Los Angeles Jobing Community Blogs

Our topic, “Paradoxes of Multiple Generations In the Workforce”, was presented by Tanya Butler, M.S., Employers Group Helpline Consultant. Ms. Butler’s background includes more than 25 years in Human Resources from small and mid – sized companies to Fortune 500s, across varying industries. She has been a college psychology professor and has sat on boards of directors for a variety of community nonprofit organizations. Her master’s studies emphasized community services and adult development.  

At the meeting Tanya did something amazing, non - use of PowerPoint to present the subject matter. She spoke to us on a personal level and invited us to ask questions, interact and really become a part of the learning experience. I appreciate entertaining slideshows as much as the next person but it was especially refreshing not using one.  

The presentation focused on the similarities, differences and challenges of employing Baby Boomers (1946 – 1963), Gen X (1964 – 1976) and Gen Y (1977 – 2000) in the workplace simultaneously. If you are like me and either work with Gen Y or they live in your household, your knowledge would have escalated to a new level. As a member of the Gen X age group, the least spoken about segment, its information stood out as especially interesting. A snippet of the details Tanya Butler shared with our collaborative about Gen X are:

·          The boundaries of the Gen X group are not well – defined and depending on whose using the term, dates may vary.

·          Our “X” tag evolved from our lack of social identity after the wake of the Baby Boomers socialist/constructionist movement

·          Our media persona is that of protective security moms and dads in a post 9/11 world.

·          Gen X is known as one of the most entrepreneurial and tech friendly generations in American history as we’ve driven the majority of the internet’s growth spawning billion dollar tech companies such as Amazon, Google, Yahoo, MySpace and Dell.  

Next month’s meeting is certain to be as remarkable, informative and enlightening and we invite you to participate.  

NAAAHR- Los Angeles Chapter

National Association of African Americans
in Human Resources

Presents:

Leadership, Coaching, and Mentoring Boost Camp: Rocking Your Brand with Valerie Rowe, VisionSpot Consulting

You will learn why so many organizations are introducing coaching and mentoring programs and why they are among the two fastest growing ways to develop employees. Plus learn how you can build a highly valued reputation and legacy personally and professionally that enhances the POWER to THRIVE along with proven techniques that will:  

STRENGTHEN leadership effectiveness

RAISE THE BAR on your bottom line

MAXIMIZE individual and team success

BOOST personal potential to thrive in your career  

This program has been submitted for HRCI credit approval.

Tuesday, November 6 th

6:30P - 7:00P Networking & Registration

                            7:00P - 8:00P Program

 Location Change!  Los Angeles Jobing.com Office
310.694.3671
12100 Wilshire Blvd. ,
Suite 320
Los Angeles , CA 90025

Park in Underground Structure and Bring Parking Ticket to Meeting Cost: $10
Cash only pleasehttp://www.naaahr-la.com

RSVP is a must, Click her to RSVP

Please pass on to students and professionals in the HR industry. 

888.821.0611 | T  888.821.0588 | F  info@phoenixbdg.com

 Your interview time and date have been set. What’s your next step? 

Do your homework, performing intensive research of the company, gather and create your questions. The best place to start is the company’s website. The areas you want to research and review are “About the Company”, “Mission/Vision”, “Ethics/Values/Philosophy”, and “Investor Relations.” If you know employees, probe them as well. 

Write down any and all questions that come to mind while doing your research and take them with you. Bringing prepared questions and taking notes during an interview is seen as a positive. 

Interviewer’s love it when you know about their company. Doing your due diligence gives the employer insight into the kind of employee you will be; it opens the door for more comprehensive dialogue and helps get you inside the head of the interviewer. When I was a Manager there was nothing more disappointing than taking your precious time to interview someone, giving them this host of information and when you ask them if they have anything…all you hear is crickets. 

In the “about us” you find that a company has 585,000 clients and nearly $8 B in revenue, you could ask; 

• 1.       I understand that your company has 585,000 clients and nearly $8B in revenue, what do you believe are the reasons for the company’s sustained success?
• 2.       What traits do the employees of this company possess that has led to success for this company/department/organization? 

Asking pertinent, specific questions of the interviewer will give you insight into what is expected from you, if hired.  

You read the Mission and Vision statement and discover that the company is committed and dedicated to several things; Quality products, Superior Service, Outstanding Associates, Ethics and a host of other goals, cite some of the statements and ask: