Kyle Green 2015

Journal Entry 1

Dear journal, Class:

Today's first class was a good start, as I was able to meet my classmates and learn more about the human resource development program here at McDaniel College. I really like the idea that we are learning as a cohort, it makes the opportunities to learn more extensive in the fact that everyone can share their experiences. We can all learn a lot from each other. We reviewed the syllabus and program guidelines. I feel really good about what this program has to offer and where it will take me in the future. I like the way the classes are laid out and it seems like this program will give me the knowledge skills and abilities that I am looking for. One of the things the teacher said in class was “I am here to build your business to follow your model and make this place the best it can be; with the people we want who share this common interest. This is a good starting concept for me to establish. Knowing that my goals and objectives align with the vision of a company or workplace will help ensure that I am doing the best possible job. Whether that is working with employees, managers, supervisors and all those above and in between, the concept is the same, we need to have the same vision of what we want and what we are trying to accomplish. Another thing we talked about was, Human resource is a bridge and we play an important role in making sure that it is open for travel. On this bridge there is the good, the bad and the ugly. Regardless of whom where when and how the bridge still needs to be standing in the present and the future. For now when looking at Human resource and development I see it as my duty to make sure the bridge is standing based on the structure that is already developed and the people that are already there. It is my job to bring new knowledge to that workplace to make it better for the now and for the future. While there are many directions this can and will go the important concept is I need to manage that bride with the best resources and knowledge to make it stand and grow.

My thoughts: Being a former teacher has had a lot of influence on me deciding to join this program as I

enjoy educating people. I need a change from the K-12 educational environment and now I want to direct my focus to adult learning through training and development in work place. Although I did not have a whole lot of experience in a business setting, I feel the transition from being an educator in a school system, to working for a company requires many of the same skills. I asked myself these things in class. What are some of the challenges that I will face learning since I do not have experience in HR? How do I develop my skills? These are things that I will be thinking about through the course. Another question that I asked myself was why am I in a human resource development instead of human resource management? Do I have a preference? Is this the right decision? Which is the most important thing to learn first?

My feelings:I feel really good about the program as a whole and I very motivated to continue through

this program. I cannot wait for the next class as I want to learn and become a Human Resource Professional. I feel I have been guided to this point in my life. I feel like everything that has led me here has been for a reason. I feel humbled and rewarded as my path has been very windy with

Kyle Green 2015

an obscure direction. And has somehow led me to the right place. I am still chasing my dreams and following the satisfaction of knowing why I was put here on earth. I know it is to help people, I know it is to communicate and share. I will end on that note until next time.

Kyle Green 2015

Journal Entry 2

Dear journal, Class:

In this class learned about influences on employee behavior. Why employees act a certain way. Their motivation to be at work. The outside environment. Impacts on behavior and attitude, as well as many other things that were very interesting. I took a special interest to concept of attitude, how it is perceived and what an attitude really is. Attitudes are the way people act towards an object. While they are hard to change it is good to know what attitudes your employees have to help understand why they think and feel what they do and what will motivate them. If we can better understand our employees change will be easier and more welcome if it is presented in the according manor.

We had a guest speaker named Julie come in from the Career Development Office. She talked about how she can help us find the career path that we're looking for. She has a lot of internships that she pulls into the College as well as other job opportunities through many business partners. This could be a very good resource for me and it may be a good thing to go talk to her to see what kind of things she has to offer. I think that Human Resources is a career that is widespread through many different businesses as well as schools and hospitals etc.

My thoughts:Networking is a huge way to ensure that I will find a job that I want and it is very

important that I build a social network in the area now. The sooner I start networking the more opportunity I will have down the road. It will help open the door to be able to find a job and career I am working towards. Another thing I can do is become part of a group such as SHRM or other local organizations that have meetings to discuss what's going on in human resources currently. This can help me in the world of Human Resources by being able to keep up on current information. This is a lifelong skill that I would like to develop and be part of. Being a part of outside groups will help me value learning new things in my field and will propel me further. Being part of a human resources group will motivate me to be the best Human Resource representative that I can be help me become a strong candidate for the job that I seek.

