.tint.com/hiring-wisdom-3-reasons-mediocrity-in-the-workplace-is-tolerated
Week 3
What surprised you?
Well , the Dog Biscuit assignment was misinterpreted by many of us. I read all the material this week, but I assumed the ADDIE was the system of choice. I guess in a business setting, this is why having everyone on the same page is so important. The systems thinking format was new to me as well as rich picturing. Overall a lot of new terms that I was familiar with, but I did not know the full extent of their meaningful and function in an organization.
What applications do you see on your job?
When there is an issue within the organization, the process needed to address the issue holistically. HR professionals must look at the issue from every angle before a conclusion can be achieved. HR must provide or show multiple solutions to their stakeholders. Hr professionals must expand alternatives or choices, be flexible and adapt to needs for change. This approach will increase the success rate. Goodman. System thinking includes the willingness to see a situation more fully, to recognize that we are interrelated, to acknowledge that there are often multiple interventions to a problem, and to champion interventions that may not be popular. I think systems thinking is seen in staff and departmental meetings, to make sure information is shared and everyone knows goals and objectives of organization. Learning and developmental programs align employees with organization mission and vision objectives. How do financial obligations alignments fit into the budget as a whole for the organization? Are all departments aware of compliance changes? This is just a few of the questions that system thinking addresses. Walley (2011). To get the complete picture, leaders need an in depth knowledge of the entire organization, its various moving parts, and how each component has an impact on the rest. Business leaders need to understand the adaptive nature of systems. As dynamic entities, systems adjust to changes imposed on them-often with unpredictable results. Leaders therefore need to know how the actions they take in any one part of the system will cascade down to affect the whole.
What questions do you have about what you have studied?
Are there ADDIE and HPI technology systems out there for HR professionals to pich and choose from? This weeks assignment was a little confusing on the two extra models to use. I choose HPI and performance analysis, I hope I chose right. Do you think unconscious bias are more of a voluntary behavior verses a involuntary behavior? I would like to know more about back shops and social learning programs. I would like to know more about GAPS formats.
What questions would you like to know more about.
I would like to more about career ladder/development process from last week. Sorry.
I would like to know more about PLN formats. Do we just put the articles and links into our assignment sheet?
References
Walley,P. (2011 Jan). Why hr leaders needs to be systems thinkers. Retrieved from. http://www.hrmagazine.co.uk/articles/why-hr-leaders-needs-to-be-systems-thinkers
Week 4
What surprised you?
I learned a lot of new terms that were very interesting to me. Also, learning how to do a outcome for your objectives seem to be fun and informative at the same time. The different e learning solutions were also very interesting to me. Our company does not have a lot of opportunities for career advancements, but I do like to know what other companies are doing in this area. Job shadowing is a learning tool for employees to see the job expectations in action. I think that is a great thing. That aspect of learning can take away some of your fear factors concerning the organizations expectations of you , their standards, and your roles and responsibilities.
What applications do you see on your job?
We are currently going through a software systems updating process. We are asked our long-term and short term goals on our evaluations. It is hard to give a professional answer when job growth is limited without formal learning formats. I just had to go through a compliance session and they used a lot of visual aids, multiple choice questions, drills and practice measures for the learning process. During the compliance session, it is self paced and you are monitored for your progress abilities. If you need help during the session, all you have to do is ask and some one will assist you wherever you need help in. There is a review section that ask for your feedback on the compliance program. Management seldom ask for feedback in certain situations. Management will ask for questions, not feedback within a meeting setting. I think this one reason why morale is down among employees.
What questions do you have about what you have studied?
I would like to have more information on the CABD, scaffolding, and tasks learning methods. How is the CABD concept used with new employees? The mind maps platforms are quite overwhelming.
What questions would you like to know more about? none
Week 5
What surprised you?
The week 5 assignment requirers sound. I downloaded Abode and it was not compatible with my computer. I downloaded the Tech Smith app and it worked on my computer. I am still trying to navigate through the audio procedures, hopefully I will get it right.
