Posted: September 13th, 2017

HR Research and Consulting Project;

HR Research and Consulting Project;

The purpose of this project is to provide you with practical experience analyzing and reporting HR-related data. Specifically, you and your team will analyze training evaluation data for the New SUPERvisor Series, a training program at Mason.
In the Spring of 2014, a group of Mason supervisors completed the NEW SUPERvisor Series program. Following their completion of the program, they were asked to complete an on-line survey regarding their experiences in the program. Please see the link to the survey on Blackboard to review the survey questions. The survey responses (data) from some of the NEW SUPERvisor participants are also provided on Blackboard.
Those wh completed the on-line survey were asked to participate in a telephone interview (conducted by an HR intern) to further elaborate on their survey responses. Please see the HR intern’s interview notes posted on Blackboard.
In addition, the bosses of participants were interviewed by an HR intern and asked to provide their feedback on the effectiveness of the New SUPERvisor program. These interview notes are also posed on Blackboard.
Your team’s task is to analyze and summarize the results of the on-line survey data and the interview responses. The purpose of your analysis and summary is to inform the Director of Training and her staff about the effectiveness of the New SUPERvisor Series.
In terms of your final report, the document you submit should include a summary of your data analysis methodology (a description of how you analyzed the data), as well as text, tables, graphs, and charts that summarize the results of your data analysis. I would also like you to provide a few targeted suggestions for how future training evaluation efforts might be improved (as in, next time we evaluate the effectiveness of this training program, what should we do differently?). There is no page limit to your report.
PLEASE NOTE: This is a research project. You are expected to conduct research to facilitate your completion of this project. Research includes the identification of relevant sources of information (such as journals, books, other reputable print/electronic media, people who are experts), and the effective incorporation of information obtained from those sources.
Examples of research might include (but are certainly not limited to) the following:
•    Research industry approaches or best practices to evaluating the effectiveness of training program.
•    Research techniques for the analysis of qualitative (text) and quantitative (numerical) survey responses.
Within the paper, you must clearly identify where and how you used research to complete this assignment. Failure to do so will have a significantly negative impact on your grade.

Notes from Interview
Boss 1
In the past three years since I have been the director we have not had to fire anyone.  This speaks to the effectiveness of the New Supervisor Series and the dialogue that is facilitated on what to look for when hiring new staff.  The supervisors have been able to create an open line of communication between their staff and effectively resolve issues.
1.     Example of employee developing supervisory skills.
•    In general the supervisors have developed in their skills.  They are more concise in their decision making and are not afraid of taking on different tasks, whereas before they may have not been as confident.
•    Setting clear expectations for staff to follow
•    Having weekly staff meetings where the supervisor gets to lead,  being support
•    Paying  attention to detail, give concise info and follow agenda at meeting
•    cares about staff
•    Tailoring meeting to needs of department
•    Being object
•    Showing  balance between business and people
2.    How have you shown support?
•    Making sure there are no work conflicts with the class
•    Learning everything, and offering advice about classes
•    Need to know expectations, accountable once they went through
•    Required to go through NSS
3.    What changes have you seen?
•    More effective, concise, self aware
•    Develop objectives, how to get there, they had a plan included the team
•    Supervisors had the “ahah” moment during Employee Relations
o    I purposely schedule this class as one of the last classes they take because of the valuable information gained from this course.  Before this course the supervisors kind of get it, it is not until after taking the employee relations class that they understand their role as a supervisor.
•    Able to understand personal vs. business
•     Justice vs. fairness when dealing with certain issues
4.    How are your employee different/new perspectives?
•    Looks at the bigger picture, our team, themselves universe
•    Responses  tailored to  their audience
•    Setting some standard responses
•    apply ideas and logic
5.    Describe their experience on search committee or when they hired staff?
•    Before pick and had- not helpful high retention
•    Establish committee hiring a-z leaders
•    Well defined
•    Prepared, how they review resume key point development questions about all candidates
•    80% student hired productive most
6.    Give examples of when supervisor had to effectively use and understand employee relations procedures and documents.
•    In three years since I have been working in Admissions, I require staff to participate in NSS have not had to fire anyone.  Speak volumes to the effectiveness of this program and the information to what is provided by the NSS.
•    Hiring right people communication line open positive reinforcement
•    Employee evaluation summary of the year one less good in three years
7.    Give examples of supervisor effectively talking about diversity EEO and harassment issues.
•    Many different population, open listening what happening
•    Aggressive parent, cultural barrier employee recognizing start to communicate
•    Listening team leaders – understand support maturity
•    Job equity required
8.    Was there any particular class that the employee learned the most?  Is there a knowledge gap or skill that the employee did not learned in NSS?
•    Employee relation- aware
•    Fish- influence to environment more aware