What will I do as an HR professional? What are the major job duties I will perform? What would I do as a human resource management professional? What are the major duties?

A large factor in career development is building a bridge, building the pipeline. This is something that was said in class. Intriguing me to think of the many intricate parts in a system of pipelines. They all have to be functioning and working correctly for the pipeline to be successful. This is a great way to look at how to treat a workplace, goals and employee development. Developing everything to make the whole better.

Should I be an investigator? Can I go out and find the problems or will the problems come to me? Which is the better approach? Do you take things as they come or do you go out and find things? How will I be different in the workplace after have a master’s degree? What does a Masters do for me? Why is that important? Can I see myself becoming a professor one day?

Kyle Green 2015

Motivation skills and abilities this will drive you. Will drive me. these are all very important things, thought and feel I have.

If learners are not motivated they will not succeed. Is this always true? They also need to have the skills to be able to learn and the ability to learn. without these things training cannot be successful. Being future-focused is a very good thing for learning. Leaving the negative behind, moving on with the good and knowing what you expect; will help you develop.

My feelings:I still feel very good about all of things that I am learning. I am collecting a lot of

information and formulating it to meet my own learning needs. I am starting to develop a human resource mindset and it is very exciting. I feel good about what I am learning and why I am learning it. I feel that I am starting to formulate a plan to be a successful learner. I feel I am gaining skills to evaluate employees and look at the bigger picture in a business setting. I feel I have the skill set to be very successful in this world and I am motivated to continue what I am after.

Kyle Green 2015

Journal Entry 3

Dear journal,

Class:The MBTI assessment was very interesting. In class we learn how it was used and did

some activities based on the MBTI assessment. It was a lot of fun and it showed how people are different. It showed how we perceive things differently, sense things differently, do things differently, and act differently. We found that it was very important that is that there is diversity; so that more ideas are formed and experiences are shared. For example if you had a room of all extroverted people they would talk and talk and talk and express themselves and you may not ever come up with a conclusion or real plan because of so many thoughts; or you may not have time for everyone to share. In the reverse if you had a room of all introverted people this could cause problems because no one would want to talk. It is not that they do not have ideas they may just need more time to think about them or would like to share in a different way. Therefore a mixture of the two is a very good thing for the workplace.

How can I use MBTI assessment to improve my employee’s motivation and experience when learning? How can I develop a program or training through using MBTI assessment? What are the key things to take from this class and activities?

The professor said that it is important to do the practicum before signing up for the class in portfolio class. There will be 6 papers in class and 6 papers on our own. Another key thing to keep is the topics of interest and large ideas that have been covered through the classes; so that way at the end for the portfolio it will be easier to write other papers based on the knowledge that I have already gained. During the portfolio class many of the written papers are based on the program objectives which is it on page 5 of the grad program pamphlet. This is very useful knowledge as it shows that the classes align with the programs objectives. This is very important for my education to know what I need to learn and master. Keeping a list of artifacts is a great idea and keeping a list of every project that I did is also a great idea to keep my thoughts organized for future work. I think it is important that I keep these things in my mind and continue to think about them so it will be easier to gather my thoughts in the long run. Writing these things down again in my journal will help me solidify this as it is a form of practice; another thing that we discussed briefly in class.

We had another presenter from the Writing Center he was very keen on writing as he is a professional at the college he has developed a tutoring program that highlights students from McDaniel College from various programs that help people write their papers and develop the thoughts when writing scholarly papers for a college is important to have it in a writing format McDaniel uses APA format and I know there will be some challenge in making sure that my citations are correct the Writing Center could be a huge resource for me to capitalize on so I can ensure that the quality of my writing is up to par and meets the standards of today

My thoughts:

Kyle Green 2015

Am I in the right place? Should I be doing an undergrad or am I pursuing the right area of interest? What does being a human resource development professional mean to me? How can I impact my cohort? How can I add value to my cohort?