As a new student, it can be confusing on what your expectations will be concerning signing into canvas. Iam not a technological person, so I am proud of myself with downloading this app.
What applications do you see on your job?
I do see inequalities for women on my job. In the medical industry, women are paid a lesser rate than men. When I worked for a daycare center, they had a much more engagement process for training and developmental programs. They offered paid tutitions for going back to school, mentor-ship programs, as well as hands on leadership applications. This provided motivation, increased engagement, feedback for improvement measures , increased employee and customer satisfaction levels and much more. Shoaib (2016) Benefits of training and developmental programs include: sense of responsibility; personal development; less need for supervision; reduce company costs and much more. These programs increase efficiencies in processes-resulting in financial gain for the organization; increased capacity to adapt new technology and methods; increased innovations in strategic planning and much more. Employees feel more connected with tools and resources are provided for training and developmental processes. Theses processes provide effective timely product launches, deliverable s on time measures, proper market and competitive analysis and much more. They also, reduced costs for the company in many ways. This is only possible if employees are trained properly with the most advanced tools available. Cost reduction means an increase in profits which is ultimately one of the benefits of traning and development in an organization.
What questions do you have about what your studied?
Is there any industry that gives equal pay to women?
What surprise you?
Talent management professionals has several roles and responsibilities that I was not aware of. Some of these management class are very boring, but I felt this profession has a fun aspect about it which makes it very interesting to learn about.
What applications do you see to your job?
Our local office does not have a department called talent management or HR department, but the office manager and nursing superior fill theses roles and responsibilities of the talent manager professional. I only work on Saturdays and my engagement process starts with the on call supervisor. If I have any concerns, I let them know first and it will be address on Monday by the appropriate personnel member. They do act upon feedback and any concerns surrounding patient care. We do have compliance annual training process, which involves coaching skills from management personnel. Our engagement does have real time impact on business outcomes. I have been in several situations where DHS had to be notified of abuse, addiction and safety issues while in the home setting, which led to the client being removed from the home setting, which effected the business profitability margins of the organization. We recently went through a new company take over process, which involved a decrease in pay for employees. Needless to say, the new company engagement process of lower pay lost about 30 percent of the staff for this decision making process. Now they are re-evaluating their decision for lower pay and is now offering 3 to 5 thousand dollars sign on bonuses and a higher rate in pay for staff members. I do see integrated systems used to measure performance level used on our annual evaluation. I do enjoy that process.
I did ask what type of integrated HR system that we use and the response I received was contin-u-care loc and epic integrated systems.
What questions do you have about what you've studied?
I do not have any questions at this time.
What would you like to know more about?
Are organizations regulated to provide career and developmental programs to employees? My interest here is due to in a home healthcare agency or clinic setting, the process of developmental and career advancement is limited or none. The opportunity, developmental and performance formats are more available in a hospital setting.
The software terms are very interesting to me. We use a a contin-u-care loc system to chart on for clients visit, provide scheduling times, clock in and out, payroll, etc. We have bottlenecks with this system and sometimes we have to go back to the paper charting system. I never assumed their was more functions to these systems. I guess, I what to know more about integrated and single systems functions. I do not want to be an IT person, just be aware of the different systems out there.
Is integrated systems such as HCM used by top level management only? Or what types of integrated systems are used by top management personnel? Are those top level security code entry jobs a form of the integrated systems process?
Do you feel that all organizations should have in place some type of safe guard system for when these technology system is totally not working? I am not a technology person and this has been one of my fear factors for technology usage.
References
Kane,H. (Nov 2017). It's time to engage employees with action, not strategies Retrieved from: http://www.td.org/insights/its-time-to-engage-employees-with-actions-not-strategies
Kundulli,H.(July 2018). Single or integrated human capital management systems? the difference and why it matters Retrieved from: http://www.cerdian.com/.../are-you-buyng-a-single-or-integrated-human-capital-management...
