I mentioning the Department of Labor as

 

 

 

 

 

 

I have recently accepted my first supervisory job
and the employees who work under me have strengths and weaknesses. When you discuss
the Ken Blanchard situational leadership model, I instantly connected with it.
I have employees who are validated by praise and other employees who work hard
and don’t need someone telling them they are doing a good job to have a good self-esteem.
I’ve learned when to coach, when to direct, delegate and support. The
situational leadership and change my department in a matter of days and I look
forward to experimenting with other models presented in class. I currently
handle new hire paperwork and there was an issue in the past at this
organization of staff members accepting incomplete documents from new hires. I recommended
that managers get training and include a check list on the cover of the new
hire packet. If the new hire packet is not checked off fully, then the packet
will be returned. This new process has helped improved the new hire process and
it also helps hold everyone accountable. I am also in charge of processing
discrepancy forms for timesheet errors, before I came to the organization,
staff members refused to work on discrepancy forms in timely fashion, this
lapse in judgment prevented employees from receiving paychecks they were
entitled to, employees began to thr4eaten with lawsuits and mentioning the
Department of Labor as a warning tactic. I have solved the problem with the help
of fellow employees by coming up with a policy and process that gives our staff
two weeks to process a claim vs 4 month that was the low expectations of the
past. In closing I enjoyed our class and I will continue to use the work book
and shrm.com as point of reference at my current Job. Thank you for the
opportunity to be a student in your class.

  I learned that I like
taking the lead when working in groups and the team I was assigned to join was
full of different personalities. I learned in class that you need to make
sacrifices in order for the team to succeed. I am usually in the forefront for
presentations, but I had the role of being behind the scenes for our class
project where we taught the Star model in regards to preparing for Job
Interviews. The process was quite linear and I prefer a looser creative flow
when brainstorming. I also realized that I detest using goggle Docs with class mates.
I would prefer writing my thoughts and ideas by myself and share them when they
are articulated after evaluation and numerous revisions. Being an older student
who already works in HR it was interesting to see a different side of HR. I’ve
worked for organizations in the past that had a lot of organizational problems
and training was always off the table. Instead of training underperforming employees,
managers would fire employees after giving up on the possibility that an
employee would ever improve. I fell in love with the Kolb Model, it was the
first learning model that resonated with me. I learn best when the Teacher
Demonstrates an activity and actively involves the student in the learning
process. Every student learns differently, but I can honestly say when theories
and concepts are humanized, when topics incorporate situations from someone’s
backyard no point intended, it reels them in. When there is a bottom line, as
you so eloquently stated that ROI is what businesses focus on when deciding if
training is needed or if it’s liability. I feel that students also have the
same ROI lenses in regards to course work. If coursework will benefit them to
get a High GPA, a solid job after school, add to their KSAO and allows them to
utilize these information in the real world, then most people will find what we
learned useful. I really liked the workbook you created. I honestly had
textbooks because when I read I sometimes drift off into a passive learning
coma, but th4e benefits of a workbook is that we’re actively answering
questions that will be useful during class to enter into meaningful dialogues
enabling classmates to learn from different perspectives.

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    I learned about
the Addie process. An effective tool that can improve the organization’s
wellbeing.  The Addie model has 5 stages.
In the analysis phase, didactic difficulties
are illuminated, the educational aims and purposes are accepted and the academic
landscape and the employees current KSAO are realized. The design phase incorporates learning objectives, various
assessment instruments, activities, specialized topics scrutiny, lecture and
seminar arrangement and planning and means of mass communication. The design phase should be a linear
process. This phase should be well thought out with a high level of discernment
that prepares for the future vision of the organization.  Cutting corners in this phase will disrupt the
future organizational health of the organization. The development phase is
where the creators innovate based off the data retrieved from the design phase.
and assemble the content assets that were created in the design phase. Software
engineers collaborate with IT professionals to test through trial and error to
figure out what works best for an organization. The development phase is
constantly reevaluated before it deemed functional. During the implementation
phase, a process for guiding teachers and the students is brought to the
forefront. The parties involved should know the syllabus, Terminal objectives
and the enabling objectives. Aiding the learner in this phase is vital to
bringing them on board to the overall pregame and endgame of knowledge
building. In order to succeed, Learners and teachers will need to have the
necessary tools to succeed. The evaluation phase consists of two parts: developmental
an cumulative  .Developmental evaluation is normally used in
all 5 stages. Cumulative evaluation incorporates trial runs and experiments.
These ingredients of Cumulative evaluation lead to valuable data from teachers
and students that shares information that will give diverse reactions,
responses and constructive criticism.

 

I
will share my biggest takeaways from this course? I will also share What I
discovered about myself as a result of the experiences in this class and
finally I will transfer the knowledge I’ve gained in my current role as a
Senior Hr. Specialist by incorporating key concepts that will have an immediate
impact on the lives of others.

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Hi!
I'm Gerard!

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