For my research paper I was thinking about doing something based on positive motivation in the workplace. This is a very large topic. Instead I thought about what I did as a teacher and how I know how to educate children. Then I thought about how that would change being a human resource development professional. The biggest difference is I will not be teaching children anymore; I will be teaching adults. How does this differ? How do adults learn differently than children? How do children learn differently than adults? What is the same? What is different and how can I use the knowledge that I already have to fill the needs of the adult learners? How does this relate to the development of a program, activity, and/or training? What types of training are best for my employees? How do I make training valuable? How do I know that my employees learned what was intended for them to learn? How do I evaluate what I've done? How do I evaluate what the employees have learned? How do I improve my training programs?

When breaking down training and development the key is that training is now in development is a future so it is important to have both of these things when working with employees and developing programs for them to learn.Another thing I learned in class was when looking at my employees think about where they are placed. They may be underperforming because there just are not doing things that work for them or things that align with the skill they have. They may be better somewhere else. Also consider their ability and if they have the ability to learn and perform. They may just need some training and they may just not be trainable depending on the particular task. I need to think about these things further and learn more to further develop a more solid concept, but I feel that I am on the right track.

My feelings:

I am still feeling very motivated to continue learning as much as I can in this course. I am starting to develop a sense of the things I need to learn and major concepts that go along with this profession. I will continue to evaluate the things that I am learning to further myself and concepts. Critical thinking is driving me to pick apart many things and it is exciting that to feel like I am on the right track. I feel that I have a lot to learn and there is always something there that I will be able to learn. I feel that this is a major reason why I am enjoying this program so far. I feel that this will continue along with me in my career. I feel the more I learn and conceptualize; the better prepared I will be when I enter the field. I feel I will always be able to use the knowledge I am gaining and I am looking forward to being able to share that knowledge in the future.

I found a really neat article that had an idea to grow sunflowers in office they bought lots dirt and sunflower seeds gave each employee seed and and turned it into a competition of who could grow the largest sunflower the tallest sunflower the biggest flower the most seeds and it turned into something that was very positive for the workplace people who really got into the competition of growing a sunflower and that made people motivated to work although it took

Kyle Green 2015

some time away from their desk it was a good break to motivate them to do other work it helped the employees feel connected and gave them a positive feeling which was seen throughout the workplace

Regardless of what you do think about what you will do look past face value of an issue there is usually a reason for an action or behavior it might not always be what it seems people have motives and want to get what they want

In a past class we learned about artisans in the 1700 that part of guild schools and then became Yemen Aries and they basically created the first unions I thought that was very interesting that even in the 17 hundreds people are still being taken advantage of and formed a way that they could get more of what they wanted and be treated more fairlyWhen people leave your organization there's a reason for it that they might not share they may have been treated bad there is no sensitivity towards their issues maybe no room to grow they usually give the reason that is not enough money everyone gives that reason what should I think about when I have an employee that leaves I need to think about what is going on in the workplace that made them look and how to change the attitudes and behavior to make people want to stay I need to think about the training programs and other things that I implement to make sure that my employees are motivated and happy to be at work and eager to little more to improve what they do

In class we talked about a high performance worker if this is a group that manages themselves the professor gave an example about housekeeping workers and how they actually ask the employees how they wanted to spend the money they always complained about how the cleaning supplies didn't work and it took more time and it was just an effective so when they had the power to be a high-performance work group they actually chose what chemicals they used and that in turn made their job a lot easier because they did not have to spend as much time cleaning because in fact the new products that they ordered while more expensive worked much better an intern made their productivity go up high performance workgroup can lead to more motivation because people feel like they are in more control of what's going on around them they feel like they are part of what is going on not just following a simple list of duties there are times that I can see myself making a high-performance work group in the workplace to help improve the functionality and overall effectiveness of a group there are other times when there may be another way to approach this but this is something that I'll keep that I will keep in my mind and think about more

When determining influential factors why an employee is acting the way they are motivation attitudes knowledge skills and abilities as well as other characteristics are all things that you should think about we talked about Maslow's hierarchy of needs and how that can affect your employees these are needs that we all share it is a good base to start from and if you cannot think of or discover what is really going on with your employees.

