Running head: Human Resources at Messiah …kristinzummo.yolasite.com/resources/K.Zummo Practicum...Human Resources at Messiah College: Final Practicum Report 3 PRACTICUM DESCRIPTION

Running head: Human Resources at Messiah College: Final Practicum Report

Human Resources at Messiah College: Final Practicum Report

by

Kristin Zummo

Organizational Leadership

Mansfield University

for

ORL 5597-Organizational Leadership Practicum

Dr. Lisa Feil

April 27, 2012


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TABLE OF CONTENTS

Practicum Description…………………………………………………………………….………3

Goals and Activities……………………………………………………………….………….…..3

Learning and Leadership Development…………………………………………………………3-5

Practicum Impact………………………………………………………………………………..5-6

Personal Performance Assessment………………………………………………………….…….6

Practicum Critique………………………………………………………………………………7-8

Appendices………………………………………………………………………………… ....9-26


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PRACTICUM DESCRIPTION

My practicum was at Messiah College in the Human Resources Department. I was

supervised by Kathy Castonguay, Human Resources Project Manager. My practicum began on

January 3 and was completed on April 26, with one final debrief meeting with my supervisor

scheduled for May 3. To date, I have completed 166 hours of work for this practicum and

anticipate a total of 170 will be completed following final meetings and wrap-up. The main

focus of my work was in assessing the training needs of supervisors and employees within the

organization and then developing and implementing three targeted training sessions to meet the

identified needs. I also assisted in research on the potential expansion of the Human Resources

web presence through the availability of online training.

GOALS AND ACTIVITIES

Please see Appendix A for a complete chart including goals, activities and progress to date. Note

that all areas highlighted in red are new updates since the quarterly review submitted on March

30.

LEARNING AND LEADERSHIP DEVELOPMENT

This experience has been both well-timed and a strong fit for me to experience leadership

development. Professionally, eight months ago, I moved into a supervisory role that carried

increased responsibility. This Practicum has help ease the learning curve as I’ve been able to

apply the leadership skills I’ve learned. Additionally, I was able to directly relate to many of the

supervisors that I was working with because of the experiences I have having in my full-time

role.


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I have grown significantly in the area of public speaking. While this was an area of challenge for

me at the beginning of the Practicum, my time facilitating training sessions has increased my

confidence and allowed me to become increasing effective in a public speaking role. This

confidence will help me not only as I lead my own team meetings but also as I offer

presentations for colleagues at various meetings and retreats. This is an important part of my

current full-time role, and I’ve already seen the benefits of my Practicum experience. As my

anxiety about public speaking as decreased, my approach has become less methodical and the

conversation open to engagement and participation.

I have also grown in my understanding of organizational structure and dynamics. While I’ve

worked at Messiah College for 5 years, this experience has given me a more well-rounded, “big

picture” view of the organization. Through conversations with my supervisor, the development

of the training sessions, and training facilitation, I’ve been able to see the significant impact of

the diversity of roles and responsibilities of the employees. In a higher education environment,

the various types of roles that employees hold, from teaching responsibilities, to staff

coordination, to maintenance work, creates a rich employee community. However, this diversity

can also create a time-consuming dynamic that requires high specified communication,

expectations, and training for each group. While, from a singular point of view, it is often easy

to question the decision making of the administration, this experience has prompted me to look at

the organization holistically. This view has not only given me perspective, but allowed me to see

the challenge that College leadership experiences in nearly every decision it makes. All

decisions are critical, including structure, hiring, technology, (and the list goes on), and each

group must be considered and the needs balanced. This lesson in leadership has prompted me to


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continue to view every situation from the perspective of various groups, balancing the needs of

everyone involved.

Finally, my understanding of the role of supervisors has grown. While several of trainings

focused specifically on process and skill (a very managerial focus), I’ve learned that you can

increase your skills as a manager, but it’s how you implement these skills that shows your true

leadership ability. You can increase your skills in e-mail management, time management and

goal setting, but until you learn how to engage your employees in these conversations, building

trust, focusing on their growth, and the growth of your team, then your leadership skills will fall

short. Currently, I am completing a Team Leadership course as part of the MAOL program.