Week 2
What surprised you?
The work-life balance topic became personal for me. I was raised to work hard and enjoying life came after you work obligations was done. I knew I wanted more out of life, and this work-life balance, I think this concept is key in my new journey and career change. Also thank you for helping me with the APA formatting process and how to add quotes in my discussions. I hope I am doing them the right way now.
All the different HR apps, terms and systems used to run a company is very eye opening. Technology has truly impacted the HR and medical industry.
I have a job interview on Monday, with a company that provides cyber systems for governmental usage. I was e-mail a video about the company, which entailed much of the apps and computerized systems that we are learning about in this class.
The Likert rating scales is a system that I have used before, but I never knew the name of the formatting system and it's usefulness.
Using Survey Monkey was fun and exciting.
What applications do you see to your job?
Of course, we only get our performance reviews once a year. I only communicate with my supervisor during this process or if something goes wrong in the home and I have to report an issue or concern of mine. I do know that if improvements or further training measures are needed, the development team will make sure you get that training or you can not return to work until that process is completed. Our organization does discuss limitations within the home setting. Our limitations include: privacy issues with clients and family members, biases on life style issues, federal rules and regulations, compliance measures and much more. Also, how technology has change the medical industry. We use our mobile devices for communication processes and continuing learning and training processes. We have changed from a paper charting process to a computerized system of charting and much more. I was told today that our company is trying to invest in a computerized system for performance reviews for employees that work in remote areas.
I do have trusting relationships within the organization. Management does offer support when issues does arise. Management is clear about roles and responsibilities within the organization. As nurses, we do hold each other accountable within the home setting.
What questions do you have about what you have studied?
A lot of the negative aspects of performance reviews, I see happening on my job. How can I relate that to my managers without seeming to be trying to tell them how to do their job? My managers seem interested in my education process, but I know my role and responsibilities within this organization. Demographics and pre-conceived biases are key here. I am not afraid to ask for help when it pertains to my job duties, but asking for help about your job duties is another matter.
What would you like to know more about?
When and how to cite quotes in my writing assignments. The information you gave was very helpful. I have to read it several times to get the concepts in my head. Thank you again. The week one assignment, get started, I put in the information and made my model. When it was time to retrieve it, the site would not let me, or I did something wrong, therefore I was rumbling to come up with the diagram that you wanted. I am going to go back into the get started site and try it again and just save it at that time. May that will work for me this time.
References
HRM 540-Talent Management and Development Week 2 Lecture 1
Kleiman,M. (2013 Dec). Hiring wisdom:3 reasons mediocrity in the workplace is tolerated retrieved
from. http://www.tint.com/hiring-wisdom-3-reasons-mediocrity-in-the-workplace-is-tolerated
Week 3
What surprised you?
Well , the Dog Biscuit assignment was misinterpreted by many of us. I read all the material this week, but I assumed the ADDIE was the system of choice. I guess in a business setting, this is why having everyone on the same page is so important. The systems thinking format was new to me as well as rich picturing. Overall a lot of new terms that I was familiar with, but I did not know the full extent of their meaningful and function in an organization.
What applications do you see on your job?
When there is an issue within the organization, the process needed to address the issue holistically. HR professionals must look at the issue from every angle before a conclusion can be achieved. HR must provide or show multiple solutions to their stakeholders. Hr professionals must expand alternatives or choices, be flexible and adapt to needs for change. This approach will increase the success rate. Goodman. System thinking includes the willingness to see a situation more fully, to recognize that we are interrelated, to acknowledge that there are often multiple interventions to a problem, and to champion interventions that may not be popular. I think systems thinking is seen in staff and departmental meetings, to make sure information is shared and everyone knows goals and objectives of organization. Learning and developmental programs align employees with organization mission and vision objectives. How do financial obligations alignments fit into the budget as a whole for the organization? Are all departments aware of compliance changes? This is just a few of the questions that system thinking addresses. Walley (2011). To get the complete picture, leaders need an in depth knowledge of the entire organization, its various moving parts, and how each component has an impact on the rest. Business leaders need to understand the adaptive nature of systems. As dynamic entities, systems adjust to changes imposed on them-often with unpredictable results. Leaders therefore need to know how the actions they take in any one part of the system will cascade down to affect the whole.
