Respond to at least two of your classmates' postings. Responses should be at least 100 words or more

Week one #1 discussion replies

Mei Zhang (students name)

1. Describe either a positive or negative experience that you had had with the Human Resource function. 

A positive experience is regular communication about expected performance and performance status for service members in the military. This communication goes a long way in retaining service members, and since a good deal of record keeping is required, there are detailed reports about our performance. The positive approach makes us feel valued by their leader.

2. In the experience that you had, which model did you experience?  Explain why you chose this model.

In my experience that consulting model I had all the time. I am a personnel specialist in active duty. Members always have questions in regards to pay issues, awards status, missing evaluations, records are incorrect, etc. Consulting model is important when they have questions, I can explain everything in person and tell them how to process, how long it takes to complete all inquiries. This is also my daily job when members come to talk to me, they may decide which way they will do after consulting.

3. If you have not had an interaction with Human Resources, which of these models would work best for you as a future health care leader?

If I have not had an interaction with Human Resources, financial models would work best for me as a future health care leader. Most of members join in the military are young, some of them just graduated from high school. They may need financial counselling once check in command. There are life insurance, benefits for members and dependents, GI-bill and TA (tuition assistance) for schools, invest money in TSP, etc. Also, everyone should balance gains and loss from paycheck. When we deploy or detach for a long period, it’s a good time to save money. So financial knowledge is very important to share with members as a good leader wherever.

References

7 Considerations in the Financial Modeling of Value-Based Payment Arrangements (2018)

              By Jim Ryan, MBA, Charles Brown, and MBA

Mathis, L, R., and Jackson, H, J., (2010)

              Human Resource Management. 13th Edition.

McConnell, C. (2021). Human Resource Management in Healthcare: Principles and

  Practices (3rd edition). Jones and Bartlett.

Nafisah Raji (students name)

I have had both negative and positive experiences with HR teams at organizations. My most recent experience was with an Amazon HR team back in Maryland when I worked with Amazon. There was an announcement for interested employees to apply for a Quality Assurance position, so I put in my application and was supposed to follow up with HR for my training dates. I was told to be ready for my training in 2 weeks. When it was the day for my training to start, I went back to HR to check in but was told I should return the following week because someone on the team did not route my application to be signed. I wondered how that was since I already had a training start date. I returned after a week and noticed that a girl whom I was training 2 weeks earlier in my department had been scheduled for the QA training because she was “friendly” with the QA team lead. To say that I was extremely disappointed is an understatement.

In the experience I had, HR practiced an alternative HR model, the managerial model, and a failed behavioral science model. I say failed behavioral science model because although the departmental transfer program was designed to encourage employee interest and promote attitude and diversity in the company, it failed because members of the HR team utilized their position with nepotism. In addition, with the managerial model, although the HR team shared the same values and production goals with the line managers, HR practices were inconsistently applied due to individual interpretations by different HR team members with required eligibility time in service for employees vs who needs to sign off on what application.

References

Chetty, Priya (2019, Sep 13). Models of Human Resources Management or HRM practices. Knowledge Tank; Project Guru. 

McConnell, C. (2021). Human Resource Management in Healthcare: Principles and Practices (3rd edition). Jones and Bartlett.