This emphasis on building a team, increasing team cohesion, emphasizing participation, and

achieving goals together, has fit hand in hand with my supervisor trainings. Not only was I able

to emphasize the areas of skills improvement, but also the implementation methods that would

help them be stronger leaders.

PRACTICUM IMPACT

This practicum has allowed me to engage an area of organizational leadership that has always

interested me, but that I had not been able to break into thus far in my career path. My education

and skills lend themselves well to Human Resources work, but I’ve been curious about the day-

to-day work of the department. I’ve not only gotten to see the challenges (of a small portion) of

the work completed by Human Resources, but I’ve also gotten to experience the reward of seeing

employees build relationships, share their thoughts, grow personally and professionally, and

improve their day-to-day work practices. Through this experience I’ve gotten the opportunity to

grow my skills in managing employee expectations, addressing the concerns of employees with


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varying job roles and responsibilities, and developing appropriate and useful training. Through

my Practicum work, Human Resources’ professional development publications, and the

additional experience and knowledge shared with me by my supervisor, I can firmly say that this

is an area that I am interested in pursuing in the future. While, at this point, I can’t say what type

of role I would pursue or when I would pursue it, I will be looking into opportunities to move

into the field of Human Resources as part of my long-term career path.

PERSONAL PERFORMANCE ASSESSMENT

I was very pleased with my performance on this Practicum. I feel as though I was able to offer

high quality training that met the specific needs of the employees at Messiah College. I feel as

though I was able to manage much of my work independently, limiting the College resources

required to sustain the Practicum, and seek guidance from my Practicum supervisor when

appropriate in order to gain perspective, feedback, and expand my knowledge in key areas of

learning. Based on the survey results and my supervisor’s feedback, I feel as though I met my

goals and provided a high level of service.

Regarding areas of improvement, I wish I could have dedicated more time to the online training

aspect of this Practicum. While it was a strong focus in the early weeks, as the training

development and implementation began, it became a secondary priority. Had time allowed, I

would have enjoyed providing a full framework for online training facilitation. I also wish I

could have provided a bit more focused attention to the Practicum overall, but as my full-time

job was my primary focus, my time was limited. My desire to pour additional time into this

work has helped me realize that work is Human Resources is something that I should consider

pursuing long-term.


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PRACTICUM CRITIQUE

My practicum experience has been challenging and enjoyable. My supervisor and I have a great

relationship. Our weekly checkpoint meetings and regular e-mail communication provided just

the right amount of guidance. I’ve really enjoyed the trust and freedom she’s provided me in

working independently, meeting with various staff members from several different departments,

and developing training sessions. I also appreciate her timely and appropriate feedback. She has

made an effort to continuously share Human Resources related professional development

material with me. In fact, one publication Training and Development has helped me immensely

as I frame my practicum work in the larger framework of Human Resources, higher education,

and organizational leadership. Not only has my supervisor been great to work with, the entire

Human Resources department, including the Director have been supportive. They have made

times to meet with me on various occasions, sharing their experiences, and giving me feedback

on my progress. Through this experience, I feel like I have a much stronger grasp on our

organizational culture and its related challenges, specifically from a Human Resources

perspective.

My only critique of the Practicum thus far would be in handling what I would call

“organizational politics” in my work with Information Technology as it relates to the potential

for a new software package for online training. Human Resources had some pre-existing ideas

about what type of software needs existed regarding online training. Information Technology

was resistant to both have the conversation about these needs and support the potential for new

software. This put me at the center of what seemed like a “turf war” of sorts. I’ve managed this

along the way, developing skills in cross-functional team mediation, but I wish this portion of the


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Practicum would have been better prepared or had been framed more appropriately from early

on.

