This will be my concluding post on this blog. With my job beginning last Wednesday, I have know reached my destination. And so begins a new journey perfecting my skills and building my knowledge through experience.
Jimmy Ockey
Saturday, August 2, 2008
Friday, July 25, 2008
Interview tips
I was having a conversation with an recruiting expert yesterday. In discussing interviewee techniques, two points came up on ways to improve answers to interview questions.
1. situation, action, result. - There are various takes on this but the concept is the same. What was the situation, what action was taken, and what was the result. To improve this process, in preparation, the interviewee can anticipate the behavioral questions based on the competencies for the job being applied for and then choose the situation where the greatest results were achieved.
2. situational questions - When dealing with situational questions or being given a hypathetical situation, a four step process can generally be applied which can strengthen your answers: 1) determine resources; 2) get input from resources; 3) develop a plan; and 4) follow-up or assess the plan.
For example, Assume you are a supervisor and one of your subordinate employees consistently arrives late to work. What action would you take?
1) determine resources - my resources would be the subordinate employee, the employee's file, and my employee handbook
2) get input from your resources - it is important to find out the details of the problem from the employee, I would also look at the employees file to determine if this is a reoccuring problem. I would consult the employee handbook regarding the tardiness policy.
3) develop a plan - together with the employee, I would develop a plan to help the employee get back on track. Perhaps I would use an EAP, if the employee requires it.
4) follow-up - finally, I would set a date to meet and evaluate how the employee is progressing on meeting his or her goal.
1. situation, action, result. - There are various takes on this but the concept is the same. What was the situation, what action was taken, and what was the result. To improve this process, in preparation, the interviewee can anticipate the behavioral questions based on the competencies for the job being applied for and then choose the situation where the greatest results were achieved.
2. situational questions - When dealing with situational questions or being given a hypathetical situation, a four step process can generally be applied which can strengthen your answers: 1) determine resources; 2) get input from resources; 3) develop a plan; and 4) follow-up or assess the plan.
For example, Assume you are a supervisor and one of your subordinate employees consistently arrives late to work. What action would you take?
1) determine resources - my resources would be the subordinate employee, the employee's file, and my employee handbook
2) get input from your resources - it is important to find out the details of the problem from the employee, I would also look at the employees file to determine if this is a reoccuring problem. I would consult the employee handbook regarding the tardiness policy.
3) develop a plan - together with the employee, I would develop a plan to help the employee get back on track. Perhaps I would use an EAP, if the employee requires it.
4) follow-up - finally, I would set a date to meet and evaluate how the employee is progressing on meeting his or her goal.
Tuesday, July 15, 2008
CHRP Candidate
Great news everyone. I finally received my results from the National Knowledge Exam I wrote back in May 2008. I am now offically CHRP Candidate status. I am now looking forward to preparing to write the secord part of the exam, Professional Practice Assessment in late 2009.
Thursday, June 26, 2008
Networking
Being a member of BC HRMA has great benefits. Recently I have been attending the round table groups. Such groups include: Recruiting, Training & Development, Generalist. Each group provides a chance to gain insight on practices within other companies and network with other HR professionals. One interesting situation happened to me while sitting in on a roundtable last week. I had decided to start a conversation with the person sitting next to me. I introduced myself and then she introduced herself. When I asked her where she works, she mentioned the name of a local gaming company. Surprised, I explained my background and interest in pursuing a HR career within the video game industry. We ended up exchanging information.
Bookworm II
I have been reading the book "Hiring, Managing and Keeping the Best: The Complete Canadian Guide for Employees" by authors Monica Beauregard and Maureen Fitzgerald. This great book really outlines the steps that should be taken in staffing and retention efforts. The book even provides structured samples to give readers a idea of format and content. Those with recruiting experience will find the read may provide additional ideas on how to approach certain staffing and retaining efforts.
Informational Interviews
I have been building up my network through informational interviews. Yesterday, I had an interview with a recruiter at a local game studio. I had prepared a list of questions including:
- what are some of the differences in working at an independent develop and a producer/ developer?
- how is the strategic value of HR preceived in your company?
After some discussion and mention of my other interviews, he asks me; from you discussions with of HR professionals, what are some of the issues employees have?
This was not a direct question I had asked but had come up indepentdently through discussion. However, I thought it was a great question to add to my list.
- what are some of the differences in working at an independent develop and a producer/ developer?
- how is the strategic value of HR preceived in your company?
After some discussion and mention of my other interviews, he asks me; from you discussions with of HR professionals, what are some of the issues employees have?
This was not a direct question I had asked but had come up indepentdently through discussion. However, I thought it was a great question to add to my list.