•    Budget and reconciliation important need to know the numbers
•    Understanding the money
•    Required class likes make up a-z hiring fish philosophy
•    Difficult conversations more aware, to be fair ethical understand

Boss 2
As a result of the New Supervisor Series I have seen one of my supervisors put more of an emphasis on employee retention by implementing more staff recognition.  As a result of participating in the New Supervisor Series they realized the importance of recognizing their staff for the work they do on a daily basis.  I have encouraged my supervisors to take advantage of the New Supervisor Series, and I have seen that It has helped them develop as professionals and new supervisors at Mason.
1.    Example of employee developing supervisory skills.
•    Agree aware of policy and procedures
•    Performance approval important process helpful
2.    Example of showing support.
•    Take time out of the day when they can
•    Talk to other members
3.    What changes have you seen?
•    Giving staff more time checking in
•    Comfort in being Mason supervisor –evaluation communication discipline important
•    Recognition- helped with retention
•    Not confidence in crucial conversations
•    Practice
4.    How are your employee different/new perspectives?
•    Accountability
•    Supportive
•    autonomy
•    Makes recognition a part of culture
5.    Describe their experience on search committee or when they hired staff.
•    Hire a lot of student staff opening staff leading/apart what that process is helpful
6.    Give examples of when supervisor had to effectively use and understand employee relations procedures and documents.
•    Crucial/ supportive
•    Using tips
•    Consulting
•    Forms in depth
7.    Give examples of supervisor effectively talking about diversity, EEO, and harassment issues.
•    Issues handled well consulting with Diversity and Equity office
•    Hiring-age
•    In general taking it seriously properly
8.    Was there any particular class that the employee learned the most?  Is there a knowledge gap or skill that the employee did not learned in NSS?
•    Mason policies and procedures
•    Is different creating ewp, hiring ( those have  been great)
•    Conduct
•    Role managing
•    Managing vs. leadership mix and match
•    Leadership courses
•    Ex: gaps can they still take the lead
•    Learning goals
•    Been through classes strongly recommended
•    Improvement of policy – mason
•    Reference points
•    other skills learning out come – need to be clearer
•    Optional classes are more leadership focused which they could somehow be a part of training
•    Coaching motivation crucial

They are all necessary effective do job all be on the same page.
Boss 3
My supervisors that have gone through the New Supervisor Series are able to better understand and apply the Mason Policies.    They have become more confident in taking action because of this program and have increased awareness about the role they play within the office and other employees.  The most beneficial course was dealing with employee relations, my  supervisors were able to confidently resolve an office issue with little to no help from me, and I would attribute that to the New Supervisor Series.
1.    Example of employee developing supervisory skills.
•    Understanding Mason and Policy
•    Answering questions
•    Confident in taking action
2.    Example of showing support.
•    Encouraging supervisors to attend
•    Answer question
•    Prepared them to attending series
3.    What changes have you seen?
•    Talk more about issues
•    Have the tool
•    Most helpful policies, benefits performance appraisals
•    Very aware of lines they should not cross
•    Know the strategies to get what they need
4.    How are your employee different/new perspectives?
•    Confident
•    Awareness of their leadership position
•    Devoted to learning more about their job
5.    Describe their experience on search committee or when they hired staff.
•    makes it an inclusive process
•    all staff must go through search committee trainings
o    provides on training as well
•    retention issue is important- haven’t seen the skill set to know if they have gotten better since taking this class
6.    Give examples of when supervisor had to effectively use and understand employee relations procedures and documents.
•    Confident
•    Understanding  focus on the behavior and not the causes
•    Learning who to talk to and when it is “messy”, to be fair and do not have to go in alone
7.    Give examples of supervisor effectively talking about diversity, EEO, and harassment issues.
•    n/a haven’t been able to observe this
8.    Was there any particular class that the employee learned the most?  Is there a knowledge gap or skill that the employee did not learned in NSS?
•    Required and optional classes
•    Course on employee relations/benefits