Regarding suggestions for the future, I would suggest students take the opportunity to work

within their own organization. Not only is it convenient, it is a great way to get another

perspective on an organization you already know well. This allows you to have a more holistic

grasp on leadership. However, I would offer a word of caution. When you are readily accessible

to your Practicum supervisor, it can be a bit difficult to keep your job and your Practicum work

from overlapping. It takes a lot of discipline to keep the spheres separate, but it can be done.

However, the experience of working at my own organization allowed me to jump in almost

immediately, without spending the time getting to know the “spaces and faces” of a new

organization. I feel that I accomplished and learned quite a bit more by working within my own

organization than I would have an outside organization.


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Appendix A

Goals and Activities for Kristin Zummo’s Practicum: Midterm Update

Goal Area I: Discover and apply leadership theory, concepts and knowledge relevant to the

practicum setting (DLOs: 1, 2).

Learning Goals

IA: Develop my knowledge of effective employee training methods

Reviewed current training materials available to Messiah College employees

Reviewed past and current editions of the Training and Development publication,

focusing specifically on articles related to supervisor training and mobile learning

Contacted 3 other colleges to learn about their Human Resources training strategy

Offered previews of the various training session to small test group; Solicited feedback

on the effectiveness of content and delivery of each session

Offered three training sessions at 8 different sessions; Solicited feedback on the

effectiveness of content and delivery of each session

IB: Further my understanding of the leadership role of supervisors/managers within the larger

context of an organization

Review data provided by Human Resources that outlines the number of supervisors in

each area

Worked with the Human Resources staff to review the impact that supervisors have on

the organization, focusing on communication, morale, and employee retention

Offered 3 training sessions to supervisors, attentively listening to feedback during

activities and recognizing trends in needs, behavior, and impact

IC: Develop a greater understanding of the various roles and tasks, as well as related

challenges, that are common in the Higher Education environment

Develop a survey for supervisors that defines their greatest challenges and training

needs

Analyzed data from survey focusing specifically on comparisons between division of

employment and organizational challenges

Offered a formal recommendation for future training offerings to Human Resources

(Appendix C of Mid-term Review)

Offered 3 training sessions to supervisors, paying special attention to how each

division expressed their day to day work, roles, needs, and dynamic within the Higher

education environment

Goal Area II: Develop applied leadership skills (see possible Practical Leadership Skills:


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DLOs: 7a-7k)

Learning Goals:

IIA: Gain additional public speaking and group facilitation experience through employee

training presentations

Offered each of a training session to test group of participants, received feedback, and

adjusted presentation accordingly


effectiveness of content and delivery of each session adjusting my pace, style, and

presentation skills between sessions as suggested

Significantly increased my level of confidence in public speaking by speaking to

different departments and divisions for various lengths of time, facilitating

discussions, activities, demonstrations and lecture

IIB: Utilize strong planning skills to work independently to perform research and develop

supervisor trainings

Execute 30 hours of independent research and practicum related work

Set up weekly check-point meetings with supervisor; Prepare agendas for meetings

Set weekly goals, manage progress toward goals, and check in with supervisor

regularly

Manage the scheduling and execution of 20+ hours of employee training in addition to

the full-time work I have at the College

IIC: Gain a greater grasp on change management

Develop goal setting training workshop for supervisor, focusing research specifically on

assisting managers in implementing change and measuring progress

Met with Human Resources staff to understand specific change management challenges

at Messiah College as they related to organizational culture

Followed each session with a survey that asks specifically about which changes the

attendee will make immediately; Concluded a greater understanding of change potential

and pace of change

IID: Utilize analytical skills to assess a data set and, further, use that data to inform related

decisions

Gathered information through a supervisor’s survey, analyzed the collected data, and

made a recommendation regarding future training opportunities based on the analysis

Offered 8 training sessions. soliciting feedback on delivery from each attendee via online

survey; Analyze data to improve remaining training offerings


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IIE: Develop a greater understanding of technology as it relates to organizational uses and needs

Meet with Messiah College Human Resources and Informational Technology Services to

assess the current training software usage on campus

Research 4 different training technologies (BrainShark, AdobeConnect, SlideRocket,