Noticing which discusses goal setting theory the idea of setting specific goals to increase performance is a very good idea we've talked about in class now if you have something that is generic you will not be as motivated to do it if you have a specific tasks such as the employee will produced 20% more pencils in an hour that give them a reachable goal that they can achieve

Kyle Green 2015

and they know what to expect you have that expectation places I can reach her goal pencils in an hour that give them a rich google headache and cheese and they know what to expect he had that expectation places they can reach a goal.

Kyle Green 2015

Journal Entry 4

Dear journal, Class:

In class we learned about how to determine if your program is successful? Was it effective and did I set out to do what I wanted to do? There should be a successful initiative and there should be a measurable outcome for change. This is a goal. Evaluation should give you a good idea what is happening now and what has happened before. It is important to take into consideration values, personal beliefs, culture and many different types of things that may affect present and future evaluations. We learned you have to build and have credibility to build effective evaluations. Employees want to know that the training was worth their while and is going to be worth doing. If employees feel that they are taking a training that is beneficial they will likely continue the trend of wanting to go to future trainings.

Evaluation and data is the only way you can prove your worth and or that the training was successful. You must have meaningful and measurable objectives that way you can prove that in your training the goals were met. The teacher talked about how the number one thing is having good objectives, that align with what the company's goals and/or mission is. I learned there are many different ways to collect data including interviewing, questionnaires, observation, simulations and data. This can be done individually departmentally and many other different ways.

We also learned that the data you collect from the evaluations should be reliable and valid. We did an exercise in class that helped us distinguish the validity and reliability of different types of tests. It is important that our evaluations are valid and reliable. That way we get the results that we are looking for. It is also important to highlight that no decision is ever made off of a single data point. Therefore it is very important to have multiple forms of data to prove that you've met your objectives.

My thoughts: I think that evaluation is very important in the realm of Human Resource Development. It

really seems to be a large defining factor of success in this business. If you can show that your programs are successful, it in turn shows that you are successful. Being able to evaluate effectively with multiple forms of data seems to be crucial. I was really able to relate to this point because I have learned a lot about evaluation in education. The process is the same in that you have to define clear objectives and know what you want to achieve. Being able to evaluate that you successfully transferred the knowledge and or skills to a real world setting is the next step in the process.

My feelings:I feel that my previous teaching experience goes hand in hand with what I can bring to

the table through a newfound career path of Human Resource Development. This makes me feel good in that the knowledge I have previously gained will come to good use as long as I think about it and adapt it to adult learning. I am very excited to venture further and discover new things to help improve my knowledge base. It seems that with each class I am gaining more

Kyle Green 2015

knowledge and a better base to what I will actually be doing. I am very happy that I have chosen this program and will continue to learn as much as I can.

Kyle Green 2015

Journal Entry 5

Dear journal, Class:

In class we talked about exempt and non-exempt employees. The teacher talked about how salaries of many people may change soon. Minimum salaries are going to jump up about $30,000. This is going to have a major impact on our workforce. I think we may have to make many decisions on whether or not our employees are exempt or non-exempt. This can affect a lot of things as far as productivity, motivation and overall happiness in the workforce. Because it is such a large jump I feel that this may have a major impact in many different businesses and workplaces.

In chapter eight we covered employee orientation. We talked about organizational socialization and how you need to be socialized when you enter the workplace. New employees need to know what to expect. This is where expectations come into play and it is important for employees to know what the expectations are. This will help them feel welcome in the workplace. Some things to consider are organizational rules, what that employee is responsible for, group norms and expectations. Employees should be told what their expectations are, what they do, and things to help them get accepted into the working environment. It is important that newcomers feel welcome because, it can affect their satisfaction, performance, commitment and tendency to remain with organization. You want your employees to feel like they are part of your organization. When helping employees become socialized it is important to not be around the bush. Make sure your expectations are accurate. Newcomers are also looking to find information. They are knowledge seeking. Insiders have knowledge and newcomers will learn new things from experienced employees because they are looking to learn as much as they can.