•    Not sure if covered in classes but to know where to go to get answers and how to develop a plan of action.
Boss 4
My supervisors have become more comfortable with their role in part because of the New Supervisor Series and time.  Some have become more confident when dealing with issues that arise between staff and are able and want to handle things on their own, not needing any assistance from me.
1.    Example of employee developing supervisory skills.
•    I have three people I supervisor Aubrey, Anne and Chris who supervise mostly students.  I t is a little difficult to how they have improved because of NSS.  They have become more confident making decisions and especially when it comes to dealing with issues related between staff.
•    They feel more comfortable
•    Anne is able to handle/ desires to handle issues within the office, does not need assistance
•    Aubrey is able to deal with issues with co-workers
2.    Example of showing support
•    Steven has also participated in the NSS program and highly agreed that the supervisors should participate in the class/ encouraging them to take class
i.    Talked with them helped them develop
ii.    Problem solving
3.    What changes have you seen
•    Audrey handling issues with co-workers/clients
•    Uses what she learned in class to handle students
•    Difficult task to learn how to hire
•    Adapting to make clients happy to run smoothly
4.    How are your employee different/new perspectives?
•    Unable to give specific examples
•    More confident
i.    Bold at attacking problems, especially early on, dealing with
ii.    Chris has gotten better understanding the  hiring process
5.    Describe their experience on search committee or when they hired staff.
•    All waged staff participate in the hiring process
•    Class aided in supervisors being more critical.  Hiring A-Z has helped them become more critical in the decision making process.   All staff participate in hiring process, so cannot fully credit the skill set to NSS
i.    Cannot say everything was due to the new supervisor series , due to practice over time , previous experience
6.    Give examples of when supervisor had to effectively use and understand employee relations procedures and documents.
•    Could not really give an example/ or has not been able to observe this
7.    Give examples of supervisor effectively talking about diversity, EEO, and harassment issues.
•     Does not apply
•    Do not have full time classified staff all or mostly student waged employees
8.    Was there any particular class that the employee learned the most?  Is there a knowledge gap or skill that the employee did not learned in NSS?
•    The NSS program has helped the  supervisors enhance their Problem solving skills giving them the tool and resources to effectively problem solve
•    Dealing with a specific in professional ways
•    Assessing qualities
•    They  enjoyed the experience
Boss 5
The New Supervisor Series has office manager to be a resource to the entire college.  Now she is more likely to work independently on projects, not that she was before but there is a difference in how she works, and confidently initiates new projects within the office.  She is applying the knowledge she gained in the New Supervisor Series to have the” best practice” whether it is hiring a new graduate assistant or knowing how to apply the different HR policies.
1.    Example of employee developing supervisory skills.
•    Valerie is a great office manager communicating with people comes naturally to her.  I was on board when she decided to want to participate in the NSS.  This program  has expanded her knowledge gave her more of an edge enhancing her job and the skills she already had, and has developed.  It benefitted the office and her  job
i.    As a result of the NSS she has been able to increase office duties
•    More independent in work given, better able to support staff
•    Logistics judgment performance after program
•    After able to delegate , screen hiring process of graduate assistants
•    Clerical work staff development, knowing the best practices
2.    Example of showing support
•    Encouraging
•    Adjusting schedule to be able to make classes
•     On the project for the class – I wanted her t o do something that really stretched her ability and skill set to benefit the office and her job as well.  Helped select project
i.    In turn helped the college of health and human services
•    Upgraded classification and has made the job evolve more than ever
3.    What changes have you seen
•    Technical skills have gotten sharper]
i.    Has been able to help other faculty, and admin
•    Sharpened skill for  Best practices for ads/interview
•    She already had the people skills to match with skills gained/sharpen in nss
4.    How are your employee different/new perspectives?
•    Valerie was already a great office manager before participating in NSS but, she has become more confident and refined in her skills after completing the program.
•    After classes even more confident than she already is in her work
•    More likely to suggest /initiate projects and task
•    Confident
•    Applying knowledge, assertive, gained new experiences.
5.    Describe their experience on search committee or when they hired staff.
•    With Valerie going through program it has really benefitted the office.  She helps with and plays a major roll with the entire hiring process- and provides administrative support
i.     She is able to Identify skills need , draft description (more independent)
ii.    timing, standardized, justification, screen qualified, schedule final interview
iii.     able to write closure,  offer letter / declination
iv.    Expectations feed system problem
6.    Give examples of when supervisor had to effectively use and understand employee relations procedures and documents.
•    Has helped  solve issue with other staff when problems arouse, able to point them in the right direction
•    Policy , system application, set criteria
•    Keeping track of search committee ( rules HR vs. EEO)
•    There last faculty office staff
7.    Give examples of supervisor effectively talking about diversity, EEO, and harassment issues.
•    Effective and proper Language to use
•    Best practices
•    Organization posting
•    Health and policy identifying supervisor
•    Grading behavior good working experience how to talk to university systems skills
8.    Was there any particular class that the employee learned the most?  Is there a knowledge gap or skill that the employee did not learned in NSS?
•    Knowing exposure to system normally in current job
•    Networking
•    Creating idea
•    Found sense of outside by encouragement
•    HR link between class and other experiences