Interactive Intelligence) that are common in Higher Education

Met with an ITS training to develop a greater understanding of Sakai (College’s online

education platform); Discuss potential options for using this platform for online training

Offered 4 email management trainings, learning through group discussion and lines of

questioning how technology affects various areas of work

Goal Area III: Engage in ongoing professional growth and assessment of leadership

dispositions and abilities (DLO: 3)

Learning Goals:

IIIA: Work with supervisor to develop trainings in areas based on my areas of skill strength

Research, develop, and implement a 2-hour Goal Setting Supervisor training

Research, develop and implement a 1 1/4 hour E-mail Management training for all

employees

Research, develop and implement a 11/4 hour Time Management training for

supervisors

IIIB: Assess my public speaking skills, making steps toward improvement throughout

practicum


effectiveness of content and delivery of each session adjusting my pace, style, and

presentation skills between sessions as suggested

Significantly increased my level of confidence in public speaking by speaking to

different departments and divisions for various lengths of time, facilitating

discussions, activities, demonstrations and lecture

IIIC: Improve my own supervisory and management skills

Spend time researching leadership development in the area of goal setting and

organizational skills

Offered 4 training sessions targeted specifically for supervisors, engaging in group

discussions about their supervisory best practices

Goal Area IV: Apply analytic skills to an organizational situation(s) based on the use of

quantitative and qualitative data (DLOs: 4, 7g). The student will assume responsibility for a


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focused area of inquiry.

Learning Goals:

IVA: Improve my understanding of organizational technology, specifically as it relates to the

training needs of a Higher Education institution

Research 4 different training technologies (BrainShark, AdobeConnect, SlideRocket,

Interactive Intelligence) that are common in Higher Education

Meet with Messiah College Human Resources and Informational Technology Services to

assess the current training software usage on campus

Offered 4 email management trainings, learning through group discussion and types of

question how technology affects various areas of work

IVB: Gain a greater understanding of the needs of managers across various organizational

divisions

Develop a survey for supervisors that defines their greatest challenges and training

needs

Offered 4 training sessions specifically targeted for supervisors, engaging in

conversation with supervisors from various divisions about their roles and

responsibilities

IVC: Develop my ability to both analyze data and make recommendations or decisions based

on that analysis

Gathered information through a supervisor’s survey, analyzed the collected data, and

made a recommendation regarding future training opportunities based on the analysis

Offered 8 training sessions. soliciting feedback on delivery from each attendee via online

survey; Analyze data to improve remaining training offerings

Goal Area V: Understand the practical application of the values of diversity, social justice,

integrity, ethical analysis and accountability, and change to promote the common good in the

practicum setting (DLO: 5

Learning Goals:

VA: Gain a greater understanding of human resource policies

Work directly with a Human Resources project manager and HR director to

appropriately develop supervisor trainings, focusing on the usage of appropriate

language and creating training within the leadership framework of Messiah College

policies

Offered 8 training sessions, working alongside Human Resources to address issues

that arise during these sessions; Communicate and educate on Human Resources


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policy when appropriate

VB: Gain a greater understanding of how the listed values are incorporated into the work of

supervisors across various divisions

Work directly with a Human Resources project manager and HR director to

appropriately develop supervisor trainings, focusing on the usage of appropriate

language and creating training within the leadership framework of Messiah College

policies

Offered 8 training sessions, working alongside Human Resources to address issues

that arise during these sessions; Communicate and educate on Human Resources

policy when appropriate

VC: Develop supervisor training to help promote positive change throughout the

organization; Focus training exercises on employee accountability

Offer 8 training sessions, promoting direct increase employee skills in the areas of e-

mail management, time management, and goal setting skills; Encourage immediate

application of skills and an increase in personal and supervisory awareness

Offer 8 training sessions, promoting education, increased efficiency and accountability


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Appendix B

Training Session Presentations and Associated Materials (See Attached Files)

