Read:
Chapter 4 Intro (215-250) and Case 4.1 Camp Happy Valley
Do:
Prepare Ken's assignment questions for Camp Happy Valley
The Mid-term Exam next week (Week Eight) is a take-home exam. Hmmm, I wonder if we can confer on the blog, ha ha ha. It will consist of 6 questions regarding the Hibbs' Web case on page 308. No more than 1/2 page per concise, typewritten, double-spaced answer to be returned to Ken on November 10. We will also have to answer an in-class "thinking" question on November 10.
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3 comments:
I'm so happy to be out of financial analysis and into HR. Happy happy happy!
Ah, finances weren't that bad, were they?
With regard to Happy Valley Camp, Adam needs to consider these things I think:
1. 1448 phone calls needed to speak to 3 references for each of the 470-ish camp counselors hired every year. Who has time for this? Certainly not high school kids finishing up their school year, while they're also interviewing prospective staff.
2. Getting rid of reference calls (or off-setting them to admin staff) will free up super staff time for training, which they're putting off because of the admin tasks.
3. Move training date away from the end of June when the high school students are winding up their school year with exams. This way, they'll have time to focus and enjoy the training.
Any other things Adam can do? What about salary? Is it really a motivator?
I think his main role is to motivate and inspire, through program design, leadership and training.
The super staff training week needs an immediate rework: staff who are attracted to the opportunity for fun with their friends and leadership opportunities do not need a paper-based, manual-reading week as a kick-off to their year. Learning should be active, fast-paced and hands-on both for the super-staff and the regular staff.
After training, split the super staff into 2 'teams': the larger team does reference checks and the smaller team does all the pre-camp prep. If the workload on reference checks is too much for super staff, consider contracting it out with a fee increase (their clients aren't having trouble with the fees and would have trouble with a lack of reference checks). Maybe prospective staff could be asked for 4 references with a policy that at least 3 must be reached before hire to make it faster/simpler to reach references.
Reference checks are important enough for child care related jobs that they're worth the time, but they need to get them out of the way in a big blitz and move on. because they're losing good, motivated people by being slow on the position offers.
Enthusiasm, team-building, motivation need to start at super staff week and continue through staff week and right into the camps.
He needs to offload everything except program design, training and motivational activities in the start-up weeks so he can make that priority 1.
I'm out of blog time, see you tonight.
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