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Tuesday, July 22, 2014

Sadie Comes Back to Talent Acquisition

I have spent the majority of the last two weeks back in Talent Acquisition, but I also spent a couple of days job shadowing the Benefits, Compensation/Organizational Design, and Employee Relations divisions of the Indiana State Personnel Department. Having nearly 30,000 employees working for the state of Indiana makes SPD very different from smaller and private sector companies. Every aspect of HR is specialized into a specific department in one centralized area. From what I’ve seen, many companies only have HR generalists who deals with all of these aspects by themselves, but within Indiana state government you have many people who are specialized in just one of the above mentioned areas as well as HR Generalists to resourcefully handle all of HR related issues within the state agencies.

Having all of these specialized HR divisions makes things very interesting. During my time with the Compensation/Organizational Design division, I learned that what they do is very complicated. They classify jobs, and determine what each individual position should be paid based upon the role’s responsibilities, 
requirements, supervision, and decision making. This is definitely not a simple task. It takes a large amount of research and investigation to determine what employees should be compensated in return for the work that they do.

The world of Benefits Administration is another piece of HR that can get very complicated as well. They stay busy everyday by helping employees with needs related to their benefits package. Those who work in the Benefits division have to have a large amount of knowledge on the benefits packages and how they work. With this knowledge they are able to help employees in selecting the right package that fits their needs, make status changes to their benefits, and ensure that employees are following their tobacco use agreement. The tobacco use agreement is a wellness initiative that asks employees who are non-smokers to sign a contract saying they will not partake in any tobacco use and in return, these employees pay a lower bi-weekly healthcare premium.

I also spent time within the Employee Relations division which was very interesting to me. They get to deal with situations related to family medical leave (FML), performance evaluations, employee investigations, Americans with Disabilities Act (ADA), Affirmative Action, and discrimination claims among other things. They are the liaison for the employees and the agencies. Personally, I consider this to be the “fun stuff.”

With Talent Acquisition, I learned about sourcing for candidates and I got to participate in the interviews for the fall HR internship program. Additionally, I was asked to source for an IT Project Manager position for one of the Recruitment Consultants. When the applications start pouring in, it’s a great feeling knowing that you were the one that put the word out there, and hopefully one of the applicants will be a perfect match for the open position.

As an intern, we get to participate in a speaker series throughout the summer. This week we got the privilege to hear two very important people speak. The first speaker was Rebecca Kubacki, District 22 State Representative, and the second speaker was none other than Governor Mike Pence himself! These were both wonderful opportunities that I would have never been exposed to had I not been in this internship. Check out our picture with the Governor!

I am super excited about spending my next two weeks with the Department of Corrections!

Friday, July 18, 2014

Intern Karen Starts at SPD!

Hey, everybody! I’m Karen Byrd, and I’m one of the summer interns at the State Personnel Department this year. I’m so happy to have been chosen to participate in this internship – it’s truly a unique opportunity to get some hands-on human resources experience, something hard to come by in the academic world.

After getting a Bachelor’s degree in Psychology from San Diego State University, I moved to Indiana when I was accepted to the Industrial/Organizational Psychology Master’s program at IUPUI.  I/O Psychology can best be described as “psychological principles as applied to human resources.” We study topics relevant to HR – like engagement, training, performance manag
ement, and compensation – and investigate what psychological principles can be used to better manage employees.  I’m really passionate about the topic, and I was really thrilled when I learned that psychology could have real-world applications that didn’t involve therapy.

As wonderful as the program was, it was intensely research-focused, and provided students with almost zero HR knowledge or hands-on experience. To counteract this, and to have something concrete to put on my resume after graduation, I completed several internships during my time at school. Despite the internships taking place at I/O consulting firms, there was precious little that interns were allowed to do – much of the consulting work in this field is either highly technical or involves talking to clients, and most firms were less than comfortable with letting students do those tasks. What this meant for me was that I spent most of the internships filling in spreadsheets and trying to look busy. Even though I now had references and things to put on my resume under “Experience,” I still had no actual experience, and the program was ending soon. 

I began searching for full-time, entry-level HR positions around the city, and applied for several with the federal government. Someone recommended to me that I should check into state government as well. So I went searching for positions with the state of Indiana and came across the Talent Acquisition internship. I applied, interviewed, and now, here I am!

