Human Resource presentation.

1. +
The Most
Valuable
Resource
Managing the People
Employee Training & Diversity

2. “…the basic mission of human resources will
always be to acquire, develop, and retain talent;
align the workforce with the business; and be an
excellent contributor to the business. Those three
challenges will never change.”
Edward L. Gubman
Journal of Business Strategy

3. +
Training…
How Can Effective Training Improve Your
Company?
Shadowing vs. Mentoring
Training Paradox

4. + 

Improved quality of workplace
Gained knowledge of facts and job
skills
 Positive changes in behavior
 Positive improvement on performance
How Can Effective  Improves skills
Training Improve Your
 Increases strategic knowledge
Company?
Training should not be an optional  Practice makes perfect
aspect of your business but instead
be a requirement and essential
aspect of the business.  Increases employees’ self management
Training is a long-term investment  Increases employees’ self efficacy
that benefits both the employer and
employee.  An increased loyalty towards the
employer.

5. +
Shadowing vs. Mentoring
Shadowing Mentoring
 New employee watches as a  New employee is matched
conditioned employee with a conditioned employee
performs their job. for career development.
 Allows the new employee to  Longer interaction between
gain insight in how the job is two people.
performed.
 An improved job behavior
 Little to no interference with over time.
the person being observed.
 Increased knowledge of job
 Receive advice and procedure.
information from the worker.

6. +
Training Paradox
“Train them to the point to where you’ll lose them, then you
won’t lose them.” – General Manager of Marks & Spencer
 There is a fear that training employees too well will make
them more marketable to competitors.
 However, businesses are more likely to keep employees by
training them well.
 By training employees thoroughly, their job security
increases, thereby influencing their decision to stay with their
employer.

7. +
Kwesi Human Resource
Management
What We Do
How We Do It
Why We Succeed

8. +
What We Do
 Increase job satisfaction
 Improve the quality of businesses through its employees
 Better relationships between the employer and employee
(i.e. Loyalty)
 Remain updated on employee laws, safety laws, etc.

9. +
How We Do it
Workshops:
 Encourage internal and external  Sexual Harassment
recruitment by advertising online and
within the community  ADA
 Expose final applicants to the job as  Cultural Awareness
part of their interview.
 Customer Service
 Quarterly performance reviews:
Employer evaluates employee and Training:
employee evaluates employer
 Mentoring program to ensure long-
 Bi-monthly employee surveys with term positive performance
suggestions
 In-class style orientation/training to
 Develop a thorough compensation and prompt interaction with other employee
benefits package that benefits the
 Repeat trainings upon any major
employer and employee.
changes in the workplace

10. +
Why We Succeed
The Results
 Employees are given a “voice” in the workplace as they are more equip to voice their
concerns and thus have an increased loyalty to their company.
 Employers are satisfied with the level of knowledge their employees have through
continuous training and mentoring since it reflects onto their job behavior.
 Workshops allow all levels of company employees to interact with each other, share
experiences, learn about other experiences and use this knowledge as a tool to
perform their job better. The workshops allows the workplace to develop their own
work “personality” where everyone contributes.
 Reviews and surveys increases the quality of relationships between the employer and
the employees as both sides will receive positive reviews and constructive criticism in
regards to job performance. This makes the relationship two-sided, rather than one-
sided.
 Recruiting from the community builds community loyalty onto the business and also
allows the company to diversity.

11. +
Matador Bookstore
A Look Inside…

12. +
Company Background
 Campus bookstore for California State University, Northridge
in Northridge, CA.
 Sells textbooks, media software, apparel and school supplies-
is a one-stop place to buy everything needed for school.
 Recruits CSUN college students, community members, and
internal employees for full, part-time, and seasonal positions.
 Gives generous discounts to employees and professors.

