The Value of an Internship
By: Ruby Delgado
I started my summer internship back in May 2021. Throughout the summer I have learned a lot of things. It is very different learning things from a textbook or in a class lecture compared to doing the work or seeing it happen in person . The three main things I have gained throughout my internship are networking, knowledge about the recruiting field and developing valuable skills.
Network is key when it comes to looking for a job or future business development. At my internship I have met many HR generalists and have been able to build my network. Networking plays a big part in advancing your career as well as opening doors to new jobs and opportunities!
Human resources have many branches and my internship focused on recruiting. I have learned about the recruiting field in my classes but being able to see it firsthand and how the process works has been very helpful. I have reviewed resumes and sat in on interviews, which I find helpful for my future interview I could have. Reviewing resumes has helped me see what recruiters are looking for and what is not good to have on resumes. This has been helpful in knowing what employers are looking for when they review resumes.
Developing skills is another value I have gained from my internship. From learning better people skills, effective communication, and basic data analytics, I have been able to take what I have learned in classes and apply to my job. Every day I am working with people to get them into our doors and see if we have a position open that fits them and their goals. Communicating with my coworkers is very important this way we are all on the same page on goals we have for the work we are getting done. By keeping track of scheduled interviews, I have used analytics to determine measurements such as our appearance rate to help grow our candidate pool. By learning to use Excel, I have been pushed out of my comfort zone but have gained practical skills.
We were so excited to have Ruby as one of our interns! Her contributions to Touchdown Business Solutions have helped our onboarding process. In addition, she is a diligent student and worker! How have you seen interns make a difference in your workplace?
The Duties of an Exceptional HR Manager
By: Matt Murry, Kayla Gohlke
For many, when one thinks about the tasks, duties, and responsibilities of an HR Manager, someone like Toby from The Office comes to mind. Someone who only shows up when something wrong happens. They ruin all the fun by enforcing policies. They have little to do with the day-to-day operations or relations with staff.
However, an exceptional HR Manager is much more than the office kill-joy. In fact, the exceptional HR manager will do the following:
1. Protect the assets of the company by ensuring compliance with federal and state requirements and by providing a safe and healthy work environment free of hazards and harassment.
2. Ensure the organization is staffed to the right level with the right people at the right time with the right skills.
3. Enable each Associate to learn, grow and reach their full potential by providing training and guidance to assist them to achieving their personal, professional and company goals. This consists of two different parts.
First, Associate Development - Act with integrity, care, and concern which will enable their people to learn, grow, and reach their full potential. They also will provide position expectations that include success factors, defined objectives, goals, responsibilities, accountability and authority. Coaching, training and opportunities for advancement are key components of this step.
Second, Associate Recognition - Remove obstacles, promote employee initiative, create enthusiasm, celebrate success while meeting business objectives. Create an environment that challenges each employee to grow while learning from mistakes and having fun. Provide recognition for achieving business objectives with defined recognition criteria for attendance, safety, quality, productivity and delivery, (making a difference).
4. Help the company to remain the employer of choice by maintaining a fair and competitive compensation plan and benefits package.
5. Administer human resource policies and procedures using a systematic approach to resolve employee issues in a fair and consistent manner.
6. Foster effective organizational communication by capitalizing on every opportunity for open dialog.
How do you practice these concepts in your workplace?
Ask HR! How do I Empower Associates?
By: Chelsea Schmelz, PHR
Happy Friday! This post is the first in our Ask HR series. Empowerment is a hot topic among HR professionals, managers, and leaders. In this post, Chelsea Schmelz (PHR), operations manager at Touchdown Business Solutions, shares her experience with learning to empower employees.
Q: How do I transition a team leader from a heroic leadership role to an approach where they empower their associates?
A: If your team leader has never been in a position where they were supported by a team and were able to delegate tasks, empowerment may not come naturally for them. As someone who has a background of primarily being an ‘HR of One’ I found it very difficult to delegate tasks once I stepped into a managerial role that involved direct reports. I didn’t know how to delegate and not just take everything on myself and carry the entire department. I was struggling with ways to empower my team and help them along their path to career growth.
Recently I attended the Indiana SHRM Conference, and during Jason Barnaby’s session he spoke about the Stop Doing List. He described this as all of the tasks that a leader does, that they may be holding on to, but that they should really be delegating to their team. This is one of the first things that I implemented upon returning from the conference.
In creating this list, I was able to make a plan for each team member, lining out what tasks they would now have ownership in, and any training that needed to occur. This list allowed me to provide my team with exposure to HR aspects that they had not yet been a part of, as well as additional responsibilities in their existing roles. For example, one task that I delegated to my team was our job postings and administering the recruiting budget. By giving this task over I allowed my associates to not only learn how to post jobs, but also gave them the space to try new things, own the process, acquire data, and come to me with suggestions on how to improve the process. By simply learning how to delegate I was able to empower my associates.
What are your thoughts? How do you empower your employees?