This internship is nothing like any that I’ve had before. My previous internships primarily involved twiddling my thumbs, but that’s definitely not the case with this internship. In the first two weeks alone, I’ve done more hands-on work and learned more about what I’ll actually be doing in an HR job than I have during all of my other internships combined. I’ve had the opportunity to source jobs, learn new software, job shadow in several departments, check references, and verify education. I’ve been exposed to the initiatives of the upper managers and asked to participate in them. I’ll represent the department at local job fairs and summer festivals when they roll around. And we haven’t even begun rotating to the other departments I’ll visit yet!

Needless today, I’m insanely glad I sought out and found this opportunity. I can’t wait to see what I’ll learn throughout the rest of my time here!

Friday, June 6, 2014

Sadie Works with DWD

I had the pleasure of spending the last two weeks learning with the HR ladies of the Indiana Department of Workforce Development (DWD). While I was in DWD, I worked with their recruiter to put together a toolkit for the hiring managers in the WorkOne field offices. WorkOne centers are a huge part of DWD’s system and are facilities that try to get unemployed or underemployed people back into the workforce. They help people seek jobs, get information for learning opportunities, get the right skills they need for a new career, and help them file their unemployment. While I was with DWD I had the opportunity to visit one of the busiest WorkOne centers in the state. We went to get a better understanding of the job duties and skills needed for the positions within the facilities. The information that we received will be used to develop better job descriptions for the positions, as well as help in the creation of interview questions to assist hiring managers with their hiring process to ensure they are hiring the right person for each position.

These new job descriptions and interview questions are going to be put in the new toolkit I have been working on for the hiring managers. The managers are going to be able to use the toolkit to help them through each step of the hiring process. There is information in there from how to submit a request for a new position, to reference checking, to interviewing information. This toolkit should hopefully alleviate quite a few questions that the managers have when hiring new employees.

Working with DWD has been a wonderful learning experience for me. I never realized just how much work went into hiring a new employee. Thanks to the wonderful HR staff in DWD and their recruiter, I now feel that I have many tools that I can take with me when I enter the HR world. I’m excited to get back to SPD for my next two weeks. Among other things, I will be job shadowing benefits, compensation, and employee relations. This should be very interesting!

Friday, May 30, 2014

SPD Welcomes Intern Sadie!

Hello, everyone! I’m Sadie Flynn and I am the new summer intern here at the Indiana State Personnel Department. Let’s get this started off with a little information about myself. I just graduated from the IU Kelley School of Business downtown at IUPUI with a Bachelor’s Degree in both Human Resource Management an
d Business Management! Woohoo! With that being said, I still have a few classes to pass over the summer before I can actually receive my diploma. I am super excited about this opportunity with the State Personnel Department, and I am ready to learn as much as possible.

                I was introduced to this internship by one of my HR professors. She was always sending out emails about internship opportunities to her students. This internship stood out to me in particular because interns get to rotate through several different agencies to get first hand HR experience, the size of the organization is about as big as it gets, and I had heard about how great of an internship it was from previous interns. Did I mention that it’s paid? How could I pass up this chance to soak up as much knowledge as possible before I get out into the real world in August? I knew this internship would be my gateway into the HR world.

                I have only been here for a week, and feel as if I have learned more in this short time, than I did in full semester of college. For this week I was with the Talent Acquisition Division working with Nicole Russell and her amazing team of recruiters. They have been very welcoming and have provided me with a wealth of PeopleSoft knowledge. I have learned how to create vacancy request and a new job posting, how to screen and route job requisitions, how to perform an automated background check, how to send out an automated offer letter, and how to prepare a candidate for hire.  Working with this software is something I was really looking forward to doing. It is very critical to have experience with an HRIS system within the HR field, so I know this will be a great tool to carry with me. It is overwhelming the amount of work they put into hiring for just one position, and they have to do it for thousands. What this agency does on a daily basis is amazing, and it’s been a great learning experience for me. I am so excited to get to the other agencies to see what they do, and to gain even more knowledge for myself. I will be familiarizing myself with the Indiana Department of Workforce Development (DWD) for the next two weeks. I can’t wait to join DWD’s HR team to further my education in the HR world!

