Chapter 16

Chapter 16 was all about analyzing organizational outcomes in systems that relate to the organizations structures such as, task design, performance, people (training and development),

reward systems, organizational goals and information systems. It takes teamwork and empowerment, training, sharing knowledge and ethics are analyzed based on how they are implemented on the job site and who manages them to meet organizational goals. how many different detailed systems are needed to control and management does it take to meet the demands or the organizational goals? HR are highly responsible for these tasks to be carefully implemented into the organizations.

Monday reflaection

Monday in class we discussed union and how to communicate among employees and employers and how it benifits in work place or work area. It creates good energy and employees learn from each other cross-culturely. Communications is always important in any situation it acknowldges people with good motivations.

Chapter 15

Chapter 15 is all about going global and it all starts at the head quarters where the product is made or manufactured. It is easily understood that most companies are going to other countries and build huge plants in such countries. People of all kinds are hired to do the job but are they dependable, educated, knowledgeable of the technolgy? because they are so many type of cultures in the world and why should there be issues regarding the lifestyle? just like here in Utah on Sundays the strreet seem to be dead and business is slow are most of the time bussineesses are closed. In rthe HR laws or regulations it doesn't support the when businesses should be opperating only during businesses is in progress.

Chapter 13

Chapter 13 talked about Employee Benefits and in different ways of compensating back to the employee. It also talke about Social Security, Unemployment, Worker's compensation, Unpaid Family and Medical Leave, Paid leave and Retirement Plans are the different goodies that employees can benefit from but they have to qualify for them if they request for it or if they are obligated for the package. most people are hard workers and most of the time they would not take their vacation if they don't needed at the time but most likely missed out on the opprtunity. other benefits I know is perdiem pay if the company have enough benefits like most construction companies will pay their employees so employees can live off of this benefits if he/she is from out of state during the time they are working. It pays for the lodging and other needs.

Chapter 12

Incentive pay- has always been a motivation and beneficial for most employees, it's a way of giving back to the employees for all the extra hard work or skills implemented by employees. Determination and commitment adds for incentive. When I first started working as a tour guide my boss would give me a hundred dollar bill and just says, "keep up the hard work" and he would thank me too. I didn't know anything about incentive only bonuses at the end of each season. However I think it keeps employees in control of their work area through attitudes and the relations between customers and businesses. I wondered how these are measured? I didn't know it existed.

3/1/10 reflection

Today in class we had a gueast speaker. He mainly talked on how to motivate employees to stay on the job and to have flexiblity. He aslo talked about legal compesation and benefits to keep employees motivated and allows them to stay on the job.

chapter 11

Chapter 11, talks about Job structure amd how wokers should be paid wages on behalf of their skills. How much of a skill is required by law, the type of pays that are available such as minimum wage, during overtime and child labor. according to studies men ask for positions and women don't which is why men get more pay then women too. Men also ask for higher pay and women would tend to agree to the amount offered by the the company. I do believe women should get equall employment opportunity this would probably balance out the markets demanded for women and more job opprtunities. what are some of the jobs for women? I think pay structure should be looked at again for more skilled workers.

chapter 10

Managing Voluntary and Involuntary Turnover is when an employee is being terminated or laid off during downtime or for disciplinary problems that may cause disputes or when an employee leaves the job for another job for better pay or highly expensive to the organization. There are rules and laws that used to to backup employees for termination or employee separation. Some time these are resolved easily if there are alternative dispute resolution (ADR).
ADR is a four stage process that will ease off the disputes and will go in series of processes to iether let go with other benifits for the employee or have behavior changes on the job for the employee to continue on the job. This is why it expensive if this ADR is used.

Chapter 9

Chapter 9-Employees development primarily touched up on ways to develop employees potential needs in oder to progress in their major fields depending on their levels of skills, knowledge and education they have. Their was a section where employees are exposed to different work environment and train them and discipline them to know about the different cultures to add value to the employees. Again these are all important measures for the organization and the employees in oder to for the business to progress in the future.

In small businesses like the one I worked for, we don't have to this as much because everybody that works there is like family. But I always wondered if small companies that are family oriented, how many of them are successful? and they don't have to do such training and don't have to adapt to the new technology that are always imminent and Up-grades that are mandatory. However, the only training we do to gain the knowledge we need in dealing with customers professionally is by going back to school. We also have to do a little training and updates that is mainly for safety issues in the maintenance dept. and health issues within the employees and customers.

chapter 8

Process of Performance Management is a development in measuring the performances the organization have achieved and how much is needed to improve to keep the organization in the right direction and to continue to meet their goals with the right people who are motivated. In addition, it serves its purpose to get to the main objectives and make sure they are met by each employees if not met, their will be consequences based on the circumstances the employees, individually. Last, it is to develop employees with skills and knowledge that are still on the job and it also identifies problem based on those terms, the organization will improve.

Chapter 6

Selection Decisions- after many people that aplied for a job many of them may have aplied for the same position and how will representatives/organizations select the right person for the job. Organizations may look at few things by choosing from a variety of techniques on selecting the right person for the job. I never thought of this that most organizations would have to deal with these kinds of situations of selecting the right person. I never had to do any test for the a job I aplied for but my friends and brothers have taken tests for certain posotions that they aplied for. For an example, when they aplied for welding and there are manny types of welding like pipe fiting, pipe welding and fabrication and there are many others that they have to present and past these tests to be able to get hired for this particular position that they aplied for.

