You are on page 1of 7

Rebecca Nicholson

Prof. Fick
March 9, 2015

LDR 625 Student Competency Assessment & Development Plan


INSTRUCTIONS: By the end of Week 2, please complete the 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
PreBasis for
PostBasis for Post-Course
Course Pre-Course Course
Self-Assessment
SelfSelfSelfAssess Assessment Assess
ment
ment
(Scale:
(Scale
1-5)
1-5)
1.1. Demonstrates
2
I know
4
This class has given
basic knowledge
some of
me tools and
of employ
what it takes
knowledge that I will
management
to be hired
need in the future to
principles,
and the
be able to properly be
policies, and law
paperwork
able to manage
in relation to
only
employees as I move
hiring,
because of
up in the medical
promotion, or
the recent
field. Some of these
dismissal
job changes
tools are, but not
that I have
limited to, finding a
made.
new employee with
the right fit for the
company, rewarding
employees for a job
well done. Keep track
of the good things
that the employees do
not just the bad.

Post Course SelfDevelopment Plan

This class has set a


good precedent of a
solid foundation for
what is needed for
being a manager
that also doubles as
an HR person. The
best way to develop
this skill would be
real life experience
as I progressively
work my way in to
more managerial
positions in the
future.

1.2. Applies human


resources policies
and procedures.

Just
knowing
what the
policies and
procedures
are make it
easier to
hold
employees
to them. I
have not
been in a
position to
apply these
issues.

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)

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

I have
learned
what not to
do as an HR
manager
from my
previous
manager.
She would
share
everything
with
everybody
and it was
not a
pleasant
place to
work.
I am not
very
familiar
with this
practice.

I have gained a basic


knowledge of the
human resources
policies and
procedures. I do not
currently work in a
position with this, but
I understand about
what is needed and
that these policies are
protecting employees
and their personal
information. Policies
and procedures are
set for a reason and it
is only fair that these
be followed the same
for each employee.
Employees should
feel safe in their work
environment from
harassment from
whatever it is that
makes them different.
Anybody should be
given a fair
opportunity to apply
for and obtain
employment. But
there is a lot that I
still need to learn as I
continue to work with
people.

This is a give and


take. It is not always
about having to
fulfilling either side.
It is about the greater
good as a whole and
making compromises
on both sides to give

Rebecca Nicholson
Prof. Fick
March 9, 2015
Continue to treat
people fairly and
know what issues
are not okay to
discuss outside of
the office. By
putting these skills
to use in the
occasional instance
that I am
responsible for
sending payroll to
the accountant will
help lead to a better
understanding in
the future.

Even though I feel


that there is a lot
that I still need to
learn about this
subject, real life
experience in the
work force and
being fair to
everyone is the best
way to help avoid
getting into trouble
with these Acts.

I do not currently
have any current
experience with
this issue, but I
believe this class
has given me a
stepping stone to
make sure that if I

Rebecca Nicholson
Prof. Fick
March 9, 2015
mediation)
the best deal for the
ever find the need
employees and the
for working with
company.
union/labor
Negotiations are not
principles that I
always easy but with will be confident to
unions they are a
research the
necessary part of the
information that
business. Never go
will help in that
into negotiations with instance.
a firm We will not
budge attitude that
will never work. It is
about opening up the
lines of
communication to
find a common
ground that will help
all parties involved.
Competency Level 2 - Uses Alternative Compensation and Benefit Programs
Competency
PreBasis for
PostBasis for Post-Course
Post Course SelfCourse Pre-Course Course
Self-Assessment
Development Plan
SelfSelfSelfAssess Assessment Assess
ment
ment
(Scale:
(Scale
1-5)
1-5)
2.1. Conducts job
3
Previously it
3
I currently do not
I believe that I will
analysis,
was a semiuses these tools on
learn more about
evaluation, and
annual
another employee.
this topic in the
grading
action for
This is important to
future as I move
employees
make sure that the
more into a
to fill out a
employees are doing
managerial
survey on
what needs to get
position.
all the codone and efficiently.
workers in
It also allows an
the building
employer to evaluate
at my
and see how the
previous
employee fits in
employer.
with the culture of
the company.
2.2. Uses
1
Not sure I
3
I do not personally
Watching and
compensation
have heard
use compensation
learning from the
surveys
of these
surveys at this time,
current office
previously.
but I have learned
manager as to how

2.3. Understands
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
some of the
concepts but
have never
used these
practices.