Wednesday, May 14, 2014

Whitney's Internship Comes to a Close

Over the past fourteen weeks, I have thoroughly enjoyed the great opportunity of working as the State Personnel Department’s Human Resources Intern. This internship has been a very beneficial experience. I have rotated between seven different state agencies and gained a lot from each rotation. This internship has great value in it. Anyone who participates in this internship has the ability to learn and experience many aspects of HR that cannot be learned in the classroom. I feel that I have grown a lot through this internship and have gained so much more than I ever would have in the classroom. I now have some real, tangible experience compared to a regular classroom setting.

I would definitely recommend this internship to anyone who is interested in the Human Resources field. During this internship, an intern will have the opportunity to shadow different departments of HR including benefits, employee relations, compensation, recruiting, and much more. An intern also gets the opportunity to shadow and work along different HR generalists in the field. This is something other internships cannot offer. The state has so many different agencies, that an intern will see and learn many different perspectives of an HR Generalist’s job. Each rotation within the agencies also offers different projects for learning. I have worked on projects such as employment checks, professional references, job descriptions, filing background checks, exit interview surveys, diversity, advertising research and so much more. An intern also gets to work on the HRIS PeopleSoft from time to time, which is a huge advantage in moving forward with an HR career.

Like I said, I have really enjoyed my spring internship, I have learned a lot, met a lot of people, and grown a lot in my knowledge of HR. This internship is an excellent way to learn Human Resources and gain experience along the way.

Thursday, May 8, 2014

Intern Whitney works with Larue Carter

This week I had the opportunity of working with the Larue D. Carter Memorial Hospital. Larue Carter is a psychiatric hospital of 159 beds, ranging in ages of 8 - adult. Larue Carter is under the Family and Social Services Administration. During this rotation I had the opportunity of shadowing one of the HR generalists. She spends most of her days very busy, multi-tasking, working on projects, and communicating with the Larue employees.

While shadowing this HR Generalist, I learned a little more about the process of getting new applicants ready for hire. I went through several applicants who were ready for hire and ran a background check for them on PeopleSoft. I then called applicants and told them to check their email to sign a release for the background check and drug screening. One thing that is unique to Larue Carter is the types of employees that are employed. While, there are many employees who are qualified (HS graduate), it is important to make sure you are selecting the right candidates to work with the patients, find someone reliable and consistent. The HR Generalist also deals with FML and puts employees back in the system upon their return. She also sets up new employee files, conducts training for new employees, and trains them how to set up their benefits.

Being able to shadow a generalist was very beneficial. I was able to see many different aspects to HR and what a generalist can work with from a day to day basis. Some important things I learned are that as a generalist you are always going to be busy and there are always going to be interruptions in your day. It is important to stay very organized, be able to multitask, and work through projects over multiple days. Because you can be interrupted so many times in a day, you may not be able to concentrate on one project from start to finish it one sitting. I was able to see how this generalist sorts through her workload. I gained some great insight from this shadowing opportunity at Larue Carter.

Thursday, May 1, 2014

Whitney Goes to DCS

For the last two weeks, I have been with the Department of Child Services (DCS) and have really enjoyed getting to know the Human Resources Generalists here. It was a good two weeks! Some of my projects at DCS were: research of Exit Interviews and reasons employees leave; research of universities that have social work programs; signing up for career services accounts at schools and posting jobs to assist with recruitment efforts for Family Case Managers.

For my first project, I researched Exit Interview responses, and specifically why employees leave. I looked at these responses as a whole as well as by region. I identified the top reasons for employees leaving and put them into a spreadsheet with data tables. I also wrote a report of my analysis and how the exit interview could be improved.

My next project was researching universities. A position that DCS is constantly recruiting is a Family Case Manager. To help in finding universities to target for this position, I researched which universities had a social work or related degree program. After I researched which universities had a social work program, I went back to those universities and signed up for their career services site. I created accounts for the schools and the rest of my time at DCS has been posting the Family Case Manager position on these career sites.

Again, this rotation has been very beneficial. A great thing about this internship is getting to rotate and do so many different projects. I learned about exit interviews that are given to employees and I got a lot of recruitment experience in posting specific jobs to specific career sites. This internship has been great and I can’t believe it is almost over. I only have one rotation left. I will be going to Larue Carter Hospital for my final rotation starting Monday.