LDR 625 Student Competency Assessment & Development Plan INSTRUCTIONS: By the end of Week 2, please complete the

e Pre-Course Self-Assessment and Basis for Pre-Course Self-Assessment columns. In addition to providing a numerical score in the Pre-Course Self-Assessment column (1 = not competent, 5 = high competency), please be sure to provide a detailed explanation regarding the basis for your pre-course selfassessment score in the Basis for Pre-Course Self-Assessment column. Once this has been completed, please submit it to the Dropbox area of the course by the end of Week 2. Do NOT complete the remaining columns of the Student Competency Assessment & Development Plan until Week 10 of the course. By the end of Week 10, please complete the remaining columns of the Student Competency Assessment & Development Plan. Once you have completed this in Week 10, please submit the document to the Dropbox area of the course for Week 10. Then, please be sure to incorporate the final Student Competency Assessment & Development Plan document into your LDR portfolio by creating a new/separate tab to post the LDR 625 competency project. LDR 625 Student Competency Assessment & Development Plan Competency Level 1 - Is Familiar with Basic Employment Processes and Law. Competency Pre-Course Basis for PrePostBasis for Post Course SelfCourse SelfCourse Post-Course SelfAssessment Assessment SelfSelfDevelopment Assessment Assessment Plan (Scale:1-5) (Scale 1-5) I am If it were I will initiate a 1.1. Demonstrates 3 4 somewhat possible I development basic knowledge familiar with would plan by of employ employ withdraw my shadowing the management management pre-course Human principles, principle, assessment Resource policies, and law policies in score of 3 to 2. Management in relation to relation to I have gained a department, or hiring, hiring, more thorough persons promotion, or promotion or understanding responsible for dismissal
dismissal thanks to my practicum last year. When I interviewed applicants in the past, for myself or employers, I really had to review labor laws. I have worked for of the principles, policies and law as it relates to employment management. From our weekly reading assignments, (Fried & Fottler, 2008), class discussions,

performing these functions at Spectrum Juvenile Facilities in Detroit and Highland Park, Michigan. I will research for scholarly articles and HRM Journals to further my

relatively small companies in the past, so my experience is limited.

1.2. Applies human resources

I realize I have applied

and response from my colleagues and Dr. Fick. I appreciate the role of Human Resource leadership. I understand the process of hiring and promoting and dismissing employees, there is a process as well as laws and policies governing each function. I finally understand why it is so important to screen candidates for a specific position. Or why it may not necessarily be the right choice to hire employees from within an organization, or not to hire the candidate with all of the right credentials, because he or she may not be the right fit for the culture of a particular organization. The policies and

knowledge in the areas of selection, recruiting, hiring, retaining, promotions and disciplinary actions of employees.

I will attend seminars on

policies and procedures.

human resource policies and procedures in the past. Only a few of my employers implemented a HR department. Except for Delta Dental Plan of MI. As an employee I was made aware of these procedures. It was mandatory to conduct oneself in a professional manner regards the organization.

1.3. Applies equal opportunity and federal contract compliance (EEOC/OFCCP), the disabilities act (ADA), fair labor standards (FLSA), and employee income, security, and refinement regulations (ERISA)

I am familiar with EEOC/ ADA and FLSA. I am not certain with ERISA, once I review the information, I do understand the information.

3.5

procedures I have applied in the past were faulty at best. I now understand how policies and procedures are put in place not only for the protection of employees, also for the various organizations that people work for. I understand that an organization is driven by its mission, vision and objectives, and to make those things possible there are certain guideline to follow and laws to adhere to. I have a clear understanding of each law. Along with Human Resources in Health Care Administration, and the second course Medical Law, provided a clear understanding of these laws. Prior to taking both of these courses, I was

social behavior in the work place environment, I plan to attend seminars and workshops for small business entrepreneurs and ask questions in regards to applying human resources policies and procedures. I will speak to retire human resource managers through SCORE (Service Corps of Retired Executives) as well volunteer for the organization.

My plan of development for equal opportunity and federal contract compliance is to attend workshops for disable veterans meetings, shadow administrators at one of the Veterans Administration

only vaguely familiar with ERISA. I understand that ERISA protects employersponsored pension plans and have expanded to cover health plans as well (Showalter, 2012). I feel confident in the FLSA, EEOC/ OFCCP regulations as well.