My thoughts:I am having a good time learning and critically thinking about everything in this class. I

think while there is a variety of information, it all seems to make sense. I think that we cover a lot of different things that I hope will be covered more in depth in some of our other classes. I think that I am beginning to form a concrete vision of what I will be doing and learning over the next two years, and I am excited about it.

My feelings:We started presenting our spiritual resumes and it is a really cool project. Everyone in the

cohort brought a lot of creativity to the table. I was able to learn a lot about their lives and I feel that I have a better understanding of who they are as people. I feel that this will help us grow and learn together through the Master’s program. I was happy with what I put together for this project as I took a real leap, writing a poem. I felt that that was what I should do and I gave it my best. I really put a lot of thought I what I wrote and it helped me understand myself more. It helped me see the journey I have taken to get to this point in my life. This project made me feel good and motivates me to continue forward.

Kyle Green 2015

Journal Entry 6

Dear journal, Class:

In class we talked about having an open door policy. We talked about how you want to make your employees feel like they are welcome to come talk to you with issues that arise. This is really important for morale and advancing your workforce. Your employees need to feel like they can talk about the issues that come up in the workplace and need to feel like you are doing things about them. It is important that employees come to you so that way you can identify and correct problems. The more open we are to accepting our employees’ thoughts, feeling and concerns the odds are it will lead to more motivation and an overall better environment. The teacher talked about evaluating the information that they give you and try to help them even if they want to leave. At the very least you know about it and the employee will be more motivated in the long run especially if you can fix the problem. If they know you are on their side the transition will be smoother and they may stay because they feel like their needs are being met. My thoughts:

Responding to an open door policy: I think that this is a crucial part to success in this career. I think that having an open door policy will help me identify problems and help find solutions. I feel that it make the overall workplace environment more positive. I know that if I have a problem I like to know that I have somewhere to go that will listen and maybe even help solve the problem. Sometimes in life there are some really tough things that go on, and that undoubtedly effects your work. These may be personal things from home or may be things that are at work. The fact of the matter is if you can feel like you can talk about it to someone it makes it a lot easier than them having to ask you what is going on. I think having an open door policy is important to many people and can help me as a professional. I hope to learn more about the pros and cons, and gain more experience in this realm of Human Resources.

While there are many others things that we have talked about this stuck out to me and that’s why I chose to write about it in this entry.

My feelings:I am starting to feel that Development really is, how do we make the workplace better,

how to reach out, train and develop people. Doing all of this to make it a better for everyone, a better work environment and overall a better place for people to be. I feel that this formula leads to success of a business and success of people in general. I feel that I will be a great fit to promote a positive environment and help people develop. I feel that I have the skills and background knowledge to fulfill this role and I feel that this is what I was made to do. I feel great about learning more about Human Resource Development and I know I am on the right path.

Journal Entry 7

Kyle Green 2015

Dear journal, Class:

In class we learned the difference between coaching and counselling. They are very different and should not be confused. Coaching is a much more positive element and this is where you want to spend a lot of your time because it will help your employees the most. Counseling is also very important in correcting behavior. When doing coaching it is important to spend time with the upper end employees. Many times they get over looked. The more coaching they get, the more room they will have to grow. The teacher talked about how a lot of time is spent training and counseling lousy employees. They will only get average at the best. The upper end employees as well as average, will leave or get worse if they are not attended to. The average are also important because they could be the next CEO of your company and/or play an important role in the company as far as growth. Through additional coaching growth will happen. Most new employees are learning the culture, the processes and all of these things that take a while to adapt to. The quicker they get a grasp, the more productive they may become. We also talked about the importance of being deliberate and to think about what we're doing and why we're doing it. We do this to make sure that our company is successful in the long run. If you ignore it, it will fester. By coaching upper level employees and average level employees you are promoting a positive workplace. This helps set a standard and/or road to success.

Progressive discipline is another important way to work with employees to help reinstate behaviors that are the right behaviors. This will make others see that that is the right thing to do and employees are more likely to follow acknowledged behaviors and move on.