E-mail Management

Powerpoint, Handout

Time Management

Powerpoint, 2 Handouts

Goal Setting

Powerpoint, 5 Handouts


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Appendix C

Training Session Summaries, Recommendations, and Survey Results

Time Management (1.5 hour sessions) Offered April 20 and April 23 Summary The e-mail management sessions seemed to be an area of challenge, specifically for supervisors. The session was structured into presenting the challenges and then offering tips on how to overcome each challenge. The time was broken up into lecture, group discussion, a video and a demonstration. This session was the least structured and most conversational of the training offerings. Attendees seemed pleased to be able to learn new skills and share their existing techniques with others. This was the most difficult to facilitate as a conversation about time management naturally lends itself to workload. While there were some tangents, I managed them in a reasonable fashion. This training was offered only to supervisors and session attendance varied from 5-10 attendees from various departments and divisions. What went well: 1. Offering this training to only supervisors allowed me to shape the time management challenges specifically toward the needs of managers. 2. The structure of the presentation, including the various discussion opportunities, demo, and video, broke up the lecture portions and kept people engaged. 3. Asking the group to share their tips and tricks created great conversation and allowed people to help one another. What could be improved: 1. Using a smaller room for this training would have been helpful. Parmer Cinema is too large (and too dark) for a small group of employees. A conversational set up in a conference room would have been very helpful. 2. Offering this course over the summer, J-term, or during a less busy time of year could have increased attendance. (There were 12 people that dropped out of this training session at the last minute due to scheduling conflicts.) 3. Having the attendees bring a printed copy of their calendars for a one to two week time period would have lent itself well to a time management exercise.


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Time Management Survey (7 Responses)

1. Please rate each aspect of the Time Management course that you attended.

# Question Poor Okay Good Great

1 Helpfulness of Information

0 1 4 2

2 Structure of delivery

0 1 2 4

3 Pace of delivery

0 2 4 1

4 Sample To-Do List handout

0 1 4 2

5 Interruption Log handout

0 1 4 2

6 Overall experience

0 1 3 3

2. Did the training provide you with new information or skills related to time management?

# Answer

Response %

1 Yes

7 100%

2 No

0 0%

Total 7 100%

3. Following the training, do you feel prepared to implement newly learned skills and

techniques into your day-to-day time management?

# Answer

Response %

1 Yes

7 100%

2 No

0 0%

Total 7 100%


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4. What was the most beneficial part of this training?

Text Response

The tools provided (both conceptual and practical) for managing time.

The reminder that I need to keep long-term priority issues on my radar each day rather than always getting sidetracked by the less impactive items...remembering the opening exercise will keep that fresh for me.

Priotizing and Procrastination

Feeling like other people were in same boat

To-Do-List

To do list

5. What could be added or changed to improve this training?

Text Response

For the amount of time that was used, I thought there was a good balance of everything and I don't think I would change anything.

Don't hink you need to increase the amount of time allotted for the session but perhaps that will be necessary. See what happens on Monday.

Nothing that comes to mind

More acutal video. We saw one small video, it would have been helpful to have more.

6. Please offer any additional comments or suggestions below.

Text Response

This was a very useful session! I'd love to do this again to follow up on the skills and tools suggested.

The presenter should have gotten away from the podium instead of standing at the same spot the entire time, except when she did her little demo.

7. How effective was your presenter at delivering this information?

# Answer

Response %

1 Not effective

0 0%

2 Somewhat effective

1 14%

3 Effective

1 14%

4 Very Effective

5 71%

Total 7 100%


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8. What is the first change you plan to make based on your new knowledge?

Text Response

I plan to implement a system like Kristen suggested for creating and using a to-do list.

Add a "waiting" section to my to-do list and prioritize today's to-do's.

A better to do list

Make an elephant trap at my office door so people don't interrupt me

I will start using the "sem" & "tt" in my employee notes.