Rebecca Nicholson
Prof. Fick
March 9, 2015
this semester that it is she helps to stay
important to be fair
competitive within
when it comes to
the local area in
employees wages
pay is helpful.
and benefits. What is Knowing what the
being paid needs to
average pay is in
be fairly similar to
the area, is helpful
the surrounding area
to know when
or you are going to
offering a new
have a tough time
employee a job. By
retaining an
always looking
employee if they can outside of the
go next door do the
company for what
same job and get a
is going on around
higher salary.
them is a good way
However it is also
to continue to grow
important the salaries and learn about
paid fit with the
this.
budget. Sometimes
this means moving
schedules around so
that employees do not
get overtime pay is
what I have seen
done.
I have learned that it
Continuing to stay
is not just the paid
educated in this
wages of the
area is important,
employee, one needs especially when
to consider all of the
benefit packages
benefits that an
are continually
employee received
changing. Plus I
and any insurances or believe that this is
taxes that will need to also something that
be paid for the
will be trained on
employee. Most
in on the job
health care employers training as to what
try to staff enough
the specific
people to cover the
company will want
shift without having
their employees to
to pay anyone over
have. Some
time and this will
employers pay on a
help keep the wages
pay scale, others
lower than if there
based on

were people that were


always working
overtime getting paid
more per hour.
2.4. Uses
compensation,
benefit, and
incentive
programs to
optimize
performance of
diverse employee
stakeholders

Employees
that are
happy are
more likely
to go above
and beyond
to help the
company
achieve
their goals.

2.5. Conducts
performance
assessments

I know this
is important
but I find it
difficult to
do
performance
assessments.
Even when
it was just
on coworkers.

I have learned that it


is important to build
up employees and
continue to recognize
their efforts even if in
just a small way.
Employees that feel
valued will work
harder and strive to
reach the goals that
are set for them. Thus
achieving any
incentives that are set
out for them.
Employees in
companies like this
are less likely to call
off of work because
they are happy with
what they are doing.
Conducting
assessments of
employees on their
performance is a key
role in keeping the
employees happy.
They want to know
when they are doing
a good job. They like
that pat on the back
telling them that they
are continually
contributing to the
success of the
company. Do these
on a regular basis to
ensure that
employees are always
encouraged to

Rebecca Nicholson
Prof. Fick
March 9, 2015
experience and
education while
still attempting to
compete with the
area around them.
Learn what
motivates the
employees. This
can help to build an
incentive program
that the employees
will want to
achieve.

By providing
encouraging words
to employees and
co-workers. Make
sure that the
employees feel
valued. Continue to
educate myself in
ways to build up
employees and to
make sure that
every assessment
counts.

Rebecca Nicholson
Prof. Fick
March 9, 2015
continue to strive for
the goal.
Competency Level 3 - Aligns Human Resource Functions with Strategy
Competency
PreBasis for
PostBasis for Post-Course
Post Course SelfCourse Pre-Course Course
Self-Assessment
Development Plan
SelfSelfSelfAssess Assessment Assess
ment
ment
(Scale:
(Scale
1-5)
1-5)
3.1. Aligns human
2
I understand
4
HR can be
Know what the
resource functions
the concept
responsible for hiring organizational
to achieve
that HR
employees. When
strategic outcomes
organizational
needs to
doing they are
are for the
strategic outcomes
keep the
looking for people
company when
company
that will help to move advertising a
heading in
the company forward. position and
the right
It can be a difficult
incorporate this
direction by
task. However
into the message.
hiring
employees that are
Learning how to do
employees
happy in their
this more
that will
position will want to
efficiently could be
fulfill the
help the company to
through
mission of
achieve their goals.
conferences of
the
Also knowing what
professional
company.
kinds of incentives
medical
and benefits packages associations and/or
will help to attract the the connections
employees with
that a person makes
values that are
at such places.
aligned with the
Never stop
company is
learning. It is
important.
important to always
look for sources
outside of the
company for
examples of how to
incorporate new
ways a recruiting
into the company
as well.
3.2. Understands
1
I am not
4
I find that it is very
Continue to
the importance of
sure if I
important to be able
encourage people.
aligning
understand
to make sure that
Finding the right

recruitment and
selection, job
design and work
systems, learning
and development,
reward and
recognition, and
succession
planning

this concept
or not.

Rebecca Nicholson
Prof. Fick
March 9, 2015
people to fit the
position, do not just
hire someone that
would be okay,
make sure that the
person works.
Making sure that
the employees have
the necessary tools
in order to perform
their jobs
efficiently without
disruption. Have an
open door policy
and truly listen to
the employees
concerns.

when looking for a


new employee to fill
a vacant position that
this person also fit
with the companys
culture. Even though
they may see some
things differently, it is
important that every
employee that is on
the team is working
toward the same
common goal of
leading the company
into the future. When
things are going good
recognize the good
that the employees
are doing in their job.
They need to know
that they are
important to the
company.
SOURCE: National Center for Healthcare Leadership (2013), Used with permission.