Question

Imagine you are the Hiring Manager for the Human Resources Division at Starbucks. You are searching for a Corporate Wellness Regional Manager to oversee Employee Health in the states of Ohio, Michigan and Pennsylvania. Knowing what you do after completing HED 360, identify the top 3 job skills needed by this individual and also list the five questions you would ask these candidates and why.

Please write four paragraphs

Answer 1

Top 3 skills needed for Wellness Regional Manager:

1. Planning health programs:

Wellness manager has to look after the employee's overall health and health-related specific issues. He has looked after the staff needs and issues within the work environment. He has to take care of the employee's personal health and plan the health program accordingly. He has to conduct training and seminars for the employees to achieve the target of the health programme.

2. Tracking and Evaluation:

The wellness manager should have a deep understanding of the wellness program and its importance. For the success of every program, evaluation is necessary. The regional manager should have appropriate skills in assessment of the employees, their necessity, planning of program and implementation in order. After implementing, he has to evaluate the program so that he can analyze whether the health program is doing for the employees or need of any change. He must track the employee's absenteeism rate, sick days, insurance claim and other benefits.

3. Business tactics:

The wellness manager has to be tactic in his position. He should act as a good communicator so that he can interact with employees and understand their health problems and issues. On another side, he has to plan and implements a wellness program and other strategies with cost-benefit of the organization.

Five questions that need to be asked to the employees:

Ask the person about the experience with the previous job, challenges in the job, and his performance. It helps to know about his performance and excellence in the past. Ask about the management style of the individual and its specific skill. It helps to identify the specific skill and the management area. Ask him about how does he fit this particular position. Help to identify whether he is the right person for this position. Ask him how he will handle if any of the employees is not cooperate with him. Ask about his strength and weakness of the individual.