Making sure that you are future focused leads to success. An important question that you can ask is, what does success look like for you? If you help direct an employee with questions, they are more likely to come up with their own goals and standards of work. If they come up with their goals they are more likely to be motivated to obtain them or work harder towards them. It is important that in a heated discussion that you are able to diffuse the situation. Thinking about being sympathetic vs empathetic can be a good way to go about it. Use things like, “What I hear you saying is or Go on and tell me what else?” This will help get rid of judgment and make it clearer. Most people are going to tell you about it anyway so you might as well let them get it out.

My thoughts: I think it is really important to try to find a balance of developing all employees from the

top down. I think that if you can develop a system where all employees can excel and grow, the more likely the business will be successful. I think that it is important to think about this realm of work and I look forward to coaching people in the future. When people can set goals it motivates them. Having motivation in the workplace helps moral and individuals’ self-esteem. It is important that we are hitting this at all levels from the bottom up, the top down and in the middle.

My feelings:

Kyle Green 2015

I feel that everyone has the ability to learn and progress. I feel that it is important to make sure that I pay attention to all levels of employees so that everyone gets the opportunity to learn and progress together. I feel that personally I am able to work with all people and able understand motives from their perspectives. Understanding others perspectives is a hard thing to do on so many levels, but I feel that I have a knack for working with others to achieve their goals. I feel excited to have to the opportunity to make an impact on a business and people’s lives.

Kyle Green 2015

Journal Entry 8

Dear journal, Class:

In class we discussed this scenario. In the workplace you may see an employee that is acting different such as not speaking at a meeting when usually they're engaged. you start thinking maybe there's something wrong. Whether there is something wrong or not it is good to ask. They may tell you that there is nothing wrong or they may share the problem that they are having. The good thing is that you asked, this makes them feel welcome and will help you identify problems earlier. Interventions can be very useful and you should have them as soon as possible; so that way problems do not fester and get out of control. The more forward you are and the quicker you can identify the problem, the faster you can solve it.

Think about what sets you apart. Think about what you're saying; it is important to know what you are good at and where you want to go. Think about the things that make you who you are and what set you apart, this is what employers want. They want to know what you bring to the table.

Create a pipeline of potential. In career development think about your postings, brand to hit as many places as possible. Employees want to grow and incoming workers want to know. So give them as many possibilities to find out new information as possible. Keep employees excited for growth in your company. Get to know your employees. Assumptions can lead to alienation try not to make them. Think about accommodations, think of them broadly. If I'm making an accommodation will it impact the job? How do others feel about this accommodation? A lot of times accommodations are needed for some employees especially those that get injured or may have other things that need to be dealt with accordingly.

My thoughts: Networking events can be a great way to reach out and find a job. Networking helps you

build relationships with other people that will lead to many other things both in work and in life. I think that I should join some of the Human Resource groups in the area. This will help me branch out, network and keep up to date with current information in the field.

We talked about the lattice vs ladder way of moving up in a company. The ladder is the basic standard of moving up the corporate ladder to get a better job. The lattice is very intriguing to me in which you may move up and down through many positions to climb up to the top of the lattice. I think that this is a very interesting way of doing it and it makes a lot of sense. If you know what happens in all aspects of a company you will be better suited for every position and the position that you are eventually going to settle in. This helps you want to do business and corporate strategies and become a better worker.

My feelings:I feel that it is important to have interventions with employees if you notice something

wrong. I does not hurt to ask and people appreciate when you care. I feel if others know that you care they are more likely to open up and express things that are going on. The more

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communication we can have with our employees the better. If we can talk about and identify problems early, we can solve them or ease them sooner.

I feel that a lot of the information I am learning in this class gives me a good foundation to Human Resources development. I feel excited to dive into upcoming classes as well as hear my cohort presentations.

