Author Archives: Gilbert Ramos

Global HR

Gilbert Ramos

Bus 311-1900

 

  1. The advantages of choosing a host-country national staffing strategy:
  • Language barrier is eliminated
  • Better understanding of local rules/laws
  • Hiring cost such as visas are eliminated

 

 

  1. Develop a compensation plan for each of the 2 countries: I would like to follow the balance sheet approach so that base pay is similar. Its also fair because it’ll allow the managers to have the same standards of living, as they did back in the U.S.

 

       United States         Mexico               UK
Salary $47,154 + 2%= $47,940 $19,697 + oversea premium $42,212 + oversea premium
Benefits/Fringe Benefits Medical Insurance

Stock options

401k plan

Vacation time

 

Medical Insurance

Stock options

401k plan

Vacation time

Medical Insurance

Stock options

401k plan

Vacation time

Fringe Benefits Employee discount

Bonus programs

Employee discount

Oversea premium

Bonus Programs

Employee discount

Oversea premium

Bonus programs

 

  • Mexico federal labor law requires a minimum of 25%
  • For the UK, Remuneration. Workers in the UK must earn at least the national minimum wage per hour

 

  1. Next, its time to develop a training plan. Training plans are important because
  • Lowers turnover- proven to reduce employee turnover by 9%
  • Less effective Managers- if managers are not exposed to training, they will pass that same energy and vibe to newer staff which will affect daily operations
  • Lower sales- if there are higher turn overs and inconsistent management, then it’ll produce lower sales

Management training plan will look as follows

  • Food safety
  • Training on key equipment
  • Marketing
  • Workplace safety
  • Inventory management
  • Employee conflict management
  • Procurement

 

 

Sources: https://www.oercommons.org/courses/human-resource-management-3/view#

https://www.salaryexpert.com/salary/job/restaurant-    manager/mexico#:~:text=The%20average%20restaurant%20manager%20salary,and%20anonymous%20employees%20in%20Mexico.

https://www.glassdoor.com/Salaries/london-restaurant-manager-salary-SRCH_IL.0,6_IM1035_KO7,25.htm

https://www.salary.com/research/salary/benchmark/restaurant-manager-salary

https://kickfin.com/blog/restaurant-management-training-plan/

Unit 11 Ethics

Gilbert Ramos

BUS 311-1900

Professor Buckler

 

The ethical issue is education during a pandemic, with COVID-19, this intensity’s ethical dilemmas in education policy and practice. The 2 sides are should students resume in-person learning or should all students be remote.

Before Wednesday’s Live session as soon as I saw my name on the group to remain remote, I said to myself no way! The reason being because this semester has been nothing but stress. Sure, last semester we had to transition to remote learning but since professors were also new to the situation, the semester was a bit of a breeze. This time around I feel the workload is more (not speaking about this class, this has to do with my computer classes). Also, professors are packed with plenty of work themselves along with emails from students that need help, that its hard to have a 1 on 1 session to go over situations you are experiencing. Another reason id prefer in-person learning is because my house is my comfort spot. I tend to get lazy or distracted. I have listened to the advice my therapist gave me and tried studying outside but I just cannot for some reason. When I am at school, I get the need to do what I need to do, or if I do not, I see others around me studying and it makes me do so.

But when I heard Professors Mom talk about her experience, it made me think otherwise and I felt like a bit of a jerk as well. As I stated earlier its mostly on how I feel and not thinking about others. Some teachers/professors are prone to getting the virus quicker because of their age. Also, like what Bucklers mom stated is that some teachers may have a significant other or live with a family member that has a medical condition. You do not want to put that person at risk. I can agree to this because my mom is a diabetic, and when I go out, I make sure I am wearing my mask and even gloves if I travel in the train/bus. Also, when I heard that professor’s mom is not even able to tie her first graders sneakers, I thought students should be remote. I know during the debate the issue with parents having to work and not being able to watch over their kids came up. As one of my group mates explained (sorry I do not remember who you were) said that there are learning pods, there is also something called schoolhouse and beyond the bell. If these do not work out, this is the time to ask family for help! As schools are once again shutdown, I feel this is the right call and that learning should continue to be remote at least until the vaccine becomes available. If not, I feel schools will continue to reopen and close.

