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Sources of Knowledge

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HMHR 6401, Employment Law | Scholarly Assignment | Sources of Knowledge | ||

1. What type of training did you receive in order to perform your job?
I was trained by the Human Resource Department Manager 2. Did you receive training on statutes such as ADA, FMLA, ADEA, and Title VII?
No I have not yet received those trainings. 3. Which statute do you find yourself dealing with most often?
I have only been in this position for 3 weeks so I have not really dealt with any statutes.
4. Describe the most challenging employee problem you had to deal with related to one of those statutes, and how N/A Was it resolved? N/A
5. What is the most common/routine type of employee relation issue you have to deal with?
The most common employee issue that I deal with is Leave of Absences (LOA). 6. Do you interact with legal counsel, either house counsel (in-house), hired outside counsel to represent the company, or opposing counsel representing the employee? Which ones and how often?
I have not personally, but our department works with legal counsel that we have hired for our company. 7. What dispute resolution mechanisms does your company utilize when trying to resolve employee relation
Our resolution process is as follows: Employee Statement, Meet with employee, Meet with Management, review of employment laws, resolution. concerns? So far this processed has worked well for our organization.

Post Interview Write-up
I spoke with recently hired Human Representative Tanning Johnson of Nevada Partners, Inc. (NPI). Tanning has worked as a Frontline Secretary at NPI for 6 years, while working to obtain her Human Resource Management Degree, she has not yet completed her degree but applied for and was hired to fill a recently open Human Resource Rep. position within the organization. Tanning has had no formal HR training outside of the interdepartmental training that she is now receiving. According to Tanning, the company plans to aid her in receiving her HR certification once her degree is completed, until then she will hand basic paperwork processing, take calls and train internally.
After our conversation, I felt that Tanning does have a passion for Human Resources and upon complete training will make a dynamic addition to her company’s HR team. I think is wise to only give her light duties, until she is competently trained in the areas of Human Resource due to the sensitivity that each issue holds that comes through that department. It could be an extreme liability for the organization to thrust her fully into the position of an Human Resource Representative when she has not been properly trained the in area. I do like that the company promoted from within, but also recognize that they must be extremely careful and diligent in their training process and progress with Tanning.
If I could give once piece of advice to a newly hired HR representative it would be to “Learn all you can and can all you get,” meaning, to learn as much about HR practices has you can and hold on to the knowledge that you obtain, because if you are there long enough, it will ALL be utilized. I would also advise the to stay apprised of all changing laws and statutes surrounding employee relations, as to decrease the companies liability surrounding them.…...

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