1.4. Demonstrates 1 an understanding of union/labor principles and practices (e.g., contracting, negotiations, grievance process, mediation)

I have only had dealings with the union and labor once during my professional career. Other than that I had some dealings with the union during my husbands illness, as far

2+

offices (Cass and Willis in Detroit). Attend meeting at the ARC (Association for Retarded Citizens). In doing so I will continue my education and knowledge through interacting with populations who have experience some form of discrimination in light of their disabilities. I will research for cases that have dealt with equal opportunity and federal contract compliances. I will continue to research scholarly articles based on these laws. I understand I will research the mediation for current and grievance events relating process; is to union/labor processes in principles. It which will be opposing interesting to parties attempt see how to negotiate a Michigan settlement by continues with having a the right to neutral third vote campaign. party assist in I will speak to the different union

as benefits for the family and benefits for the family after he was deceased.

negotiations. (Fried& Fottler, 2008).

representatives and non-union representatives regarding practices in regard to contracting negotiations in the present and future.

Competency Level 2 - Uses Alternative Compensation and Benefit Programs Competency Pre-Course Basis for PrePostBasis for Post Course SelfCourse SelfCourse Post-Course SelfAssessment Assessment SelfSelfDevelopment (Scale:1-5) Assessment Assessment Plan (Scale 1-5) I have stepped 4 I am grateful I will share the 2.1. Conducts job 3 in the role as for this course, knowledge I analysis, office it has taught have gained evaluation, and manager for me how to from this grading
several practices, As an assistant manager, I did conduct evaluations and grading. When I think of analysis and evaluation, I will have to say that I have performed these duties as well. I did hire/trained/ and evaluated staff for my business. conduct a job analysis, evaluation and grading. I learned that there is a process and methods for job analysis. Job analysis are not performed randomly, there is a purpose for the analysis, it involves, identifying the jobs to be analyzed, collection of information for the analysis, how informations is organize, reviewing and updating the

course, and create a job analysis, evaluation technique and grading method for my previous place of employment. While I have no desire to return as a dental hygienist to this practice I would very much like to assist the office manager in creating a criteria for evaluating employees conduct and the practice itself (practice is waiting on permits to

2.2. Uses compensation surveys

I have reviewed several compensation surveys throughout the years, and participated in a few for Dental hygiene salaries.

3+

analysis, and constantly updating and reviewing information. I have worked in practices where the leadership was autocratic, rarely was there any feedback, and communication between management and employees was low. I understand how important it is to communicate with employees of will conduct the analysis, and why the analysis is being conducted. I believe the use of compensation surveys may assist groups in exploring various reasons for discrepancies in pay. And how compensation and benefits are established based on the results of data gather from compensation

practice in a new location).

I will participate in more compensation surveys, and assist in developing one with the Wolverine Dental Hygiene Association in Michigan. This may also help open communication between doctors, managers and doctors. By

surveys.

2.3. Understands 3 compensation structures, including: market pricing, pay delivery models and their implications, benefits and their role in total compensation, and union wage and hour contract provisions

I understand why one employee may make a certain amount of money performing the same job, but when you take into considerations the market, the economy of that region, cost of living, benefits and so forth you understand why there is a difference, or if one should exist.

3+

I am uncertain on union wage. However, I do understand market pricing and how salary surveys conducted by organization, consultation firms and the government uses surveys to obtain market salary information. Marketing pricing of jobs due to questionable methods may result in misleading information regarding appropriate salary levels (Fried & Fottler, 2008). I am aware that all pay delivery models are not design to fit all programs, important to create a pay model for specific employees.

asking specific questions it may offer a means to increase pay, or other compensation benefits. While I am looking for a part-time position I will review and research the various organizations compensation structures; delivery models, hour contract provisions, and what benefit provisions, if any are available for part-time employees. I will continue to research for information on compensation structures, as I plan to open a dental practice in the future. It is important to stay abreast of pertinent issues and information that will assist me when I must consider compensation options.

2.4. Uses compensation, benefit, and incentive programs to optimize performance of diverse employee stakeholders

I have no experience doing this, I believe I understand how this may interest hires and retain staff.

2.5. Conducts performance assessments

With the right assessment guide/tools I believe I would be able to conduct performance assessments.