Friday, June 6, 2008
New Resume
JIMMY RAE OCKEY
jimmyraeockey@hotmail.com
SKILLS & EXPERIENCE
STAFFING
· performed job analysis and prepared detailed job descriptions
· implemented and monitored processes for attracting qualified candidates
· screened, tested, interviewed and hired staff on contract basis for small private college
· developed questions for both situational and behavioral interviews
· developed and implemented orientation policies and procedures for new employees
TRAINING & DEVELOPMENT
· designed development programs with specific learning objectives to meet the training goals
· facilitated the delivery of development programs to groups and individual learners; used a variety of teaching methods (e.g. classroom, role play, games)
· established measurement tools and processes to evaluate development and training programs for effectiveness relative to the needs of the individual.
HR PLANNING
· forecasted HR supply and demand needs for growing private college
· researched, analyzed and created reports on potential HR issues affecting the college and on job opportunities for its students
· encouraged interaction between the college and its stakeholders (e.g. Private Post Secondary Education Commission, animation and video game studios, associations, and vendors)
EMPLOYEE RELATIONS
· developed, updated, communicated and provided support for HR policies
· developed a conflict resolution for resolving conflicts between school, staff, and students
· recommended action in response to known and suspected incidents of conflict
HR INFORMATION MANAGEMENT
· developed systems and procedures to improve employee record keeping and meet the standards of fairness and privacy
· assisted in the design and implementation of a computerized database system
EMPLOYMENT HISTORY
ENGLISH LANGUAGE INSTRUCTOR/ PROGRAM COORDINATOR, 2004-08
Nova Group/ G-Education, Oita, Japan
INSTRUCTIONAL SUPERVISOR, 2002-04
College of Interactive Arts, Vancouver, BC
ANIMATION INSTRUCTOR, 2001- 02
College of Interactive Arts, Vancouver, BC
COMPUTER ANIMATOR, 2000-01
Mainframe Entertainment, Vancouver, BC
PRODUCTION ASSISTANT, 2000
Mainframe Entertainment, Vancouver, BC
EDUCATION & PROFESSIONAL DEVELOPMENT
Bachelor of Science, Business Management, 2007
University of Phoenix, On-line
Diploma in Digital Arts, 2000
Center for Digital Imaging and Sound, Burnaby, BC
CHRP - currently working towards designation
Canadian Council of Human Resources Association
PROFESSIONAL AFFILIATION
BC Human Resource Management Association (BCHRMA), 2007-present
TECHNICAL PROFICIENCIES
Microsoft Office Suite: Outlook, Word, Excel, PowerPoint, Access.
Computer Animation Software (i.e. Maya, Soft Image, 3DS max)
REFERENCES
Available upon request
jimmyraeockey@hotmail.com
SKILLS & EXPERIENCE
STAFFING
· performed job analysis and prepared detailed job descriptions
· implemented and monitored processes for attracting qualified candidates
· screened, tested, interviewed and hired staff on contract basis for small private college
· developed questions for both situational and behavioral interviews
· developed and implemented orientation policies and procedures for new employees
TRAINING & DEVELOPMENT
· designed development programs with specific learning objectives to meet the training goals
· facilitated the delivery of development programs to groups and individual learners; used a variety of teaching methods (e.g. classroom, role play, games)
· established measurement tools and processes to evaluate development and training programs for effectiveness relative to the needs of the individual.
HR PLANNING
· forecasted HR supply and demand needs for growing private college
· researched, analyzed and created reports on potential HR issues affecting the college and on job opportunities for its students
· encouraged interaction between the college and its stakeholders (e.g. Private Post Secondary Education Commission, animation and video game studios, associations, and vendors)
EMPLOYEE RELATIONS
· developed, updated, communicated and provided support for HR policies
· developed a conflict resolution for resolving conflicts between school, staff, and students
· recommended action in response to known and suspected incidents of conflict
HR INFORMATION MANAGEMENT
· developed systems and procedures to improve employee record keeping and meet the standards of fairness and privacy
· assisted in the design and implementation of a computerized database system
EMPLOYMENT HISTORY
ENGLISH LANGUAGE INSTRUCTOR/ PROGRAM COORDINATOR, 2004-08
Nova Group/ G-Education, Oita, Japan
INSTRUCTIONAL SUPERVISOR, 2002-04
College of Interactive Arts, Vancouver, BC
ANIMATION INSTRUCTOR, 2001- 02
College of Interactive Arts, Vancouver, BC
COMPUTER ANIMATOR, 2000-01
Mainframe Entertainment, Vancouver, BC
PRODUCTION ASSISTANT, 2000
Mainframe Entertainment, Vancouver, BC
EDUCATION & PROFESSIONAL DEVELOPMENT
Bachelor of Science, Business Management, 2007
University of Phoenix, On-line
Diploma in Digital Arts, 2000
Center for Digital Imaging and Sound, Burnaby, BC
CHRP - currently working towards designation
Canadian Council of Human Resources Association
PROFESSIONAL AFFILIATION
BC Human Resource Management Association (BCHRMA), 2007-present
TECHNICAL PROFICIENCIES
Microsoft Office Suite: Outlook, Word, Excel, PowerPoint, Access.
Computer Animation Software (i.e. Maya, Soft Image, 3DS max)
REFERENCES
Available upon request
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