Francisco's Human Resource Insights
Tuesday, June 13, 2017
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.
Tuesday, May 2, 2017
Week 5 EOC: Still Cheerful
An HR related joke:Order Of Operations
The sales chief, the HR chief, and the boss of a company are on their way to lunch when they stumble upon a beat up, but valuable looking brass container.
The sales chief picks it up and starts cleaning it with his handkerchief. Suddenly, a genie emerges out of a curtain of purple smoke. The genie is grateful to be set free, and offers them each a wish.
The HR chief is wide-eyed and ecstatic. She says, “I want to be living on a beautiful beach in Jamaica with a sailboat and enough money to make me happy for the rest of my life.”
Poof! She disappears.
The sales chief says, “I want to be happily married to a wealthy supermodel with penthouses in New York, Paris, and Hong Kong.”
Presto! He vanishes.
“And how about you?” asks the Genie, looking at the boss. The boss scowls and says, “I want both those idiots back in the office by 2 PM.”
Moral of the Story: Always let your boss speak first.
Week 4 EOC: How to Answer Embarrassing Interview Questions
Going through the interview process is a tough obstacle to
getting any job. However, many times in the interview there are some questions
that are asked that are either embarrassing or inappropriate; when asked these
questions one cannot ignore them or not answer them but responses have to be tailored
so as not to cause issues. Many times when these questions are asked it is to
see how you respond or to find out if you have outside commitments to the firm.
The most common is: Are you married? The reason this is asked is to see if you’ll
put anything before the job or what obligations you might have that interfere with
the job. The best way to answer this question is to state: if you’re worried about
my personal life interfering with work it won’t happen. The other major
question is: have you smoked weed? The reason for this question is to see if
you may use drugs the best way to answer is one of two ways. If you have
established a good report with the interviewer and has been joking with you at
any point you can say: Is that a requirement. If, however your report is not
that style than simple state: If you’re worried about passing a drug test I could
today. These strategies are not full proof but can act as a stepping stone for any
interviews that have some questions can make one uncomfortable.
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