Kyle Green 2015

Journal Entry 9

Dear journal, Class:

In class we worked with a skills inventory. Some questions that are answered are. What can I do? Who can do it? Who cannot do it? Knowing what skills your employees have can be very helpful in a workplace. To know where someone may be able to fill in when someone is out or something happens can be very valuable. There may be a worker that can do a certain job and has the skills to do a good job. This may even lead them to another position or at least be a fallback if needed.

In class we did an activity comparing a stripped down car to leadership. This was very interesting in that we needed to find a comparison between what the car needed and how that relates servant leadership such as the wheels on the car keep things going. I think it's very important that we realize that there are many skills and things that we do as employees that help the car keep running as so to speak you need all parts of the card to make sure is running and keeping us safe. And business is no different. Everything needs to work together to accomplish the goal.

In class we talked about managers’ vs leaders. The teacher asked if they can be the same. Sometimes that is true and other times it is not. It depends on the size of your Corporation and the way to design.

We learned that questionnaires can be a very good way to collect data. You can make them confidential with a voluntary nice name reveal or you can just have them put their name on it all. Confidentiality is important to all and it should be respected.

In class we also talked about on boarding. Getting employees settled on board with a culture and customs. Knowing what is expected and what it means to be part of the company is very important. This is something that we should spend time with to make sure employees are comfortable and know what is expected.

My thoughts: In class we discussed having an elevator pitch. This is the first time that I've heard about

this and it makes a lot of sense. If you're in an elevator with a CEO of the company and you want them to hear you out you only have a little bit of time to tell them what you need to tell them. Make sure you know what you would say. That way you can make an impact. I think it is important for me to think about in the future as well as now. This could lead to a big change if you know what to say and it also just helps build a good mindset of what I am doing and working towards.

My feelings:I feel that theses journal entries have been a great way to keep my thoughts together and

help motivate me to learn more. Being able to think critically about the things I am learning has

Kyle Green 2015

been great. I feel that this assignment for me has been a much needed way to think about things. I feel it has been a valuable experience. I feel strongly that I am on the right career path and I am excited to continue learning and growing through this program.

Kyle Green 2015

Extra Information:

when conducting an exit interview most people do not take the time they will want more money that's their big objective others are extremes you have the positives and negatives and me should be explored because thisis where you get valuable information in class we talked about s.w.o.t which is strengths weaknesses opportunities and threats we also talked about when you are conducting training you need to select to collaborate with the speaker consider the audience the expertise of the speaker and you need to have time if you're going to conduct a training you need to make sure that you have the time to do it it may be cheaper to hire someone else from an outside group or maybe find someone internally it really depends on what you're trying to get out of the training and who you are giving the training to in class we also talked about having an open door policy you want to have to make your employees feel like they are welcome to come talk to you with issues this is really important for morale and advancing your workforce your employees need to feel like they can talk about the issues that arise so that way you can correct them the more open we are with an open door policy lead to more motivation and an overall better environment evaluate the information that you receive and try to help them even if they want to leave at least he'll be more motivated in the long run even if they're leaving like in an exit interview they may stay because they feel like their needs are met and they feel motivated to be there during training its makes it is very important to make sure that attitudes are positive towards the training you have to change the behavior to affect a direct change in the process of training employees should be motivated to do training and feel like they are benefiting from it otherwise the training may be in vain and nothing will be learned or conveyed you need to ask yourself is this something training can fix or can we just have a conversation about it and that may fix it training isn't always the answer but it may be in some circumstances on the job training it's another way to train an employee this while effective in some places can also lead to an increase of errors depending on who is doing the training and what types of organization are present practice is another important learning method and the more you practice the better you get practice makes perfect as the saying that we all here and it really is a wonderful way to learn it just takes time think about other waysto replicate things that employees will be doing in workplace that way they can get a real world view of what is happening when it comes to exposure of information times three different waysis a good way to make sure that they get the exposure they need to the information you want themto learn this also goes along with practice makes perfect more I see it the more may learn think about how you're putting things out there what will the message say also think about when you're doing the training are you going to do it during work or at another time this may affect the way people look at the training that you were going to have

when doing a Realistic Job Preview it is important that you make it real provide information that makes it realistic make sure they know what they're getting into before they start a job in class we talked about different types of orientation programs such as videos having speakers introducing culture make the focus of the program the focus of the program you may want to have grooves encourage mingling and short breaks find waysto keep everyone in tune and excited about being there if there's paperwork find waysto break it up you may want to send it home early have him fill it out and bring it back when developing an orientation think about who