What questions do you have about what you have studied?
Are there ADDIE and HPI technology systems out there for HR professionals to pich and choose from? This weeks assignment was a little confusing on the two extra models to use. I choose HPI and performance analysis, I hope I chose right. Do you think unconscious bias are more of a voluntary behavior verses a involuntary behavior? I would like to know more about back shops and social learning programs. I would like to know more about GAPS formats.
What questions would you like to know more about.
I would like to more about career ladder/development process from last week. Sorry.
I would like to know more about PLN formats. Do we just put the articles and links into our assignment sheet?
References
Walley,P. (2011 Jan). Why hr leaders needs to be systems thinkers. Retrieved from. http://www.hrmagazine.co.uk/articles/why-hr-leaders-needs-to-be-systems-thinkers
Week 4
What surprised you?
I learned a lot of new terms that were very interesting to me. Also, learning how to do a outcome for your objectives seem to be fun and informative at the same time. The different e learning solutions were also very interesting to me. Our company does not have a lot of opportunities for career advancements, but I do like to know what other companies are doing in this area. Job shadowing is a learning tool for employees to see the job expectations in action. I think that is a great thing. That aspect of learning can take away some of your fear factors concerning the organizations expectations of you , their standards, and your roles and responsibilities.
What applications do you see on your job?
We are currently going through a software systems updating process. We are asked our long-term and short term goals on our evaluations. It is hard to give a professional answer when job growth is limited without formal learning formats. I just had to go through a compliance session and they used a lot of visual aids, multiple choice questions, drills and practice measures for the learning process. During the compliance session, it is self paced and you are monitored for your progress abilities. If you need help during the session, all you have to do is ask and some one will assist you wherever you need help in. There is a review section that ask for your feedback on the compliance program. Management seldom ask for feedback in certain situations. Management will ask for questions, not feedback within a meeting setting. I think this one reason why morale is down among employees.
What questions do you have about what you have studied?
I would like to have more information on the CABD, scaffolding, and tasks learning methods. How is the CABD concept used with new employees? The mind maps platforms are quite overwhelming.
What questions would you like to know more about? none
Week 5
What surprised you?
The week 5 assignment requirers sound. I downloaded Abode and it was not compatible with my computer. I downloaded the Tech Smith app and it worked on my computer. I am still trying to navigate through the audio procedures, hopefully I will get it right.
As a new student, it can be confusing on what your expectations will be concerning signing into canvas. Iam not a technological person, so I am proud of myself with downloading this app.
What applications do you see on your job?
I do see inequalities for women on my job. In the medical industry, women are paid a lesser rate than men. When I worked for a daycare center, they had a much more engagement process for training and developmental programs. They offered paid tutitions for going back to school, mentor-ship programs, as well as hands on leadership applications. This provided motivation, increased engagement, feedback for improvement measures , increased employee and customer satisfaction levels and much more. Shoaib (2016) Benefits of training and developmental programs include: sense of responsibility; personal development; less need for supervision; reduce company costs and much more. These programs increase efficiencies in processes-resulting in financial gain for the organization; increased capacity to adapt new technology and methods; increased innovations in strategic planning and much more. Employees feel more connected with tools and resources are provided for training and developmental processes. Theses processes provide effective timely product launches, deliverable s on time measures, proper market and competitive analysis and much more. They also, reduced costs for the company in many ways. This is only possible if employees are trained properly with the most advanced tools available. Cost reduction means an increase in profits which is ultimately one of the benefits of traning and development in an organization.
What questions do you have about what your studied?
Is there any industry that gives equal pay to women?
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