I am going for an interview at Western Dental corporate office for a human resources assistant position. Somewhat nervous about the type of questions they ask for a HR position. Any suggestions? Im interviewing w/ the VP of HR and the HR manager which is a little intimidating!
This is a job description .. I want to know if onsite means working outside the office?
Be the lead Area resource for Citibank at Work on-site execution.Schedule Citibank at Work on-sites and seminars with HR Directors and business decision makers through cold-calling and telemarketing activity · Support and assist CBAW RM with onsite fulfillment.
I am entering a new career field (market research) and I am completely frustrated/annoyed by some recruiters who go strictly by the resume (i.e., experience). I am very bright, hardworking, easy to work with and generally able to figure things out on my own.
Why do some recruiters seemingly ignore ability and focus entirely on experience?
okay, first of all, i do not want to become a human resources manager
because it was one of the high paying jobs listed on the yahoo news thing.
ive wanted to be a psycologist,
but i seemed like i couldnt relate to other people’s problems,
so i decided, why dont i become the human resources thing?
please give me advice.
my mom is pressuring me to pick a job already,
she doesnt even care if i’d make minimum wage.
she wants an answer.
also, how many years in college do i have to finish?
I like my boss and these comments arent made about or toward me, but I feel quite uncomfortable sometimes. He and the HR director are friends and by going to HR I think I would be signing my pink slip. Should I contact someone else??
You’re in the fridge, get it?
The other day I put a urine sample cup in the fridge at work. It was full of apple juice with some yellow food coloring (very nice effect). Anywho, the HR VP hit the roof, along with any number of people in the building. An e-mail went out asking for the person responsible to come forward, (which I did not do nor do I have any intention of doing) so HR could resolve the situation. In other words, fire me. After no one came forward they announced that a hazmat team was going to brought in to dispose of the container. I mean, come on! Of course, that never happened. The janitor put on a rubber glove and threw it away.
The name on the sample was fake, but really funny, Penelope Persons (PP). Since this was obviously a joke, do you think that HR went too far, or was I doing something completely out of line?
I work with a company that offers services to small businesses (less than a 100 employees), as well as those that are self employeed and work out of their home in many states.
Our services are designed to protect and grown businesses by giving them access to services that BIG business enjoy, such as consultations with Accountants, Tax Advisors, HR Directors, IT Managers, Hosting a website and putting it together with unlimited changes. In addition to all of this my firm is there to protect the business legally by offering consultations, contract review, debt collection, and representation in civil suits among a few other things.
I am very excited to be involved, I am just not sure how to approach my target market. It seems people are so inundated with information that they are in a blur or they can’t see how so much could be offered for so little. I need ideas of how to get them to see it, but more importantly see me.
Thanks
I work in a union shop. (UAW). I filed a step 3 grievance on November 10, 2008. (A step three meeting is a meeting between my union rep, the international UAW rep, and management.) My union contract clearly states that my human resources manager has to schedule this meeting within five business days of receiving my grievance. My union rep presented the grievance to Joyce on November 10, 2008. (Right after I gave it to him.) I called on November 15th and asked my union rep if I had a date set for this meeting yet. Joyce had not called my international UAW rep yet. So she attempted to call one time on November 15th in front of my union rep. The UAW office had the day off as a holiday. She didn’t leave a message. My union rep then told me that she would probably get something scheduled on Tuesday, November 18th. (my shop had the 17th off as a holiday). My union rep was on vacation the week of the 17th. So I called early in the morning on November 24th to find out what was going on seeings how I had not recieved anything in the mail or any phone call. My union rep said that he had been up to Joyce’s office to ask her as soon as he saw her. Joyce said that she had not tried to contact my international UAW rep after the attempt on November 15th. She said that she would attempt to schedule a meeting by the end of the day (November 24th). My union rep said that I would probably get my response about my meeting in the mail. He also said that he could call me if I wanted him to. Well, I have yet to hear anything about any meeting being scheduled. I believe that my human resources person is purposely avoiding scheduling this meeting because SHE is the person that I had the problem with. My union rep keeps telling me that he isn’t dropping this grievance. I have been trying to get a hold of my international union rep over the last week, but he is very busy right now. What can I do in this situation? Does my company even have any say after the five days has passed? I really don’t want to go after the union. I just want my step three grievance meeting scheduled as soon as possible so that I can hopefully be returned to work as soon as possible. I would appreciate any help that I can get. Thank you.
I am thinking about sending an email to the director of HR of a company that I interviewed with last month. Long story short, the interviewers asked me questions such as:
- Why did you not list your previous supervisor as a reference?
- What year did you graduate from college?
- When you left your previous job, did they make you an offer to stay?
- What was your boss’ reaction when you resigned from your previous job?
Also – I had resigned from my mktg job last year, and focused on my job search. Since Nov., I’ve been working a PT job in Sales. One of the interviewers stated, “since you have been out of work since April, you probably havent done any work in marketing since then”
I want to keep my options open in the future if/when I want to reapply to this company. But on the other hand, that is not the only company in the area to apply for employment. Should I send the above info to the director or should I just leave ‘well enough alone’ and forget about it?
I was hired as an HR Manager at a company that had hired a lot of illegal immigrants before I was there. I found out from my boss that this was the reason the two previous HR Managers quit the job. Not to mention my Manager (VP, owner’s daughter) wouldn’t let me report an injury for an employee who burned her hand in a small fire. When I asked why, she said “we can’t report this ’cause if OSHA finds out we use illegal chemicals we will be shut down”. After numerous employees (illegal immigrants) reported having headaches, and the two miscarraiges in the department, I confronted my Manager about the illegal chemicals. She wasn’t too happy and fired me this past Friday for making a “payroll mistake”.
Can you point me in the right direction of who to call and what to do in this type of situation? I wouldn’t be able to live with myself if I found out something happened to any of the 230 employees that work there.
Did I mention they are located in front of an oil refinery.