R1
LO 4
A career management program can help an organization forced to downsize its operations by pinpointing what operations are critical to the business’s core functions and what roles could possibly be eliminated and not affect the core functions greatly. With career management programs organizations can help employees figure out what path they want to take their career. It helps pinpoint which employees look to further than themselves and which ones possibly don’t want to. I think it could also help with employees who don’t make the cut identify what direction they want to go and depending on the organization help them get into a position to find employment in that career path. I found an article on jobhunt.org that talked about why career management is essential today. The main benefit according to the article was that career management and planning helps us produce the results we want for our careers that will impact our lives in a positive way. So, for an organization that is downsizing they need to establish what is going to be the roles that are going to have the most positive affect on the company and who is best suited for those roles. Downsizing is never a fun process for companies, but in the end they might be able to streamline the organization of the business by combining job roles and responsibilities and become more efficient.
LO 5
I think the one of the biggest hurdles women and minorities face in a lot of organizations is the “The good old boys network.” According to our textbook, Managing Human Resources, “The good old boys network” is an informal network of interpersonal relationships that has traditionally provided a way for senior (male) members of the organization to pass along news of advancement opportunities and other career tips to junior (male) members as well as to recommend them.” An article on Forbes website talked about the internal and external challenges women and minorities face in the workplace. Some of the barriers the article listed are imposter syndrome, FOMO (fear of missing out), minority stress, perfectionism, stereotype threat, inability to self-promote and step up, fear of failure, fear of judgment, and fear of vulnerability. The article does go on to explain each of these barriers and it is worth the read. Reading through these I don’t feel like I have encountered these barriers in the work place which is something that needs to change. I am not sure how to go about changing the business culture and create a level playing field for everyone, but it needs to be done.
org/career-management/what-why-career-management.shtml” rel=”noopener”>https://www.job-hunt.org/career-management/what-why-career-management.shtml
https://www.forbes.com/sites/ellevate/2020/05/21/i…
R2
LO 4
A career management program can help an organization forced to downsize its operations by pinpointing what operations are critical to the business’s core functions and what roles could possibly be eliminated and not affect the core functions greatly. With career management programs organizations can help employees figure out what path they want to take their career. It helps pinpoint which employees look to further than themselves and which ones possibly don’t want to. I think it could also help with employees who don’t make the cut identify what direction they want to go and depending on the organization help them get into a position to find employment in that career path. I found an article on jobhunt.org that talked about why career management is essential today. The main benefit according to the article was that career management and planning helps us produce the results we want for our careers that will impact our lives in a positive way. So, for an organization that is downsizing they need to establish what is going to be the roles that are going to have the most positive affect on the company and who is best suited for those roles. Downsizing is never a fun process for companies, but in the end they might be able to streamline the organization of the business by combining job roles and responsibilities and become more efficient.
LO 5
I think the one of the biggest hurdles women and minorities face in a lot of organizations is the “The good old boys network.” According to our textbook, Managing Human Resources, “The good old boys network” is an informal network of interpersonal relationships that has traditionally provided a way for senior (male) members of the organization to pass along news of advancement opportunities and other career tips to junior (male) members as well as to recommend them.” An article on Forbes website talked about the internal and external challenges women and minorities face in the workplace. Some of the barriers the article listed are imposter syndrome, FOMO (fear of missing out), minority stress, perfectionism, stereotype threat, inability to self-promote and step up, fear of failure, fear of judgment, and fear of vulnerability. The article does go on to explain each of these barriers and it is worth the read. Reading through these I don’t feel like I have encountered these barriers in the work place which is something that needs to change. I am not sure how to go about changing the business culture and create a level playing field for everyone, but it needs to be done.
https://www.job-hunt.org/career-management/what-why-career-management.shtml
https://www.forbes.com/sites/ellevate/2020/05/21/i…
R3
LO 2
The different types of interviews the book talked about where nondirective, structured, situational, behavioral, and sequential and panel interviews. Non directive interviews are where the applicant determines the course of the interview through open-ended questions. Structured interviews are where the interview is set of standard questions with a standard set of answers. With situational interviews, the applicant is given a situation and the interviewer sees how they would respond to the situation. A behavioral interview is where the applicant is asked questions what they did in an actual situation. A sequential interview is where the applicant is interviewed by multiple people right after another. Finally, a panel interview is where the applicant is interviewed in front of a board of interviewers. I would prefer to conduct a nondirective interview. The reason I would chose this type of interview is because I feel like this is where the applicant is going to feel the most relaxed and where I feel like they could open up. I think as the interviewer I can learn more about the applicant by letting them speak about past experiences and let them drive the interview compared to having set questions and answers. I also feel like you can combine a few different types of interviews. I think you can combine nondirective with situational and behavioral. I have personal been interviews that are a combination of the different types of interviews. I was asked open ended questions at first and then I would was asked if this situation comes up how would you handle it? I was also asked what was a difficult situation you have encountered at work and how did you handle it? I think each type has their place, but for me I am a nondirective interview type of person while mixing in elements of situational and behavioral.
Snell, S., Bohlander, G. W., & Morris, S. (2016). Managing human resources. Cengage Learning.
R4
There are different types of employment interviews.
- Non-direct interview – An interview in which the applicant is allowed he maximum amount of freedom in determining the course of the discussion, while the interviewer carefully refrains from influencing the applicants remarks.
- Structured interview – An interview in which a set of standardized questions having an established set of answers is used.
- Situational interview – An interview in which an applicant is given a hypothetical incident and asked how he or she would respond to it.
- Behavioral description interview – An interview in which an applicant is asked questions about what he or she actually did in a given situation.
- Sequential interview – A format in which a candidate is interviewed by multiple people, one right after another.
Personally, I would like to conduct a situational interview. I have been in these types of interviews before. When applying for a sales position. I was given a script of a fake business and then was placed in a room to answer the phone when it rings and sell this fake product to the person on the other line. My hiring was based on how I handled the situation. How I conducted the sells approach. Did I offer the products as listed on the script or did I add things that the fake business did not actually offer giving false expectations? I think this is an interesting way to conduct an interview. It lets the employer know what kind of skill set you have and where improvement gaps are needed. Are you worth hiring for this job placement or are you maybe better suited for something else?
Snell, S., Morris, S., & Bohlander, G. W. (2016). Managing human resources. Cengage Learning.
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