HRM540 Weekly Journal Entries

This week's concept proved to be challenging for most of the class. Systems thinking was introduced and we were asked to conduct an experiment for our first discussion. A ruler was placed on top of a dog biscuit to create a replica of a seesaw. Then, two volunteers were asked to try to place coins on the ruler without letting it touch the table. This was done for a total of five tries. Then, a barrier was placed in between the two volunteers and they were asked to complete the same process again. The results were compared and analyzed to determine what barriers existed and how the experiment is relative to the workplace. Communication was discussed as well as gaps, barriers, and objectives. In the workplace, talent management and development must be part of the culture in order to succeed. As we learned in the previous weeks, the more a business invests in its people, the more productivity increases and the more engaged the workforce becomes. As much as it has been proven that ta...

This week we learned about the importance of employee onboarding, employee engagement, and performance reviews. It became evident that engagement begins even before an employee walks through the door on their first day. To help visualize the onboarding process, we were tasked with creating a list of activities that should be completed prior to a new hire's first day, then what should be done on their first day, and what should be done within their first week. It was refreshing to see that a lot of the ideas shared have already been implemented at my company. I take a lot of pride in the onboarding program and have dedicated a lot of time to ensuring an employee's experience is comfortable, inviting, and informative. As a member of the HR team, I have several touchpoints with a new hire over their first six months of employment. We check in regularly to ensure they have the tools and resources needed to complete their job, that they are receiving guidance and support from...

Week 1: Talent Management: The Big Picture This week we learned about how competencies, career pathing, and HR technology support talent management. Our first discussion asked us to identify how talent management drives the business forward. Reviewing all posts from classmates, the following items were identified as being imperative in the talent management process: Coaching and feedback Scorecards All employees working toward the same goals Competencies consistent with company culture Hiring for fit Succession planning/Leadership development Handcock and Harris (2014) discuss how Learning & Development (L & D) in a knowledge economy results in high-performing talent that can give a business competitive advantage. People are often viewed as an organization's greatest asset, therefore it is logical to invest as much time and resources in their development as possible. However, managers are often unprepared and lack direction when it comes to coaching and de...