Internship Overview Hired as the Talent Management Intern on October 12th, my responsibilities were to support the board recruitment strategy, manage the employee engagement initiative, and assist in additional HR functions. Board members at El Hogar serve two year voluntary terms and the current board believed that a job analysis was needed to ensure that the job description, specifications and requirements would attract individuals who would be the appropriate fit for those positions. The board consists of six positions: The President, Vice-President, Secretary, Treasurer and additional board members. Working closely with the Human Resources & Operations Director (Virgil Hernandez), I collected data on the requirements of the various board …show more content…
I was to develop an employee engagement survey based on the components that influence the El Hogar work environment, but after learning that the senior management primarily wanted the data to mitigate the attrition of their teaching staff, the survey’s audience was changed from all El Hogar staff to just the teaching staff. The constructs featured in the El Hogar del Nino 2018 Teacher Engagement Survey were developed using existing models referenced in previous Elmhurst courses, literature on engagement surveys in similar industries and recommendations from both the client and internship supervisor. Our findings suggested that teaching staff between the ages of 18 to 29 years old were the least engaged and often cited issues with communication with management, the existing performance management system and sacristy of teaching staff resources. Using this data, we proposed solutions to support staff well-being, improve communication systems within El Hogar, improve existing management practises and review the existing rewards & recognition …show more content…
Once this data to be collected is determined, the next step is to decide on a method of gathering it. This could be by direct observation of a job incumbent, interviewing or surveying people with knowledge of the position(s), reviewing organizational records (existing analysis and performance data) and studying job data from similar organizations (Wickert, 1980). While the sources of job data could be any individual familiar with the position (incumbents, supervisors, executive management etc.), previous job analyses and other written documents detailing the position. Both the method and sources are limited by the who and what is available to the person conducting the analysis. The units of analysis refer to how all the collected data is then summarized. This could be in the form of the job duties, tasks, activities, worker characteristic requirements, job dimensions, etc (Ash