PA6624 Public Human Resource Management
Artifact 1 -
Digital Footprints in Public Service
This artifact is a research paper titled "Digital Footprints in Public Service: The Pros and Cons of Social Media Screening in Recruitment," which I developed for PA6624 Public Human Resource Management. The paper explores the advantages and challenges of using social media to screen job applicants, with a focus on ethical and legal considerations, privacy issues, and the balance between effective recruitment and individual rights.
Application of Course Concepts:
This research paper allowed me to apply key human resource management concepts, including recruitment and selection, employee motivation, compensation, employee-friendly policies, training and development, and performance appraisal (Bowman, Berman, West, & Van Wart, 2021). By examining the use of social media in the recruitment process, I was able to explore how these concepts intersect with modern technological practices. Specifically:
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Recruitment and Selection: The paper discusses how social media can provide a richer, multi-dimensional view of candidates, helping to identify those who align with organizational culture and values, as well as potential pitfalls
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Employee Motivation and Employee-Friendly Policies: It highlights the importance of ethical considerations and transparency in using social media to maintain trust and motivation among potential employees.
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Compensation: The analysis of social media profiles can validate the professional credentials and affiliations listed on candidates' resumes, ensuring fair and competitive compensation.
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Training and Development: The research emphasizes the need for continuous training for HR professionals to effectively and ethically utilize social media in recruitment.
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Performance Appraisal: It underscores the role of social media in providing additional context for performance evaluations and career progression.
This artifact also demonstrates my ability to develop and present complex HR concepts in a clear and accessible manner, ensuring that these ideas are not only understood but also practically applied by HR professionals and public administrators.
Reflection:
Developing and presenting this research paper had a significant impact on my ability to implement best practices and ensure compliance in the recruitment process for advisors and contractors in the Small Business Development Center. By deeply engaging with the ethical and legal aspects of social media screening, I was able to formulate strategies that respect candidates' privacy while enhancing the recruitment process. For example, I initiated training for everyone involved in the application process, including administrative personnel, to educate them about common potential violations such as scrutinizing applicants' online presence for information like family configuration or health status. This experience helped me to establish guidelines that not only improve our hiring practices but also maintain the integrity and trustworthiness of our program.
Additionally, this project underscored the importance of ongoing professional development and actualization in HR practices. The insights gained from this research enabled me to provide more robust training for my team, ensuring that all members are well-versed in the latest legal requirements and ethical considerations when involved in the recruitment process and attempting to use social media for recruitment. This proactive approach helps prevent potential legal issues and fosters a more inclusive and fair hiring environment.
Overall, this artifact represents a crucial step in my professional development, equipping me with the knowledge and skills necessary to lead effective, compliant, and ethical recruitment processes. It reinforced the value of integrating academic research with practical applications, ultimately contributing to improving our programs's human resource practices.
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Bowman, J. S., Berman, E. M., West, J. P., & Van Wart, M. R. (2021). Human Resource Management in Public Service: Paradoxes, Processes, and Problems (7th ed.). CQ Press.
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Artifact 2 -
"Recursos Humanos para Pequeños Negocios” (Human Resources for Small Businesses)
Application of Course Concepts:
This presentation was a practical application of the concepts from PA6624, Human Resource Management in Public Service, to help small business owners better manage their businesses. Key concepts include recruitment, selection, employee motivation, compensation, employee-friendly policies, training and development, and performance appraisal (Bowman, Berman, West, & Van Wart, 2021). By explaining these complex HR topics listed below in simple terms and in their native language, I ensured that the business owners understood the critical aspects of hiring, managing, and complying with labor laws.
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Recruitment and Selection: I developed clear guidelines for creating job descriptions and selecting candidates, which the business owners could easily implement.
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Employee Motivation and Employee-Friendly Policies: I provided strategies for enhancing employee motivation and implementing flexible work arrangements, which are crucial for retaining talent.
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Compensation: Structuring pay and benefits to reward employees was explained to ensure compliance and competitiveness.
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Training and Development: The presentation included methods for effectively training employees, and ensuring they understand their roles and responsibilities.
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Performance Appraisal: I emphasized the importance of regular performance evaluations to maintain high standards and support employee growth.
This artifact also demonstrates how I apply these HR concepts within my program to ensure compliance and effective personnel management. Teaching these concepts not only reinforced my understanding but also enhanced my ability to communicate complex ideas clearly and effectively.
Reflection:
Creating and delivering this presentation allowed me to bridge the gap between academic knowledge and practical application in a meaningful way. By translating theoretical human resource management concepts into practical advice, I was able to provide tangible benefits to small business owners, helping them to better manage their operations. It was particularly rewarding to witness these business owners, who came from diverse educational backgrounds, grasp and apply the concepts I presented. Seeing their understanding translate into improved business practices highlighted the real-world impact of effective teaching.
Moreover, this project enhanced my skills in adapting educational content to meet the specific needs of my audience. It required me to think critically about how to present information in an engaging and comprehensible way. This adaptability is vital in public administration, where diverse audiences and varying levels of understanding are common. Additionally, developing this presentation deepened my own understanding of the material.
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Bowman, J. S., Berman, E. M., West, J. P., & Van Wart, M. R. (2021). Human Resource Management in Public Service: Paradoxes, Processes, and Problems (7th ed.). CQ Press.
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This artifact, titled "Recursos Humanos para Pequeños Negocios” (Human Resources for Small Businesses), was developed and taught to small business owners in partnership with various chambers of commerce across the ten counties served by my center, Troy University Small Business Development Center. The presentation explains key human resource management concepts, focusing on the distinction between employees and contractors. This artifact further outlines essential responsibilities for employers to ensure compliance. The accompanying artifact serves to simplify crucial complex HR concepts crucial for the proper operation of any organization regardless of size, while providing es practical and easily applicable strategies. This approach helps business owners, who come from diverse educational backgrounds, to understand and implement these concepts effectively.
Artifacts
Digital Footprints in Public Service
01
"Recursos Humanos para Pequeños Negocios”
(Human Resources for Small Businesses)
02