To do list

E-mail Management (1.5 hour sessions) Offered March 13, March 29, April 4, April 26 (administrative assistants only) Summary The e-mail management sessions seemed to make the greatest immediately impact on the work-life of the employees. Because e-mail permeates the work of nearly every employee on campus, this training allowed for immediate implementation of new techniques. The session was structured into two parts. The first was a review of an e-mail processing system. This portion lasted about 20-25 minutes. The second part was an overview of the tools available through Outlook. This portion lasted 40-45 minutes. A handout was given as part of the second part of the session. Any remaining time was spent reviewing the Outlook calendar features and answering questions. This training was offered to all employees and session attendance varied from 7-30 attendees from various departments and divisions. What went well: 1. The training fulfilled a direct need, indicated by the supervisor survey that was sent and also the session attendees. The recent transition to Outlook wasn’t without training, but after several months of use these additional tools were welcomed. 2. Opening this session up to those who were not supervisors was a good move. This type of training was helpful to all employees, regardless of their supervisory status. 3. Offering the session in two parts, helped provide a framework at the beginning and then drill down into specifics. 4. Having an IT representative at the sessions was very helpful. It not only gave IT a “face,” it supplemented expertise in the areas that I was not familiar with. 5. Asking the group to share their tips and tricks created great conversation and allowed people to help one another. 6. Offering training specifically for administrative assistants allowed me to tailor the examples to the type of work they engage in on a regular basis. What could be improved:


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1. During the process of training, it was discovered that many of the Operations staff use another version of Outlook, and that professors who use Macintosh computers use yet another version. This area of use should be researched and tailored training offered. 2. I’m unsure if this would be helpful, but it could be an improvement. Move the training to a computer lab, where people could practice their new skills in real-time. (This could create a more distracted audience though.) 3. Offering this course over the summer, J-term, or during a less busy time of year could have increased attendance.


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E-mail Management Survey (22 Responses)

1. Please rate each aspect of the E-mail Management course that you attended.


1

Helpfulness of E-mail Management Process

0 2 13 7

2 Helpfulness of Outlook tips

1 2 7 12


0 0 8 14

4 Pace of delivery

0 1 4 17

5 "E-mail Management Tips"-handout

0 2 8 12


0 3 6 13

2. Did the training provide new information or skills related to e-mail management?

# Answer

Response %

1 Yes

19 86%

2 No

3 14%

Total 22 100%

3. Following the training, do you feel prepared to implement newly learned skills and

techniques into your day-to-day e-mail management?

# Answer

Response %

1 Yes

17 77%

2 No

5 23%

Total 22 100%


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Text Response

learning some of the tips

The specific tips on how to use different functions on outlook.

The first part was helpful.

The Quick steps section.

Great to have the instructor show us how to quickly do things to make Outlook work for me, rather than me feel like a slave to it.

Changing the subject line Quick Tips

Excellent presenter and knowledgeable of subject

mark as junk mail set auto rules for listservs

Realizing that I know more than I thought I did and that I do manage my emails in a very organized manner. Additional information that I gleaned from this presentation was a bonus.

There were several tips that I was not aware of before.

Helpful Tips

Realizing how easy it is to get things in order, if there were just enough hours in the day to set aside?

additional training -

It reinforced to me the need to work smarter not harder. I'm looking forward to getting my email system in place based on some of Kristin's research and best practices.

Learning new tips.

The rules to move email to another folder.

Hearing input from others in the training.


Text Response

web e-mail training

I would appreciate more organizational ideas about the best way to use folders and color coding. I've been trying to use the folders more often, but I find that if I put something in one I forget about it, so I don't like to put anything in a folder unless I've attended to it. This makes filing difficult.

This training was probably very good for folks who have desk top systems.

more help (or a separate section) for web and mac users

Asking the audience for tips they have learned about Outlook.

More attention to web-based interface

Nothing.

Not sure at this time.


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Text Response

Most of Campus events are on the web. if we could have training based on that it would be great.

Add classes for those who use web-based outlook, I feel badly they are at this disadvantage.

Kristin was very well prepared and did an excellent job with her delivery. I already knew most of the information she shared, so it wasn't all that helpful to me. I was hoping to learn some more advanced Outlook tips to win me over (I'm still a Groupwise fan).

Kristin did an awesome job presenting this!

Kristen did a super job and was very thorough. I'm glad I attended this training.

Kristin did a great job of presenting.