 

Source: https://www.timeout.com/new-york-kids/things-to-do/learning-pods-for-nyc-students

UNIT 10

Gilbert Ramos

Bus 311-1900

Unit 10

As organizations face increased risks in 2020, it is imperative that the human resource department and risk management work together to help implement and ensure the safety of their employees and organization. Certain risks such as cyber-crime awareness/management and disruption to supple chain are not just new risk companies are facing but are risk that will continue to happen.

Organizations big or small, face the risk of their data breached, resulting in negative impact. Especially due to COVID 19, many people are working home and some employees may not have the necessary security on their devices at home. These cyberattacks include malware, identity theft, phishing, man-in-the-middle attacks and much more. It is important to focus on these attacks because it can result in loss of income (if your organization was hit with an denial of service attack, when your network is flooded with so many request it can damage your database), damage to data (depending on the damage, can cost you a lot), ransomware (an attacker demands a ransom in order to restore access to the data), and reputation (customers or other businesses may not want to work with you because they may think you are careless and having any type of association with you can damage their reputation as well). As stated in 13.2 Health Hazards at Work, “It is important that HR professionals work to achieve maximum security and privacy for employees” because the release of private information can be costly. This cost of Texas $1.8 million when 3.5 million state workers names, social security numbers and addresses were disclosed in public. Organizations can prevent these types of risks by using a firewall for your internet connection, making backup copies of important files, having a secure WI-FI network(s) and limit employee access to sensitive data.

Another risk to keep in due to COVID-19 is supply chain disruption. According to institueforsupplymanagement.org, about “75% of companies have experienced supply chain disruptions due to COVID-19 pandemic and the restrictions”. Many companies have uncertainty about the supply of goods because most supply of goods are from china. This can lead to financial problems such as loss of revenue. To protect your supply chain for companies that have business relationships in places like china and other countries battling this pandemic, they should consider promoting flexible working arrangements, reinforce screening protocols and focus on cash flow.

Yes, working home remotely increases cyber security risks. But I know with some of the knowledge I know regarding these attacks and how to limit myself from being exposed to these threats. Such as making sure software and security updates are up to check, the use of cloud services, making sure your company provides you with VPN access and have a long password that consist of lower case, upper case and symbols.

 

Sources https://www.oercommons.org/courses/human-resource-management-3/view#

                 https://www.ifac.org/knowledge-gateway/preparing-future-ready-                    professionals/discussion/cybersecurity-critical-all-organizations-large-and-small

https://www2.deloitte.com/global/en/pages/risk/articles/covid-19-managing-supply-chain-risk-and-disruption.html

   

Benefits & Services

Gilbert Ramos

BUS 311

 

To get the best employees out there, HR works with companies so they can add certain benefits to offer to their employees. These benefits do not only make employees happy and achieve organization goals, but they help attract and retain the best talent for critical roles. But coming up with benefit packages is not a breeze for HR managers. They need to take their time and evaluate packages that will satisfy their employees and be cautious of the cost of these benefits without effecting the employee’s motivation.

 

In today’s competitive market, organizations are changing their operations to incorporate new benefits for employees that offer work life balance and wellness. One example of this is paid time off. Employees are allowed to have a certain amount of days off which can be used either for vacation, holidays, or sick leave. For vacation employees are usually offered 9 days off if they have been working with that organization for a year. Sick leave will differ among employees but the average sick days an employee can have is about 8 days per year. Another nontraditional benefit that has really been beneficial due to the pandemic is working remotely. This is known as telecommuting. Besides working remotely to lower the rate of COVID-19, employees save money, feel more productive than at an office, working at your own pace and the organizations saves office space and supplies. Of course, there are many more nontraditional benefits organizations are incorporating but these stand out to me.

Benefits that are important and appeal to me is a 401(k) plan and medical insurance. 401(k) is important to me because the money I deposit from my check goes into my retirement. Also, if I were to leave a job, that 401(k) comes with me. There nothing wrong and more important than investing in the future.  Sadly as I did research on 401(k), there seems to be a lot of negativity. For example, according to vox.com, 401(k) “will be seen as an unfortunate interregnum, a massive waste of tax player dollars”. Savings at rates like 10% is too low and this is not good especially living in NY and the cost of living increases. Last, medical insurance will continue to be sustainable because it creasing attracts talent and boosts morale. The downside of medical insurance are the yearly cost to the company. It is up to HR managers to contain the cost while not affecting their motivation.

