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As an employer, I find myself educating people who complain about not being able to get a job without experience. Certainly experience in a certain skill is helpful in getting a job, but everyone gets their first paying job without paid work experience. There are jobs that require multiple years of experience. And there are jobs that can be done by inexperienced people willing to learn.Your question appears to come from someone who is a programmer - challenging the hiring of new recruits into programming jobs. You question why any employer would hire a programmer without “years of practice and an advanced education…”I will need to bookmark this question and pass it on to frustrated job searchers who ask “how do I get a job that requires experience if I have no experience?”It really is not a Catch-22 for fresh graduates. Everyone starts out at the bottom. Everyone has to get their first job. Employers know that and have a career path that includes hiring those without experience and giving them on-the-job training.If you are a programmer, how did you get your years of experience? With the exception of gaining some experience through things like volunteer work, school projects, and independent development, virtually everyone gets their programming experience on-the-job.Programming does not require years of practice and an advanced education.Practice (experience) and education are helpful, but not the only keys to becoming a programmer.I have had hundreds of software/database/system developers working for me over the years. Two of the very best had degrees in history and philosophy. Some of the most highly educated staff were the most difficult to work with.I’m not downplaying education or experience. Rather, I am saying that often other factors play a significant role in determining the quality and quantity of work from a programmer. Factors like willingness to do whatever it takes to get the job done, ability to learn, cooperation, good communication skills, etc.Working in a matrix management environment quickly shows which staff members are most highly sought after. I once managed a department of almost 200 IT professionals. They covered a broad range of experience levels, educational credentials, and technical disciplines. In a matrix management organization, project managers (PMs) do not supervise people - they manage projects. Line managers (LMs) supervise a large group of individuals and do the traditional “care and feeding” of employees. LMs do performance appraisals, coaching, training, etc. PMs request access to employees from LMs to meet the needs of their projects.So, here is the question - do PMs always request the most experienced and most highly educated employees to support their projects? No. In fact, those staff members are often the most difficult to place on projects. Most PMs need a small amount of senior staff time (e.g., Sr. system architect, Sr. s/w engineer), a medium amount of mid-level experienced staff, and a larger number of eager, junior staff members.As an old boss of mine liked to say - “you cannot have a team of all lead horses.” You need followers and grunts as much as senior staff. There is room for employees at all levels of experience. And we all have to start our lives with no experience and gain it over time.

For the novice :Understand the evolution of HRMIn 1960s ′ the subject restricted to:Personal Management consisting of :RecruitmentWage and salary administrationLabor lawsIn 1970’s the recruitment personnel found the person recruited need to be trained and developed. Hence new word coined HRD - Human Resource DevelopmentThe following functions got addedTraining and DevelopmentSkill developmentTeam managementIn 1990’s the concept got further development that human resource ha to be Managed . It becomes part of Corporate Strategy management. The new term got coined Human Resource Management .The following functions further addedStrategy ManagementHuman capital ( work force ) deploymentHuman resource planning and deploymentIn 2000 on wards ,with the Advent of Digital era and Information technology, the subject further . It has gone beyond recruitment , training, Development and management of Human resources. It is now Human Resource investment HRIThe organization is calling recruitment is capital expenditure. They work on return on investment concept ( ROI)Current role can be broadly classified as below:HR plays an integral role in the success of an organization overall -by recruiting and selecting the best candidates to fill job vacancies.Furthermore, HR continues to work closely with management teams within the company to ensure workforce efficiency.Human Resources, also called HR, derived from what was formerly known as the personnel department. The former personal department worked independently from the other departments in the organization and was primarily responsible for handling the administrative duties for the company.In essence, personnel handled the recruiting and interviewing of job candidates and the exit interviews for the employees who terminated employment with the company.Personnel were also responsible for keeping track of employees’ attendance records, employment law, administering benefits, and were pretty much reactive in supporting the needs of the organization. This was the extent of the duties that were performed by the personnel department.Nowadays, HR is proactive in the strategic planning process and the development of an organization.HR plays an integral role in the success of the organization overall –by recruiting and selecting the best candidates to fill job vacancies.Furthermore, HR continues to work closely with management teams within the company to ensure workforce efficiency.There are