3+

The HR course has provided an in-depth understanding how other factors are incentives to optimize performance of a diverse employee workforce, the option of money alone is not a longterm incentive for employees to optimize performance. We live and work in a diverse world, therefore it is essential for HR and leaders to understand what employees value in their lives, and we cannot look backwards to the past used incentives to optimize todays performance of a diverse workforce. I am comfortable with the knowledge provided this semester, after reading and participating in class

Once again I will shadow HR and those persons responsible for conducting HR responsibilities. I will volunteer to work for profit and nonprofit organizations and observe how information is gather for compensation and benefit incentives to the employees, and how do the organization reward employees, and how often. I will continue to research Healthcare and business journals to further my knowledge regarding incentive programs for compensation and benefits in optimizing performance. I will continue my membership with the ACHE; I believe the association will continue to mentor me throughout my

discussions with class colleagues I have shared the last ten week with, and Professors constructive response to each student. I understand there are different approaches utilized to perform performance assessments. While there is cynicism from some managers with assessment performance appraisals, I will take care to reduce the bias and unintentional errors that may occur while performing assessments. I will implement performance assessments in my professional future endeavors.

professional and personal life as well. I will strongly urge dental practices to conduct performance assessments in a nonbiased manner. I will research for various methods that will best serve each practice and the diverse work groups. I will practice develop mock performance assessment methods at the various schools offering dental assistance and medical assistance programs. Providing these services will allow me the opportunity to train using different rating methods, and will prepare students for performance assessments and appraisals after graduation.

Competency Level 3 - Aligns Human Resource Functions with Strategy Competency Pre-Course Basis for PrePostBasis for Post Course SelfCourse SelfCourse Post-Course SelfAssessment Assessment SelfSelfDevelopment

(Scale:1-5) 3.1. Aligns human 3 resource functions to achieve organizational strategic outcomes
I have previously aligned the two together. I will relate this function to chapter 1 last week. I understood that it was not enough to fill a vacancy, because one existed. I realized rash decisions would only lead to the same type of employee or worse.

Assessment (Scale 1-5)

Assessment
Once again I would like to change the pre-course assessment score from 3 to 2. Only after reading the assigned chapters, reading the different responses from with class members, researching and completing Experiential exercises and feedback from the Professor do I understand the significance of aligning HR functions to achieve an organizations strategic outcome, It is essential that this is doe, without the strategic alignment of HR functions with the organization strategies, an organization may not fully achieve their objectives. I had the opportunity and pleasure to

Plan
Continue to research, and shadow and volunteer and new found knowledge within HRM. I will rely on Scholarly articles HRM Journals and the textbook use throughout the last ten weeks of this course. I will also maintain feedback from class mates and Professor Ficks for future references. I will look for seminars in regards to SHRM functions and alignment within a health care environment. I will continue to update my ACHE membership and read articles from the journals that are shared with its members.

3.2. Understands the importance of aligning recruitment and selection, job design and work systems, learning and development, reward and recognition, and succession planning

I feel more confident than I did prior to this semester. While previous courses have led to human resource management, this course helps tie everything together.

shadow Ms. Shawn Levitt Chief of Nursing Officer at DMC, I experienced firsthand just how important aligning HR functions with an organization plays in achieving the organizations objectives, I attended six meetings that day and each discussion led back to the alignment of the hospitals objectives. I understand the importance of aligning recruitment and selection, job design and work systems, learning and development, reward and recognition, and succession planning. I understand how important the right fit is for an employee and organization is to the success of the organization and employee. It is important to make

I will continue to develop leadership skills by attending ACHE meetings, networking through professional avenues, speaking to recruiters and learning as much as possible in aligning recruitment and selection, and how to enhance job design and work systems. I will continue to collaborate with SCORE and attend

certain that there is not a culture clash, or the right person is hire for the wrong position and the reverse situation. I understand how important recognition and succession planning is important to employees and organizations. The importance of recruiting and retaining talent employees, is important for an organization to develop systems to continually reward (Intrinsic and extrinsic) and recognize each employee for their contributions to the organization, and the ability to motivate and coach employees when they do not meet the challenge of their specific obligations.

workshops to enhance my knowledge that I have accumulated from Siena Heights University for the last two years and especially from my HR and Medical law class this semester. I realize that learning is a never ending process, and when one seeks information and knowledge they will continue to grow, this is a life time process of monitoring, assessing, and improving each objective for a purposeful existence.

SOURCE: National Center for Healthcare Leadership (2013), Used with permission.