 

Sources:

  • https://www.oercommons.org/courses/human-resource-management-3/view#
  • UNIT 9 Lecture
  • https://www.vox.com/2019/3/27/18174385/retirement-savings-401-k

Retention

Gilbert Ramos
Bus 311-1900

If i were in Harper’s position I would feel flat out bummed out! When i worked at the high school I also faced something similar to this. My old boss was great. We chatted a lot about sports, life and about what I have planned out for the future. The day he told me that he would be leaving in the following month was hell. I had worries about who the new boss would be? how will the new boss treat me? since there were rumors that she was bringing along staff from her old job, and if i would even have my job once she comes. So a lot of uncertainty and questions during that month which felt like eternity. And when they new boss came in just as Harper states it in the study case, workload was a lot and so overwhelming. Nothing sucks more than having a great bond with a boss or even a coworker and having to see them leave. You really feel it.

After reading the “Eight effective Retention strategies”, I was stuck between a couple of options. These were, create a culture of open communication, make it a priority to help employees feel valued and don’t overburden employees. So, since I have to pick up just one it’ll be create a culture of open communication. I believe if Harper was able to freely speak her mind and talk with David even though he was busy, this could have open the door to try to work something out so she wont be so overwhelmed. Maybe even bring in talks of hiring someone new to fill Jose’s spot. Would the talk make things better right away? No, but It’ll at least be in their attention that one of their coworkers are not happy because of the workload.

The most demotivating part besides losing her old boss I would say is Harper being able to communicate with David because he is too busy managing the others. The advice I would give to help them re-engage with Harper is have a certain day of the week, and have employees come in to express themselves for a short period of time (open door policy). The downside of losing someone like Harper is the lost of productivity. Since Harper has been working for that company for awhile, getting a new employee to reach the productivity as of Harpers can be tough.

16personalities

Gilbert Ramos
Bus 311

After taking the 16personlaities, I can say that I do agree on the traits (Introverted, Observant, Feeling, Prospecting, Turbulent) and strategy (Constant Improvement). But when I say the type as Adventurer (ISFP-T) at first, I disagreed right away because when Adventurer comes to mind, I see if as someone who travels a lot or likes to be around big crowds. As soon as I began to read the introduction Is when I started to agree with my type. Examples in the introduction is how Adventurers have a certain irresistible charm when connecting with others, being an Introvert and being sensitive to others feelings.

One of my assigned strengths that really defines me here but I also see it as a weakness is easily relating to others’ emotions, helping them to establish harmony and good will, and minimize conflict (Sensitive to others). If I see a friend of mines struggling or having a hard time dealing with a certain situation my immediate reaction is finding a way to solve this problem and at least doing my best to make them feel better, even if its at least 5% better than before. Even if its in a position I have never been before, I think my hardest and try to put myself in their shoes. Why do I find this as a weakness? Because this type of effort and thought that I put to others I cannot put for myself. It is also hard for me to reach out to others if I need advice or at least some type of feed back without feeling like a burden to them.

During High school I was never the popular kid but one of my strengths that made me naturally likeable and popular was my charming personality. Yes, as an introvert at the beginning it was difficult for me to start a conversation or just click with someone right away how others will do naturally. But once I get comfortable with that person(s). Such as not trying to be someone I am not (authentic), I like to encourage others and making people feel good about themselves.

Some challenges assigned to my personality trait that play out in my personal life is being easily stressed and dealing with my fluctuating self-esteem. As stated in the results when situations get out of control I tend to shut down. For example, this semester there is one class that is always haunting me in the back of my mind. All the overthinking and stress makes me procrastinate far too much and second guess myself or my work. Having low self-esteem at work is a huge pain because I end up having low confidence in my abilities and makes me second guess. These are 2 challenges I definitely need to work on.

No, personality test is not an effective way to determine whether a candidate is right for a role because anyone can lie to make themselves look good or have great results for that role. Its is better suited to determine whether a candidate is fit for the role in an interview. I would interview that candidate in person so I can observe his body language and how well he answers situational questions. If anyone disagrees with this I am more than happy to hear your side.