several facets of Human Resources today.The major functions of Human Resources are:strategic management,workforce planning and employment,human resource development,policy formulation,total rewards, labor relations, andrisk management.Let's take a look at the functions of HR and how each impacts an organization.Strategic ManagementHuman Resource professionals are proactive in planning for the future by meeting the continuous short-term and long-term strategic objectives of the organization.Workforce Planning and Employment (recruitment and selection)Workforce planning involves recruitment, selection, orientation, and exit process. Department managers collaborate with Human Resources to determine staffing needs and to fill job vacancies in a timely manner whenever the need(s) arise. The HR recruitment team strategically recruits and selects only the best candidates for the company and ensures workforce efficiency thereafter in an effort to help the organization accomplish it goals and objectives.Human Resource Development (training & development)HR is responsible for ensuring that employees receive the appropriate training (whether in-house or off-site) to adequately perform their jobs. Thus, employees will be equipped to help achieve desired departmental and company goals and objectives. Encouraging employees to take advantage of the tuition reimbursement benefit will give employees an incentive to further their education and use their acquired skills and knowledge for the betterment of the company in general. HR SPECIALIST also assists with change management and performance management needs of the organization.Total Rewards (compensation & benefits)The HR benefits team is responsible for acquiring and administering an attractive compensation and benefits package for new hires. This might include: a competitive salary range, medical and dental insurance, choice of life insurance, tuition reimbursement, 401k, flexible spending account, and more. The HR recruiter should promote and offer an attractive rewards package to those candidates who meet the selection criteria at some point during the interview process. A competitive reward package will attract top talent and hopefully retain them once hired.Most organizations use a computerized system, Human Resource Information System (HRIS) to in-put and keep track of employee data. HR compensation analyst and payroll specialist oversees the salary administrations of new hires, process payroll, employee benefits, attendance, vacation days, and maintain employees files. PAYROLL SPECIALIST also responds to employee inquiries regarding their salaries and other benefits.Policy FormulationHuman Resources keeps new hires and current employees abreast of the policies and procedures of the organization. This might include (but not limited to) the distribution of employee handbook, code of conduct manual, and performance appraisals guidelines.Employee and Labor RelationsThe employee relations team seeks to align the employees’ needs and rights with the needs of the organization. Things such as: union and non-union issues, discrimination issues, and sexual harassment claims are matters that should be handled by the labor relations department. Employers must stay in compliance with the law in making sure that every employee is treated fairly. Employees are encouraged to contact employee relations should they ever feel that they were treated unfairly or to resolve other workplace problems.Risk ManagementThe HR risk management team along with the department manager-should be proactive in detecting risk items that could pose a possible threat to the company:such as the removal of hazardous waste material from a work area within the organization.Health care institutions in particular, should take extra precautions in providing a safe work environment for its workers as well as its clients and customers.HR should provide safety training and issue handbooks to its employees to educate them on risk management issues.Employers face a legal obligation to provide a safe and hazard free work environment.Employers must also comply with OSHA (occupational safety and health administration) in keeping accurate records for all work related injuries.Concluding, understandably, some may still use the terms personnel and human resources interchangeably. However, keep in min that a HR professional’s role is not just limited to administrative duties in the company anymore, but instead, they provide continuous support in the planning process and the development of an organization.THE SEVEN WAYS (INDICATIVE)DAY 1 AND 2Step 1 understand the various recruitment methods practiced inPrivate small organizationLarger private organizationGovernment organizationNote down ,key points learnt that are to referred and rememberedDay 3&4Step2 Under stand that industrial laws governing labour and legal provisionsNote down the points governing the labour and various dispute resolution methods, Employee realtionship aspects.Day 5and 6Step 3Understand Training managementPerformance assessment managementTermination managementNote down the points that are to be referred and rememberedDay 7Step4 &5Understand policy management and development of HR policy Manual.Job description and definitionDeveloping management system procedures and in house operating proceduresNote down the points to be referred and rememberedDay 8Step 6Understand how human capital is treated as part of Company Balance Sheet and how it is linked to Return on Investment conceptsNote down the points to be referred and rememberedDay 8Stpe 7Understand the Risk Management AreasDeveloping action plan for getting employees engaged in Risk avoidance and Risk mitigation Activity (s)Note down the points to be referred and rememberedDay 9 and 10Plenty of public domain