13. +
Operational Gap
 Lack of employee morale: employees are not enthusiastic
about their work = low customer service and loss of sales.
(How an employee feels about their job is often reflected in
their job performance.)
 Workplace conditions remain at a standstill, neither
improving nor deteriorating. The workplace should
constantly be improved.
 Communication barrier between deaf and hard of hearing
students and staff of the bookstore. Barely anyone employed
by the bookstore knows sign language to communicate with
the large group of D/HH students.
 Lack of trust between management and customer service
representatives.

14. What Kwesi Will Do For
+ Matador Bookstore…
Assessment
Continuious Stability & Improvement
Focus on College Students
Long-term training: Mentoring
Interactive Workshops

15. + Matador Bookstore, what are your goals?
1. Improve the performance of employees.
2. Retain employees.
3. Invest in employees by conducting an
intensive training and provide workshops
to further education in job behavior.
4. Maintain community support.
Assessment
Before implementing a performance 5. Improve quality of relationships in the
plan, an assessment of the individual workplace.
and the workplace must be
completed…
6. Recognize and apply the various strengths
and talents of employees as well as improve
weaknesses.
7. Maintain a diverse workplace.

16. +
Continuous Stability & Improvement
Evaluations/Surveys Diversity
 Employees will evaluate their leads and  Matador Bookstore is already extremely
managers while the leads and diverse with individuals of all ages,
managers evaluate their employees for nationality and religion.
each person to gain insight on their
strengths and weaknesses as perceived  Kwesi will maintain this by continuing
by employees of all levels. to hire diverse individuals, but also
strive to hire individuals with
 Surveys will be conducted to disabilities to retain community
understand the employees’ job support.
satisfaction level.
 Develop diverse teams.
 Diversity will bring new ideas,
perspectives, and creativity to the
company.

17. +
Focus on College Students
Internships and Better Training
 College students want to be trained to prepare them for
careers after graduating.
 Matador Bookstore needs to develop an internship program
for juniors and seniors so they can gain insight to what it
means to have a career.
 The applicant pool is right there: the bookstore is located on
campus.
 By better training the students working for the bookstore,
they will more likely become committed to the department
and stay there in hopes of moving towards a management
position.

18. +
Long-term Training: Mentoring
Another Form of Education
 Match an employee with a higher level employee for
mentoring.
 Will bridge the gap between management and regular
employees.
 Mentoring will give the mentor’s job more meaning and a
new way to contribute to their workplace. The mentored
individual will gain more education that will help them
perform better in the long run.

19. +
Interactive Workshops
Understanding Diversity
 Being located on a college campus, the bookstore is automatically
introduced to a variety of cultures, religions and disabilities.
 Large African-American and Latino population as well as the largest deaf
and hard of hearing program in Los Angeles.
 Monthly or bi-monthly cultural workshops to increase awareness.
Culture = Nationality, Religion, Gender, Class, and Disability.
 Apply various scenarios for employees to analyze, share their experiences,
and discuss the best way to handle the situation. (Demolish myths and
stereotypes)
 Activities to place employees in the shoes of another individual to gain
knowledge of how it feels to be misunderstood or discriminated against. This
will allow them to gain a better insight of their colleagues and customers.

20. +
Interactive Workshops Cont’d
Customer Service
 Understanding diversity will give employees a newfound
knowledge of the experiences for individuals with a different
background.
 This knowledge will be applied in their interactions with
other employees as well as customers, thereby retaining
them and guaranteeing repeat service.
 The employers will be more open-minded and comfortable
with hiring individuals of various backgrounds. (EEO)

21. +
Thank You…

22. + Inc., (2011) Human Resource
Management. Retrieved from
http://www.inc.com/encyclopedia/
human-resource-management.html
Cascio, Wayne, F. (2010) Managing Human
Resources: Diversity at Work. McGraw
Hill Company.
Cascio, Wayne, F. (2010) Managing Human
Resources: Workplace Training. McGraw
References Hill Company.

23. +
Completed by:
Akosua Sapara-Grant
Master in Business Administration
University of Phoenix
September 26, 2011

24. +
End of Presentation