Lillian Mannino is a Human Resource Manager at UC San Diego Graduate School of International Relations and Pacific Studies. Throughout her ten-year career in HR, she has experienced various changes in employee relations and data processing. As a HR manager, her objective is to maximize the strategic use of human resources. She handles recruiting and staffing, employee relations, policy development, and compensation and benefit administration. In the evolving work force, the Internet has shaped worker responsibilities through technology advancement and management. The career field of HR has changed over the years due to the Internet industry. In doing so, Lillian’s experience with recruitment and employee relations reflects the culture of risks
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According to Lillian, the role that human resources play in a business has changed from just managing employees to acting as a business partner that shares the responsibility for the deliverables with internal clients (Mannino). Before HR functioned as a support center for the management of the company. Nowadays, HR defines company wide policies and procedures while running centralized and strategic initiatives in the areas of training and development. This change has shaped the economic factors of labor as technology advancement has speed up paperwork processing and the efficiency of computer programs has allow HR managers like Lillian allocate more time in running strategic. Lillian explained how employees no longer stick to one company and potential candidates invest more time in honing labor skills and social connections that allow companies to deem them valuable assets or not for the goal of success (Mannino). According to Gina Neff, this expression of entrepreneurial values is termed as venture labor (18). Lillian experiences venture labor as a practice and ideology when she is trying to recruit new employees. As a HR manager, she expects workers to be flexible and adaptable which becomes a risk in investing on people who will bear the burden of reskilling to …show more content…
Lillian discuses how undergraduates at UC San Diego are about to enter a world of competition after graduation and the risk are stemmed from a lack of job security (Mannino). Her job as a HR manager is to understand the people who are on the job market as it evolves to hire the most suitable employees as well as to manage current employee relations. Neff explained that risk is a social factor due to new cultural attitudes towards risks (3). Recruitment plays a huge role in traditional HR departments which has allow HR to expand in the Internet industry due to adequate computer programs screening potential candidates. Lillian uses software developed by the IT department to efficiently find candidates for interviews. People applying to jobs now do not need to turn in a hard copy resume but rather go through a system to electronically submit their resume and even go through a questionnaire for screening. What ends up on Lillian’s desk is what the computer system defines as a good candidate based off electronic communication. This application process displays a culture of risk as applicants are first screened through a series of data that a computer system decides what is consider qualify for a job of a human. Only after that is when a second round of interview screening is permitted. Lillian uses this process of recruitment screening to allocate more
According to Lillian, the role that human resources play in a business has changed from just managing employees to acting as a business partner that shares the responsibility for the deliverables with internal clients (Mannino). Before HR functioned as a support center for the management of the company. Nowadays, HR defines company wide policies and procedures while running centralized and strategic initiatives in the areas of training and development. This change has shaped the economic factors of labor as technology advancement has speed up paperwork processing and the efficiency of computer programs has allow HR managers like Lillian allocate more time in running strategic. Lillian explained how employees no longer stick to one company and potential candidates invest more time in honing labor skills and social connections that allow companies to deem them valuable assets or not for the goal of success (Mannino). According to Gina Neff, this expression of entrepreneurial values is termed as venture labor (18). Lillian experiences venture labor as a practice and ideology when she is trying to recruit new employees. As a HR manager, she expects workers to be flexible and adaptable which becomes a risk in investing on people who will bear the burden of reskilling to …show more content…
Lillian discuses how undergraduates at UC San Diego are about to enter a world of competition after graduation and the risk are stemmed from a lack of job security (Mannino). Her job as a HR manager is to understand the people who are on the job market as it evolves to hire the most suitable employees as well as to manage current employee relations. Neff explained that risk is a social factor due to new cultural attitudes towards risks (3). Recruitment plays a huge role in traditional HR departments which has allow HR to expand in the Internet industry due to adequate computer programs screening potential candidates. Lillian uses software developed by the IT department to efficiently find candidates for interviews. People applying to jobs now do not need to turn in a hard copy resume but rather go through a system to electronically submit their resume and even go through a questionnaire for screening. What ends up on Lillian’s desk is what the computer system defines as a good candidate based off electronic communication. This application process displays a culture of risk as applicants are first screened through a series of data that a computer system decides what is consider qualify for a job of a human. Only after that is when a second round of interview screening is permitted. Lillian uses this process of recruitment screening to allocate more