material available to conclude as belowSeven waysRecall all noted points and get an over view of the HR evolutionNote down the leading methods used by great organization in this areaUnderstand how Quality Management principles are used to run a Cost Effective HR Activity (s).Note down the famous books and journals that you can refer as guidesFrom public domain read case studies how HR related issues are handled and solvedIdentifying good HR management gurus and seek their guidanceHave self confidence that your learning will never let you down.Remember this is the first seven steps ,If you have courage to take these steps, your destination of becoming HR specialist is unstoppable.You will find your own methods to succeed.Blessings and best wishesRecently I came across this article .It may give some inputs on the subjectToday, the HR executive role is shifting to align with more forward-thinking practices.Modern human resource executives must contribute ideas and lead organizations in advancing corporate objectives.Additionally, HR executives must grow and change in parallel with their respective organizations. This is especially vital, as large enterprises grow nimbler and consumer-centric.The following 7 passages reveal a few of the relatively newer responsibilities of human resources executives in the modern work environment.Responsibility 1: Participate in Planning and DevelopmentIn the modern marketplace, human resource executives serve as strategic partners.They participate in the identification, development and execution of corporate objectives. In this capacity, HR executives align the work of their business unit to achieve company goals.The participation in company planning allows human resource leaders to gain a profound understanding of the organizational activities needed to aid in the sustainable growth of the enterprise.Responsibility 2: Provide Employees With Career AssistancePeriodically, human resource leaders conduct staff member evaluations. Today, HR professionals take an active role in helping employees advance their careers.Instead of simply grading employees on a checklist of performance points, modern human resource specialists help workers identify areas for improvement and develop specific action steps.By helping employees with career development, modern HR professionals gain deeper insight into available human capital and the availability of internal candidates for potential role succession. This helps organizations gain a marked advantage in filling future roles and meeting forthcoming market demands.Responsibility 3: Find and Recruit Employees That Advance Company ObjectivesToday’s human resource executives do more than post ads and interview job candidates to fill open positions. Modern HR executives formulate employer brands designed to attract the right job candidates.In this responsibility, human resource leaders work to promote their respective firms as highly favorable workplaces. HR executives often earn this kind of accolade for organizations by creating a positive culture and providing satisfactory compensation and benefits as ways to attract ideal work candidates.Responsibility 4: Serve as Leaders of ChangeModern human resource leaders frequently lead change initiatives for their organizations. As a result, current HR executives yield strong project management skills in their corporate toolboxes. The professionals are skilled at helping organizational stakeholders make the connection between change initiatives and strategic needs, minimizing change resistance and employee unrest.Shaping organizational culture, managing staff member satisfaction and weighing the success of change initiatives are all a part of the human resource professional’s scope of responsibility in the modern workplace.Responsibility 5: Advocate for EmployeesWhile fulfilling their role as employee advocates , HR executives play an integral part in the success of organizations. In this regard, human resource professionals contribute to building a work environment where employees feel satisfied and motivated.To promote this outcome, HR leaders deploy effective practices such as employee empowerment, goal setting and open communication, resulting in a positive culture that leads to the workforce delivering better consumer experiences.Responsibility 6: Provide Support for Domestic Violence VictimsThe Centers for Disease Control (CDC) forecasts that domestic violence can affect 1 in 4 women and 1 in 7 men in the United States.The issue has grown so prevalent that employers can no longer afford to think of domestic violence as a matter best left to the local authorities. As a result, today’s HR professionals encourage those who’ve experienced domestic violence to seek help in the workplace.To encourage this, human resource professionals promote an organisational culture where sraff members do not feel intimidated or ashamed organizational to approach to HR employees with domestic violence concerns.Responsibility 7: Ensure No Cyberbullying At WorkTraditionally, workplace intimidation took place solely in the office.Today, however, the connectivity of the internet extends the influence of bullies Internet to victims’ personal workstations and homes, an activity called cyberbullying.Employees and supervisors know that this can happen in the workplace, yet dealing with office cyber bullying may prove challenging.Despite this, contemporary human resource executives strive to eliminate this kind of negative activity in the workplace.Modern HR professionals are leaders in their organizations. The specialists sponsor the organizational mission, vision, values and goals among staff members, and they monitor and adjust organizational activities to ensure the success of various initiatives. Human resource specialists