Week 10 EOC: My plans

In my not so distant future I hope to one day open a 1920’s themed restaurant that operates in Hollywood. In order to achieve this goal, I need to do a few things first. The first and primary thing is to make a name for myself in the culinary world. To do this I need to have great job that gets me in the view of people. With being a popular chef for the people, it will gain me a crowd that will be enticed to come to my restaurant. The other thing that I must accomplish is to build and find finical equity that could help give me a chance to get a loan from the bank. Once both of these things are accomplished I can start to look for a location in the area surrounding Hollywood. Once I find an area that I believe has good financial and foot traffic I will have to build the restaurant. While it is being built the menu can be tested out and messed with so that it will be profitable. Once the location is built I have planned to pay off my loan within 5 years.

Week 9 EOC:The Apartment

In the movie The Apartment we see many Human resource related issues. They are in the form of Sexual Harassment and Hostile Workplace Harassment; we see this in many forms and must look at two key instances. The first is sexual harassment; we see this in the elevator when one of the manager's smacks Fran Kubelick on the bum. This is blatant sexual harassment and should be reported to an HR personal, she could even hire a lawyer to make a case for her to sue the company. On top of this is that many of the managers talk about her not sleeping with any of the managers that have tried to engage her their dating relationship outside of work, and purely based off her looks they say she is not a "classy broad". The instance of Hostile Workplace Harassment occurs when Mr. Sheldrake threatens to demote, and later fire, C.C. Baxter unless he, Baxter, gives Sheldrake the key to his apartment to use for a liaison with a woman. This is a form of blackmail and quid pro quo; Sheldrake offer either promotion or termination unless he receives the key, Baxter could take this instance to a higher up manager or form a lawsuit against the company. Both of these instances are prime example of the HR issues of sexual harassment and hostile workplace environment. 

Week 8 EOC: 9 to 5

While a very hysterical movie 9 to 5 presents many nuances of Human Resource related issues. The first issue is insufficient training; we see this in action when Judy Bernly is taught to use the Xerox machine, the "training" was all of 2 minutes this is an insufficient training practice that lead to paper wastage and misuse of office supplies. . Training means giving new or current employees the skills that they need to perform their jobs, such as showing new salespeople how to sell your product. Training might involve having the current jobholder explain the job to the new hire, or multi-week classroom or Internet classes. Another instance of improper training is when Judy is trying to use the rolodex and operate the phone, this leads to her hanging up on someone and spilling the call cards for the company on the floor. The secondary issue we witness is hostile work environment. This is evident in that Violet Newstead warns Judy about Roz who eavesdrops and informs Mr. Hart about the gossip and other such that leads to people being terminated from work. Another instance of hostile work place is how Mr. Hart misleads the entire office into believing that he and Doralee are having an affair; this leads to the other woman in the department treating her with disdain and creates an environment of resent ment and contempt for Doralee. The final evidence of hostile work place is when Mr. Hart threatens to have Judy, Violet, and Doralee arrested if Doralee does not sleep with him. This is a form of blackmail and quid pro quo all in one. This kind of harassment would lead to having any one appear before court.

Dessler, Gary. Human Resource Management, 15th Edition. Pearson Learning Solutions, 2016. [The Art Institutes]. Pg. 235

Week 7 EOC: Prisoners and Veterans

In ever expanding nature of our world we often find in the employment of two major groups in the culinary industry, veterans and prison parolees. Both have a major human resource impact. Primarily focusing on veterans now; they have vast scoop of experience in life however it may not be in the field of everyday jobs or may not be geared towards the culinary industry. When interviewing a veteran, the best thing to do is to ask about any experience they may have that could relate to the firm, in the case of the culinary industry it may how many times they were on kitchen patrol or is they had to spend any time as a CS (culinary specialist). Other interview questions may be on how well they feel that they could fit in to the environment of the firm, in the case of the culinary industry the fraternity that is the military lends itself well to environment that is prevalent in the kitchen. Now to look at paroles; many places have issues hiring parolees and some places out right do not hire them. Often times it is due to the fact that they are a parolee and not their crime. For the culinary industry often times parole hires are the ones that were not imprisoned for serious crimes but that were imprisoned for mandatory minimums. If the parolee was in for theft or violence often they won't be hire for culinary industry. When interviewing a parolee often the best way to go about the interview is looking for behavioral patterns and do a background check on their crime.  One thing that many firms are doing nowadays is creating volunteer groups for local causes. In the case of veterans is may be helping them build a proper resume or lending aid to help them during the interview process with mock interviews. For paroles it could be holding weekly skill building exercises at the prisons. Into days job market we see many veterans and parolees that are seeking employment.

Week 6 EOC: Analysis of Girls Episode Free Snacks

In the episode Free Snacks of the show Girls there are many Human Resources issues that are evident. The first instance is when Hannah starts to work at GQ she is not shown anything about the office. She is simple told to go to her desk and work, she is not given a tour of the office or told how to operate any of the office appliances she is merely left to fend for herself. Another issue of HR is when Hannah and Joe are having water cooler gossip. The issue with having office cooler gossip is that if anyone over hears it they could take it out of context and cause all kinds of office related issues and drama. The main issue in this case is her talking about the fact she thinks one of the coworkers hates her, the issue here is that having a preconceived notion like that can cause relations in the office to be soured making projects either take longer or never get accomplished. The final HR related issue is when Hannah and Joe use the office phone to communicate with each other and not for office related purpose. The issue here is twofold; first by using phone to gossip it ties up the line and prevents anyone from calling them for office issues or to contact other in the office, and secondly it is a waste of office supplies and falls under misuse and misconduct that can lead to the firing of both and their manager for allowing it to occur.