Unit 4 LinkedIn

Just wanted to say thank you again Professor for making this live session possible and inviting Annie and Tiffany along. For someone who just made a LinkedIn account literally this month, I found this live session extremely helpful and important. Especially the slides from Annie! I cant quote Annie exactly but my biggest takeaway from this session is when Annie told us how recruiters search for specific keywords in your profile. This can be on your headline, job description and summary. Also another takeaway that I know others in the class can agree on is how to structure your Bio. I am still having a issue with this because I feel my Bio is not as strong as it should be.

https://www.linkedin.com/in/gilbert-ramos-1195541b2/

Unit 1

For this assignment i decided to to interview a close friend of mines name Caroline. I sent her a couple of questions. I also asked her if she can elaborate more since she was eager to talk about this topic.

These were the questions i asked her via email. Her answers go more in depth.

Job or jobs where you have experienced discrimination?

How were you discriminated ?

When this occurred,  what were your thoughts?

How did this affect you? And did it affect your ability to focus on your job?

Here is her response to my email :

I have experienced discrimination in most of my job experience and and work fields which goes about 13 years. In Retail Management, banking and customer service.

Discrimination of a female in the workplace takes many forms. I’ve been demeaned in my performance because I was on my period and was experiencing cramps. Female workers get mocked and made fun of a lot over this common occurrence in our bodies and we’re often stereotyped by it. I was taken off a project at work in one occasion because my superior who was a male was concerned I wouldn’t be able to do my best because I was on my period. Not really asking if a was well enough or not to do so. That affected my confidence over how I was perceived for quite some time.

We often also get marginalized by how we dress, or how we act with other co workers. A simple compliment can be widely misconstrued or how tight a skirt may look can be seen as provocative, how we do our makeup, how much fragrance we even use. We get constantly scrutinized and it’s quite normal sadly.

And of course, I as many have experienced the fact that I am more than capable and qualified for a higher position but was overlooked because a male banker would be more trustworthy for his intellect, advice and would be more level headed because, he didn’t have to deal with a period half of the time!

I’ve also often been disappointed to realize that my position is underpaid while a male colleague is getting paid a higher rate for the same job and with less experience and credentials.

All of the situations above have affected me greatly over the years. I’ve developed social anxiety, I find trusting my work to a male and being graded on my performance by a male very challenging. I constantly wear clothing that are baggy in certain areas, I purposely won’t wear red lipstick out of fear of being seen as scandalous. I mask my pms and any illnesses I may be having out of fear of being demoted from a job or task out of concern of underperforming because of it. And I mainly keep to myself and not converse much with workers of the opposite sex. I have witnessed a female co worker deal with sexual harassment in our retail workplace by her superior and SHE was laid off another one was given a written warning and the male in question was briefly interviewed about the matter, given a few days off work until the situation died down and resumed later his position as usual. And this is nothing new. I have to work thinking of how to protect myself to avoid these things as other females do.

I would like to be able to have an equal opportunity to a higher position
I would like to work without the worry of my appearance and gender creating a stereotyped.
I would like to be paid accordingly to my credentials and qualifications just as a male worker in the same position is.
I would like to feel safe in my workplace and be in a supporting environment that will ensure women can do their jobs safely and without fear of coming forward if one is being harassed.

When i worked at Metropolitan hospital several years ago, i remember being so happy because my boss was awesome. He was in the Marines, a gamer and was more like a friend instead of a boss. He had a loving wife and 2 beautiful children.  I worked at the hospital police department as a clerical worker. Down the line i noticed in 3 incidents where he would make woman in other departments very uncomfortable. I feel bad talking about it because i did not do or say anything because i did not want to lose my job and also because his boss always had his back no matter what. So i saw it as a lose-lose situation if i spoke up for them. He would go towards female coworkers and rub himself against them. I could see in their face that they were disgusted, embarrassed and humiliated. He then would brag to other officers talking down about woman and how he would do this and that. Whenever he would boost about this i would put my head down and just do my work because i did not agree with his actions or the way he felt about woman. He would then joke around and call me a p###y because i did not want to join in on the convos. Karma did catch on to him. He was caught on camera grabbing a coworker by the waist and trying to kiss her neck in the emergency stair case. It was said that he had done that to her countless of times but she decided to speak up and that was bad ass of her to do so.  I dont know whats he up to now, but i do know he was  definitely fired!

Gilbert Ramos

My name is Gilbert Ramos born here in NYC. I am majoring in Computer Network Technology at BMCC. This is my last semester and i want to end it on a high note! I enjoy baseball, mixed martial arts, boxing, gaming and reading comic books. I also enjoy trouble shooting.