contribute to enterprises by managing the most important asset of any organization, the people who complete the daily tasks that result in productive outcomes. Their work aids in the global success of their organizations.Such article can further the learning strength of HRMThanksBeyond 10 days and moving further:Human Capital Management.Get an insight in the following ISO standardInternational Standard for human capital reportingAn organization is only as good as its people – which is why the workforce of a company is often one of its largest costs. But measuring the true return on that investment can be a tricky business. It just got a lot easier with the first International Standard for human capital reporting.It is well known that effective human resources (HR) strategies can have a positive impact on organizational performance. And with workforce costs making up to 70 % of an organization’s expenditure, it is important to get that strategy right.There are many different HR management systems and processes aimed at maximizing the return on investment in staff, but they vary from business to business and country to country, making it difficult to accurately benchmark and be internationally relevant. A new ISO standard just published provides globally agreed ways of doing just that.ISO 30414, Human resource management – Guidelines for internal and external human capital reporting, is the first International Standard that allows an organization to get a clear view of the actual contribution of its human capital. Applicable to enterprises of all types and sizes, it provides guidelines on core HR areas such as organizational culture, recruitment and turnover, productivity, health and safety, and leadership.Dr Ron McKinley, Chair of the ISO technical committee that developed the standard, said ISO 30414 will enable organizations to gain a better understanding of their impact on staff and help maximize employee contribution for long-term success.“Workforce reporting is about rethinking how organizational value should be understood and evaluated, and allowing for more data-driven decision making across workforce management,” he explained.“What’s more, by providing a number of relevant key metrics that are recognizable on an international scale, multinational companies can more easily transfer human capital information, better control their international HR activities and provide greater transparency for all their stakeholders,” he said.“But the standard is not just for multinationals. Organizations of all sizes, including small and medium-sized companies, can benefit from being able to choose the metrics that are most relevant to them.”Governments and policy makers also stand to benefit, said McKinley, by acquiring greater knowledge of human capital development in their country’s organizations in relation to others, which is important for political labour market initiatives.ISO 30414 was developed by ISO technical committee ISO/TC 260, Human resource management, the secretariat of which is held by ANSI, ISO’s member for the USA. It can be purchased from your national ISO member or through the ISO Store.HRM best practices are:Providing security to employeesSelective hiring: Hiring the right peopleSelf-managed and effective teamsFair and performance-based compensation/li>Training in relevant skillsCreating a flat and egalitarian organizationMaking information easily accessible to those who need it

Good Morning Bill,Here is one of the better worksheets I have found…be sure to take a notebook with you and take notes.Interior and exterior amenitiesAlthough you cannot always judge a book by its cover, you should not disregard the first impression created by the physical exterior and interior of each real estate brokerage firm. If the aesthetics and atmosphere of a facility do not attract you or make you feel comfortable, it is likely that consumers will feel the same way.Advertising and marketing effortsCheck out the way the brokerage promotes itself around town through real estate publications, local newspapers, billboards, and even radio and television spots. This will give you a preliminary glimpse into the:Broker’s professional policiesFirm’s reputationCompany’s ability and efforts to attract quality clienteleNature of your fellow real estate salespersons when they are featureWebsiteThe real estate company’s online presence is also significant. Websites provide you with more in-depth information about the brokerage, including its history, professional affiliations, mission statement, awards, sponsorships, and staffQualifying brokerIf you have an overall positive impression of the company’s location, office building, marketing efforts, and website, you should also schedule an interview with the qualifying broker before making a final decision. A one-on-one interview will allow you to:Get to know the professional you may one day work underEvaluate the broker’s work ethic, business approach, and professionalism to see how compatible they are with yoursObtain responses to any unanswered questions you have about the companyEstablish rapport with a fellow real estate licensee, even if you do not choose his or her brokerageEvaluate a real estate brokerageNote-taking is especially important when interviewing the broker. Either from the handouts the broker provides you, or from your conversation, determine the answers to these questions:What is the company’s market share and affiliate income range?What are the office policies and code of ethics? Are they fair and easy to understand?Will you be a regular employee or an independent contractor?What do the initiation and training programs consist of?Is there any cost involved?How will you be compensated (commission split, salary, retainer fees, bonuses, etc.)