Staffing & Workforce Planniung

To theory or not to theory? That is the question. One theory that best aligns with today's workforce is Herzberg's Two-Factor Theory , also known as the Motivation-Hygiene Theory. This theory distinguishes  between motivators (factors that truly drive satisfaction and engagement) and hygiene factors (if absent, may cause dissatisfaction, but do not motivate when present). The theory focuses on intrinsic motivation, limitations of hygiene factors, and guidance for human resource practices. Herzberg identifies that employees value achievement, meaningful work, recognition, responsibility, and growth opportunities (Portolese, 2022, p. 173). Elements like salary, work conditions, and company policies are considered baseline expectations. Modern employees expect fair pay and benefits, but they are unlikely to be motivated solely by these factors. The theory directs organizations to go beyond compensation and create enriched roles, offer skill-building, and recognize contr...

Briefly discuss the 12 steps in Bromford's onboarding process. In your opinion, select four of the most important steps that they use and why you believe so. The Bramford incorporation process is a 12-section structure designed to welcome and prepare new employees for their roles. In my opinion, four critical steps are most important. Summarized 12 sections (Dinnen & Alder, 2017, pp. 98-99): Welcome: Personalized introduction with a message about the company's purpose and mission, including a CEO video and team introductions. Who You Are Working With: Profiles of the new hire's manager, team members, and executive team, plus organizational charts and service details. History: A timeline of the company's legacy, milestones, and financial information. Working Environment: Overview of company values, behaviors, and culture, supported by employee testimonials and survey results. Communication: Insight into internal and external communication channels, social media ...

“No one will ever pay you what you’re worth—they’ll only pay what they think you’re worth” (Brown, 2015). What excites you about what you do? Passion is the ultimate driver of excitement. Currently, I'm retired from the military and finding my stride through the degree program, as it is a milestone on my career path. The baby steps that check the boxes are exciting and show proof of all the hard work. What value do you bring to a position?   The one key concept is defining your value. It starts with listing the tangible achievements and outcomes in the workplace. Consider the unique skills, experience, and perspective it took to meet those expected outcomes. Quantify each outcome to represent the positive impact on the company.     The next concept is communicating your value to overcome doubt. Once you've outlined achievements, skills, and quantified the data, it's ok to be confident and use strong language. Be sure to focus on how your work benefits everyone, highl...

Reflect on the types of interviews and discuss which interviewing methods you would be best at as an interviewer and best at as an interviewee. Are they the same? Share some personal experiences in your reflection.  Interviewer Standpoint As an interviewer, I don't consider myself in the hot seat because, after all, I'm gainfully employed. However, I would enjoy the opportunity to collaborate with other departments to conduct interviews with potential candidates and learn about the skills they bring to the table. "Group interviews provide an opportunity to observe candidates in a simulated team environment" (Graf, 2024, p. 1). One of my strengths is my ability to be inquisitive and ask the right questions. It helps me collaborate with my hiring team and connect with the candidate; everyone feels open and comfortable. Interviewee Standpoint As an interviewee, the selection process can put perceived pressure, especially when I'm passionate about the company or job r...

For this blog, I found an HR Manager job posting on LinkedIn and Indeed that was based in New York. One job posting (LinkedIn) was for an HR Manager role with Aspen Dental, and the other was with  What appealed to you about the job board you selected?  Take note of your experience while on the board. Was it easy to use? Overwhelming? Reflect on how you felt, the content, and the look and feel of the board. Note things that you deem favorable and less favorable. LinkedIn The Positive LinkedIn has a simple interface similar to that of other job boards, such as Monster and Indeed. I can efficiently utilize standard filters to search by experience level, location, company, job type, and industries. The most significant advantage is that the platform is a professional social media, and various employers and talent acquisition companies are active on the website. You're empowered to reach out within the company network when actively applying for a role. The Negative I don't like tha...

Discuss what makes your organization (or one that you worked for) an incredible or not-so-incredible place to work? The U.S. Navy presents an outstanding opportunity, aligning with a commitment to excellence, the development of leadership skills, and career preparation. The Navy promotes a Culture of Excellence that motivates individuals to reach their highest potential. When collaborating with reliable shipmates, a sense of community emerges that appeals to prospective candidates. In preparation for its future leaders, the organization provides structured education, on-the-job training, and independent learning, all of which closely align with the Navy's Core Values. Upon enlisting and up to the E-4 rank, the Enlisted Leader Development Course is introduced providing basic naval practices alongside leadership and ethical decision-making for Sailors up to the E-4 rank. As the Sailor progresses to E-5, the Intermediate Leader Development Course concentrates on aligning personal ...