1. SUMMARIZE the “HR ISSUES” mentioned in the following article. Seeking technic
ID: 461332 • Letter: 1
Question
1. SUMMARIZE the “HR ISSUES” mentioned in the following article.
Seeking technicians, business owner started a class
Training program provided opportunities for workers and skilled labor for his shop.
Watford completed the One Hour apprentice program with instructor Charles Dixon (right). PHOTOS BY DAVIE HINSHAW / CHARLOTTE OBSERVER
CHARLOTTE, N.C. — Mike Fowler was worried. The owner and general manager of One Hour Heating & Air
Conditioning here was confronting a shortage of qualified technicians. The workforce was aging, and demand outweighed
supply.
“I started having this vision that the only way that we could overcome this was to train our own people,” Fowler said.
“We realized that we had to start reaching out to the young people.”
His solution: A training program that could provide opportunities for workers and skilled labor for his company.
When One Hour Heating & Air Conditioning relocated in 2013, Fowler spent close to $150,000 building a laboratory
outfitted with equipment, so students could learn through hands-on experience. Next he needed a dedicated instructor
who shared his passion.
Fowler discovered an outstanding technician on his staff had previously worked for Charles in Charge, an HVAC
company owned by Charles Dixon. Fowler contacted him.
“Mike told me what he was trying to do,” says Dixon, 46. “I’m a foster parent, and I think that helping out the
community is very important. So I was all in.”
Fowler hired Dixon to develop the curriculum and teach it. Instruction for the first class of students began in October
2015. They were recruited via high school career fairs and a local community college. The youngest was 18, the oldest 37.
They trained from 7 a.m. to noon, three days a week for four months.
The curriculum is half hands-on, and half written, and might include diagnosing problems on a piece of equipment
Dixon intentionally sabotages.
Students are also taught how to communicate with clients. They can’t smoke or swear on the job, and must submit to
random drug testing. They learn that being a technician is not a 9-to-5 job: Hours are determined by clients’ needs, and
often the weather.
Students are not paid during training, but upon completion are guaranteed a job, $1,500 worth of tools, 13 sets of
uniforms that get laundered on-site, and a company van from which to work.
Quatez Watford, 33, is one of the six who graduated in February 2016. Watford and her daughter moved from Virginia
to Charlotte in 2013. As a high school student she’d tinkered with electronics, and was seeking a new career involving
mechanical skills. She took HVAC classes at the Urban League, but without experience, was unable to find a job.
She discovered One Hour Heating & Air Conditioning through Indeed.com, when she searched the term “apprentice
technician.”
Watford remembers her sense of satisfaction when she disassembled and reassembled a piece of equipment that
resulted in no loose screws. “I’m glad that they are bringing awareness of the HVAC program to the high schools,” she
says. She laments high school students’ lack of exposure to vocations besides “car mechanics, beauticians, and the
medical field.” Her goal is to be a Level 1 technician, the most accomplished.
Reality television is bringing awareness to non-college oriented career s through shows including “Deadliest Catch.” In
2011 Mike Rowe, creator of “Dirty Jobs,” testified before the U.S. Senate Commerce Committee on changing stereotypes
about blue collar jobs.
Fowler, 57, took a nontraditional path himself: He didn’t earn a college degree, but gained valuable knowledge during a
career at UPS, which he said gave him “$2 million worth of management experience.” He’s been owner and general
manager of One Hour Heating & Air Conditioning since he bought out his brother-in-law in 2003. The company has
approximately 90 employees, about 50 who work in the field.
Fowler, whose classroom can accommodate up to 25 students, hopes to train many future technicians.
“I went to college, but college was not for me,” he says. “I have been highly successful.
“Knowledge applied is success. Knowledge not applied is nothing.”
Students are also taught how to communicate with clients. They can’t smoke or swear on the job,
and must submit to random drug testing.
Explanation / Answer
Ans:
HR ISSUES in this article are :
Representative Relations:
Fortifying the business representative relationship is an essential objective for HR offices in any association. Representative relations is the area of HR that locations worker concerns and grumblings. Moreover, worker relations authorities work to decide work fulfillment levels by managing representative conclusion reviews. Different issues the representative relations expert worries about are directing office reviews, organizing the execution administration framework and making arrangements on worker conduct and lead. The issues worker relations masters face are representative demeanors that reflect low worker spirit high intentional and automatic turnover, and researching worker objections documented with government or state implementation offices. Worker relations pros are likewise in charge of overseeing differing qualities issues and somewhat in charge of assorted qualities administration.
Training :
Training is required in for all intents and purposes each business and industry in light of the fact that each organization has its own arrangements and systems workers must take after. It is HR's obligation to make sense of how to lead the preparation with the goal that operations are not hindered or strained. The office likewise decides how instructional courses and workshops variable into the organization timetable and spending plan. Organizing with outsiders required in the preparation is additionally essential, in some cases.
Execution Management:
Building up an execution administration framework is a test for most HR divisions, on the grounds that there are such a large number of components basic to the procedure. Execution administration is the framework wherein a business can decide work fit, individual and group profitability, bent, proficient aptitude and specialized abilities.
Efficiency:
An essential objective of a human asset office is to oversee and sort out workers with the goal that they can be as beneficial as could be allowed, as this by and large prompts more income. HR work force in this manner, contemplate the quantity of individuals per shift, group assignments, motivational offers like rewards and keeping spirit high. These elements can have solid connections, so the trouble is the way to roll out improvements in one zone without excessively influencing another. It can test to make adjustments and right courses of action that don't strain the organization's financial plan.
Security:
Specialists frequently utilize gear that, if not legitimately utilized, can bring about mishaps or wellbeing issues. Notwithstanding something like a work area that is not ergonomically situated can be a potential damage source. The HR division needs to consider this when it sorts out specialists. It likewise examines assertions of perilous hardware or administrative heading.
Likewise with numerous different territories of business, this calling additionally should have the capacity to gauge results as far as exchange administration and also as far as the positive impact on business. Using measurements to decide viability is the start of a movement from seeing HR's part as absolutely an authoritative capacity to review the HR group as a genuine vital accomplice inside the association
Related Questions
Navigate
Integrity-first tutoring: explanations and feedback only — we do not complete graded work. Learn more.