Mondays reflection

Today in class we talked about Selection Process. Selection Process allows people to be put in places that they aplied for the job which will require them to be employed to the organization. In the process of doing so by the company or who does the hiring have to go through a series of steps to evaluate a persons to be hired or turned away. It may not nescesscerily how much a person is qualified but what are some of the questions ask during the interviews or is this person over qualified for the positioned and could it be based on how much information the person presented during the interview?

Feb. 3rd reflection

I thought todays class was a review of chapter 7 and mainly on training and evaluations of employees and the organization. Who does what such as who does the training, the evaluations, how it should be done by a series of processes for it to be effective and most importantly by who. Training can be by people who have enough training experience and must motivate trainees to gain knowledge, skills and the behaviors which are expected as part of the the main objective in individuals and the organization so it can be a successful organization in businesses. Overall, todays lecture and the guess speaker has given me an idea of how an organization performs and how much is accomplished by having trainings and evaluating people and it's organization by implementing effective "processes" planned efforts.

chapter 7

Training Linked to Organizational Needs explains the steps needed to gain knowledge, skills, abilities and the behaviors to meet the demands for the organization. Technology changes fast and employees need to be trained to keep up and it takes a lot of effort and commitment from the employees while the organization implements programs which are part of the criteria's. Diversity is very important especially if minorities are hired and need special training, are their special programs developed in the organization? Training will enable employees to understand the needs to gain and achieve a successful effective organization.

Chapter 5

The Process of Human Resource Planning is quite known in many organizations especially at a start up phase and it deals manly how a business will prepare for operation and as it grows in the near future. Once some of the main criteria's demanded that are met in different departments it may have different outcomes in the labor supply. To adjust in the labor supply more jobs or lay offs are imminent at this stage of the process. Not only that, but may demand more implementations of training and apparatuses for the process to continue to meet the demands intended in the forecast.

Is this why a lot of my friends who worked in the construction business would get laid off after working three months into construction and a new general contractors for erection would take on the next task or process in the construction? Many of my friends will stay on the job and they too will switch gears and their salary may change due to what position they are hired for this next stage.

wed. class reflection

Wednesday class dicussion touch up on how HRM rules and regulation and how it serves it's purposes and how it will benefit employers/employess and the the business itself. There are many standards from other organization that will have businesses adapt into other organizations to able to create the processes needed for the job and to train people to do certain jobs. Will the job be more productive or wil it go in the wrong the direction becuase of EEO? We are in the 21st century we should have overcome major issues concerning discrimination on the job. The key word is integrate and it relates in job opportunities in organizations where different people are disciplined with the new trend of running businesses from small to big businesses.

chapter 4

Chapter 4 discusses on some key issues on start up projects such as carefully analyzing products from raw material and designing them through processes with precise and efficient inputs and out comes and to create data. Putting workers, an organization or organizations to work together and to integrate with an important criteria in mind, but how much do they know? Under job description it asks for a list of tasks, duties, and responsibilities also referred to as TDRs and under job specifications it calls for and individuals abilities to do the job.

mondays reflection

Mondays class was interesting especially on EEO laws and regulations, it's just like OSHA standards and HRM has to look over these standards there might be others such as International Standardization Organization (ISO)' 2000 and there are many others but ISO's are not regulated by the federal standards. To be an HRM employee/employer, do we need to know all of these standards? EEO is more common in almost every job there is and employees must be aware of these laws and regulations even employers must know about EEO.

chapter 2 reflection

Tuesdays lecture in class discussed primarily on how to do business outside work area due to flexible work schedules which creates new opportunities that will allow employees to adapt with what the new technology has done to small and big businesses through out the world. Flexible work schedules is an important criteria because technology changes not only that we are in an innovation world and it is the employees tasks to adapt and learn while on the job to keep the business going and not end it. Like in real world, history has pretty much had their standards and change is now arrived and it will integrate more different organizations in businesses.

about me

My name is Bernard Atene from Monument Valley, Utah. currently living in Orem, and majoring in Technology Management. Right after I graduated from High School I attended only one semester here at Utah Valley Community College (UVCC) now UVU back in spring of 92. I then worked in varoius places as laborer through out the states and didn't get me nowhere. Finally, went home found a seasonal job which was right at my doorstep for my brother who ran a small tour business in Monument Valley and worked there for 14 years. I have manged to pick-up on a few foreign languages and also learned how to play the Native American Flute! Along with that I also learned more about my rich, unique culture and help to preserve the natural beauty of Monument Valley and happy to share with people from all over the world. Last but not least, I also was able to save up enough money to come back to school since 2001 and have yet to graduate with a degree in technology management.

wed class

An employees at the source for a company adds quality and value. Depends on how the employee is experienced and how will he/she knows the job. Employees who are highly qualified supposedly have a lot of knowledge in the job they are entitled to and must have years of experience.

Would an organization be effective in a small business? It seems like big companies are the only business that might use an organization because big companies need outside resources as well as from within the company itself (human capital). Which one would be more effective with in a small company, to create such an organization or to use the employees/human capital?

I worked as tour guide for 14 years for a small tour company. The owners manage at least 10 major departments all by themselves. We used to have one supervisor who supervised the tour guides and one secretary. We had shared a lot of our inputs with the company and that would have made a lot of difference but it was not always granted. A lot of it was just common sense issues but there were times situation evolved and would only be resolved by the owner themselves.

my new blog

This is my new blog for my human resource class