•    Need manager understanding technology social media budget,  what ifs
i.    Spreadsheet  application
ii.    Develop  skills on own
iii.    Use effective based info system
iv.    Differences and distinctions
Boss 6
I was in full support of Susan being a part of the New Supervisor Series.   She was already a “fabulous”  support to our office but the New Supervisor Series enhanced the skills she already had and taught her some new ones in the process.  I would say that she became more aware of Mason policies and because that I think was successfully able to chair a search committee.
1.    Example of employee developing supervisory skills.
•    Knowledge of the hiring process has increased
i.    As a result asked to head search committee as the chair
ii.    Used manual from class to help her on current search committee, previously not as involved,  did not have a strong background before participating in New Supervisor Series
2.    Example of showing support
•    Helped brain storm ideas for project
i.    The project greatly benefitted the office; she developed an online manual for new student tutors, where they go to find all of their paper work and files.
•    Never had issues scheduling classes
•    Originally asked to be mentor but wanted to give her new experience so she helped her find a suitable mentor
3.    What changes have you seen
•    Susan is more aware  of Mason policy
i.    Supervises one classified staff member and waged employees
ii.    Better understanding of the hiring process , equity and diversity
4.    How are your employee different/new perspectives?
•    She is more knowledgeable  and aware of her role
•    Know what guidelines to follow
•    Where to go when support is needed
•    Has implemented some rewards and recognition  program to help keep office moral high
5.    Describe their experience on search committee or when they hired staff
•    Since the New Supervisor Series  Susan has chaired a search committee
6.    Give examples of when supervisor had to effectively use and understand employee relations procedures and documents.
•    Has  not had the chance to observe , it is not relevant to our office
7.    Give examples of supervisor effectively talking about diversity, EEO, and harassment issues.
•    More willing to talk better understanding of these policies
•    Talked a lot and gained a lot of knowledge from the classes dealing with these topics
8.    Was there any particular class that the employee learned the most?  Is there a knowledge gap or skill that the employee did not learned in NSS?
•    Wish that there was more opportunity for networking/ more group interactions
•    All classes related to hiring equity and diversity really helped.