Kyle Green 2015

is involved are they going to meet other so they can B a part of the program or just given the information most people want to feel included and feel like they are part of the program you want them to buying on every level I think about the length of your orientation where they should space it out or have it all once there may be instances where spacing out makes more sense as opposed to keeping it all and one choice think about where you're having it is it going to be just in the classroom is it going to be somewhere else outside of the workplace important to get employees up and moving sitting in one spot becomes mundane and you want to make sure things are flowing chunking things may help information flow

In class Darcy brought up double spacing after. This is new news to me thank goodness they changed it because such a time saver why did this change anyway I never heard of thisits really something how times change When doing evaluating and setting objectives why am I doing something and how I'm going to do it and there's a lot of comparison to teaching evaluating is based on objectives and what you're trying to accomplish you didn't accomplish to thisit was notsuccessful which lake in teaching valuation in HR round it's a fight for life you need to prove your worth you need to develop training programs to meet the vision the mission the strategic plan important thing is that you are a linking these things you need to have clear that I could show you have done what you set out to do your objectives need to be concrete and measurable and your valuation should show that it worked do you need to prove that it works evaluation is an end all ensuring that you did what you set out to do this a large part of the valuation is making sure that you set up with objectives without good objectives and knowing what you want your employees to learn you will not get the results you're looking for when determining what types of valuations you're going to use some times it's not always worth the cost to do some types of valuations and there may be another way of doing it it may also not be worth the time and you need to think about the cost and time and what is going to work best for the situation training in evaluation can not only help production motivation but results can point you to the problems and weaknesses in your organization valuation and data can lead to targeting problems at many levels individually departmentally and organizationally this is why we do evaluations to find the problems identify them and go from there to solve them Asher valuations have been completed is important to have consistency in your results the results what matters this leads us to conclusions of the data asher viruses have been completed is important have considered seeing results the results what matters this leads to you conclusions of the data When it comes to employee orientation human resources me on it but everyone has to work together in tandem for it to be successful Setting expectations and objectives is really important this is why we're doing this, this is what we will be doing with it this is where we are going this is how we evaluate you make sure that objectives and expectations are clear in order to have a successful program Socialization is two ways to make it comfortable for them make them want to talk to you make it then giving you info as opposed to you getting that info have an encourage candid conversations is there further change needed it anymore how can you improve One example we had in class was about the Zappos they gave people a check to leave thisis really interesting if they are leave there obviously not happy and if they say they know they're in a positive environment Chapter 9 we covered skills and technical training the skills gap is a large thing that we need to consider because there definitely is idgaf an entry level skills and we need to consider whatskills we want our employees to have scrutinized experience levels do we have to have a bachelor's degree for this whatskillset is this person really need to have for them to be successful there are many different programs thatsupport basic skills

Kyle Green 2015

training you just need to go out there and look for them if that is something that you're trying to target we may be able to hire employees they can do the job they just need to be taughtsome new skills

When we talked about school to work programs it excited me going from reading high schoolstudents that kind of know what they already wantseems to be an interest of mine I can see myself being a recruiter and working with high schoolstudents and helping them find the path I want to go I know that if I'm working for a business or organization that is targeting me students that I can reach out to them and help them find the past they are looking for this is something that is very important to me and something that I can expand on as I continue to learn through this masters program You using team building or training it is important that you get to the root of the issue when you're working in teams you need to make sure that your objectives are being hand that you were talking about what needs to be talked about otherwise time is wasted and things may not be accomplished that need to be accomplished Recruitment I feel like I would be a strong recruiter to launch texticles from high school charging students that may be on the edge college vs tech schoolschoolwork burger games seem like they are a new trend that many students are looking for