I do not use Outlook as extensive as others do, but some things I could implement. Each person is different and uses the options differently I think.

n/a

Kristin did a wonderful presentation. Thank you!!!

I thought the pace of the class was rather fast for me.

Kristen did a wonderful presentation, however, there didn't appear to be new material for me. Her suggestions were good, but I have already applied most of them.

Goal setting (2 hour session) Offered March 28 (Operations Only), April 25 Summary The goal setting trainings were the least attended, but I felt the conversations that were had during training were the most conducive to professional growth. The session was structured in a lecture style but was broken up various small and large group discussions, personal exercises, and brainstorming activities. During the course of the exercises the attendees were given several handouts and activity sheets to follow along with. Both sessions lasted the full duration of the 2 hour session timeframe. This training was offered to supervisors only and attendance varied from 4-7 attendees from various departments and divisions. What went well: 1. Offering this training to only supervisors allowed me to shape the goal setting challenges specifically toward the needs of managers. 2. The structure of the presentation, including the various discussion opportunities, and activities broke up the lecture portions and kept people engaged throughout the entire 2 hour period. 3. The take-home resources were especially helpful to this group. (Providing them with the opportunity to borrow a professional development book from Human Resources was also a nice touch.) 4. Hosting this session in a small classroom setting was more conducive to discussion.


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5. Hosting a session specifically for the Operations staff was helpful. (However, both sessions ended up being almost 100% operations staff.) What could be improved: 1. Offering a goal setting session geared toward each division might create more of a draw for various divisional employees. The trainer could work with the Directors of each area to determine the biggest challenges for each group. 2. Offering this course over the summer, J-term, or during a less busy time of year could have increased attendance. (There were 8 people that dropped out of this training session at the last minute due to scheduling conflicts.) 3. Offering a goal setting session specifically for those who supervise students would allow the trainer to gear the session specifically toward their challenges and opportunities.


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Goal Setting (5 responses)

1. Please rate each aspect of the Goal Setting course that you attended.


1

Information related to personal goal setting

0 1 2 2

2

Information related to helping those you supervise set goals

0 1 2 2

3 Group Excercises & Discussions

0 1 2 2


0 1 3 1

5 Pace of delivery

0 1 3 1

6 Take-home resources

0 1 2 2


0 1 1 3

2. Did the training provide new information or skills related to goal setting?

# Answer

Response %

1 Yes

5 100%

2 No

0 0%

Total 5 100%

3. Following the training, do you feel prepared to implement newly learned goal setting skills

and techniques into your work?

# Answer

Response %

1 Yes

5 100%

2 No

0 0%

Total 5 100%


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Text Response

I liked the performance style exercise and the SMART GOAL handout

Understanding the benefit of goal setting.

How to begin to set goals

finding out the diffeent personality groups and how to motivate those groups.

Looking at goals a different way.


Text Response

I actually thought it could be a little longer so we could have had more time in our small groups. I thought there could possibly be 2 trainings on setting goals--1 just for supervisors who supervise only students and 1 for supervisors who supervise part time and full time employees

More video usage.

nothing

I thought it was pesented great, and I don't think I would change anything.


Text Response

I thought the training presenter was very well spoken and used short personal anecdotes and quotes which I liked

It was quite helpful.

Kristin did a great job with the training.

7. How effective was your presenter at delivering this information?

# Answer

Response %

1 Not effective

0 0%

2 Somewhat effective

0 0%

3 Effective

3 60%

4 Very Effective

2 40%

Total 5 100%


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8. What is the first change you plan to make based on your new knowledge?

Text Response

Putting an actual date on my goal deadline. Breaking large goals into manageable chunks

I now know how to handle different types of performance styles.

Set goals for myself

I want to set up a schedule with my floor care over the summer months.

I will start setting daily goals for myself.

Documents

Running head: Human Resources at Messiah …kristinzummo.yolasite.com/resources/K.Zummo Practicum...Human Resources at Messiah College: Final Practicum Report 3 PRACTICUM DESCRIPTION