?What additional benefits are provided, if any?What is the firm’s errors and omissions insurance policy?What are the broker/company’s professional affiliations in terms of local boards, multiple listing services, and real estate organizations?What resources will you be provided to perform your duties?Which of those resources must you pay for?What other professional activities is the firm involved in, such as construction, property appraisal, and managing rentals?What are the firm’s policies on part-time work and relocation?What is the company’s market share and affiliate income range?You may be uneasy about asking for such financial information upfront. But it is imperative that you know how your potential broker and staff perform against the competition. Ethical brokers will not disclose specific names and annual compensation amounts. However, it is perfectly reasonable for you to request a general income range and the firm’s market share percentage, which fiscally responsible businesses keep on file.Will you be a regular employee or an independent contractor?Real estate salespersons and associate brokers can affiliate with a broker as either an employee or independent contractor, as defined by the Internal Revenue Service Code. There are pros and cons to each.EmployeeEmployees usually receive regular salaries, share the Medicare/Social Security tax burden with their employers, and are provided benefits—such as health insurance and perhaps stock options and retirement funds. However, their employers have more direct control of how, when, and where these affiliates perform their professional duties.Independent contractorAccording to the National Association of REALTORS®, ninety percent of licensees are independent contractors. Brokers prefer to hire independent contractors because compensation and tax requirements are simpler, and because they save money on benefits. Although contractors are fully responsible for their income taxes and receive no benefits, they are able to claim business deductions that regular employees cannot. There is also increased flexibility regarding the “when” and “where” aspects of their professional tasks. For example, floor duty is required of employees, but is technically an option for independent contractors.How will you be compensated?This question is directly related to how you affiliate with your qualifying broker. Usually, employees receive regular weekly, biweekly, or monthly salary checks, while independent contractors are paid through commission splits whenever they close a real estate transaction. All brokers have distinct policies on how commissions will be divided between the broker and participating affiliate. Ask for a copy of this policy during your interview. If the figures seem lower than other brokers, keep in mind that:This split may increase in your favor as you advance and become more successful.The broker may pay for a larger share of your affiliate expenses and supplies.You may benefit from incentive and bonus pay based on your performance. Retainer fees—funds paid to licensees to secure (or retain) their real estate services in advance—are another, less common option.What do initiation and training programs consist of?Knowing how brokers recruit, initiate, and train their licensed salespeople is also important. For example, do they hire more affiliates than they need, rush their training, and throw them into the marketplace with a “survival of the fittest” mentality? Or is their approach more professional? Marks of a good initiation and training curriculum include:Partnering you with a mentor licenseeGiving you adequate access to the broker in case questions or sticky situations ariseProviding training sessions designed to help new licensees succeedWhat resources will you receive to perform your professional duties?Find out what tools the broker will provide. Do you merely get a shared work space and phone? Or are you also provided your own desk and administrative support? Some brokers offer different levels of work space, from a shared desk to a private office, for different licensees. This may depend on such factors as annual sales, seniority, and license type (salesperson or broker). Are these and other resources spelled out in the office policy manual? If so, ask for a copy of it.What are the broker’s affiliations?The firm’s current memberships and affiliations affect its professional reputation and standing, and therefore yours if you choose to join the team. The majority of brokers are part of a local real estate board and multiple listing service (MLS). An MLS is a cooperative effort between brokers in a specific geographic region who combine their listings for mutual financial and marketing benefits. The MLS allows them to expand their presence and sphere of influence throughout their area.What is the firm’s errors and omissions insurance policy?Does the real estate firm carry errors and omissions (E&O) insurance? Although most states require this liability protection, some companies still do not have it. In some states, licensees who work as independent contractors are required to obtain and pay for their own E&O insurance policies.Errors and omissions (E&O) insurance protects real estate firms, escrow businesses, and their staff members from liability in cases of negligence or incidents in which errors are made in spite of all effort to act in a legal, ethical, and appropriate manner. E&O insurance does not cover fraudulent acts, and most policies also exclude transactions involving property owned personally by licensees or the company. However, it does cover honest mistakes that may be made in the course of day-to-day business.The answers to these questions will help you choose the best real estate broker to work for as you begin your new and exciting career in real estate.