1)Part two: A summary of the journal the individual kept during the course.

keeping a journal and summarizing thoughts after class is important to the individual, how has it helped out and what experiences learned from keeping a journal focused thought and ideas the individual had in recollecting. This section should be written in the past tense. 

It should include the reflections and reactions the individual had to the critical events in the course after they happened and after the individual's reflection on their reactions to them. Include a minimum of four “critical incidents” during the course in this section(a) first critical incident is: talk about the use of an employee cycle and its importance, b)second critical incident is: talk about David Ulrich who was well known in the HR community back in (1997) he started looking into further advocated for the HR profession to expand on its legacy of administrative role to a more comprehensive set of roles and all these fit into the bigger world. He broke HR into 4 components this model was designed or a way to ensure that everyone in HR was clear of what their role was and ultimately could be hold accountable for it. These 4 components include: processes, people, day to day operations and future strategic focus, c) third critical incident is: talk about the individual's class sharing presentation in regard to Attracting and retaining talent to the enterprise presentation and the questions that where answered during where: how important it is nowadays. 

What caught the individual's attention during the initial research in comparison to the small private practice (doctor's office)they work at? What they learned from it? Plus talk about another peers class sharing presentation current HR Topic: work special accommodation and why it made and impact to the individual in the first place, meaning what caught the individual's attention **please provide some examples) *d)fourth critical incident is talk about: group activity like professor diving students into break rooms to talk about a case study called: Going to the Dogs. the case is: 

Let’s admit it: With very few exceptions, we all love dogs. We love to be with our dogs, and our dogs love to be with us. So it is only natural, then, to want to keep our dogs with us as much as possible, even when we go to work. Pet Sitters International thinks this is such a good idea that they have instituted “Take Your Dog to Work Day,” a once-a-year event designed to raise awareness of the benefits of dog ownership and to encourage pet adoption.

But maybe you would like something a bit more regular, like having the option to bring Fido to work every day? According to a survey by the American Pet Products Manufacturers Association, it should not be too hard to find an opportunity since nearly one in five companies already allows pets in the workplace. You can even find a list of employers that allow canines at work. Fans of the dogs-at-the-office policy say it increases employee morale and decreases stress.

Before we go too far with this idea, however, perhaps we should take note of some arguments against bringing dogs to work. First, some HR experts like Ethan Winning have cautioned that dogs can be messy, placing an unfair burden on employers to clean up afterwards. Dogs can also be a distraction, and other employees may be allergic or otherwise disturbed by them. And what happens when two or more employees bring their dogs to work on the same day, and Fido and Fifi don’t want to play nice?

Of course, some people actually need to bring their dogs to work, which is why the Americans with Disabilities Act permits the use of “service animals” to assist those with disabilities. For example, seeing-eye dogs are allowed to accompany blind individuals at work. The EEOC guideline is reasonable since guide dogs are necessary to blind individuals, and furthermore, guide dogs are trained not to be a nuisance.

It can be challenging, however, for employers to know where to draw the line. Take the case of Elizabeth Booth, a quadriplegic hired by Case Services Corporation as an accountant in the billing department. Booth, who uses a wheelchair for mobility, has trained her small, well-behaved dog to pick up small items that Booth has dropped. Along with a formal request to be allowed to bring her dog to work to assist her, Booth submitted to her employer a letter from her doctor stating that the dog would also help relieve Booth’s stress. When Case Services’s HR director denied the request, Booth immediately filed a discrimination charge with the EEOC, claiming the company did not provide a reasonable accommodation to her disability or her health needs.

When it comes to establishing a pet policy, as is so often the case, balancing the employer’s needs and responsibilities with the employees’ needs and wants presents something of a dilemma.

• what is a take away from this case? what are some pros and cons to think over from all parties perspecive? why is this case important? and how a big of an impact did it made on someone who is works as a medical administrator in a small private practice that her colleague used to bring her two small sibling dogs in do you think it appropriate? if her boss had no issue with it an so forth… and we had a protection around the receptionist area to protect patients , and the patients never complained about them?

e) another thing we broke out into groups to discuss about the performance review? why is it important for the employee? having discusses in class this activity how it can help a student in the long run? actually administration giving the medical administrator immediate feedback where they tried to make you better to overcome your lack thereof. Why did some of the student believed that performance reviews if they have it weekly do not think they work or help them at all?

4)Part Three: This section should be written in the present tense and should be the most substantive in terms of the learning the individual is taking away from the course. It should also include specific linkages to theory and concepts the individual has learned in the classroom. 

For example, the individual might include a reference to Kirkpatrick’s four levels for evaluating training if their course included training employees on new skills. Finally, it should demonstrate how the individual has connected “theory to practice” with regard to Human Resources. **(Note: the individual has never worked in an HR role and works as a medical administrator at a small private doctor's office) e)The individual needs to talk about the two learning summaries of the experiential activities completed in class in depth: SHRM Body of Competency and Knowledge and the Recruiting Role Play experiential activities, Kolb's learning style questionnaire activity helped learn oneself that they have a a strong preference for activist, have a moderate preference for reflector, have a low preference for theorist and have a very low preference of pragmatic and how dow this help in the long run?and what they learned and acquired from both of these activities and how can they use them in the future. and how can the individual use it at the small private practice they work at or for future references? (please provide some reflecting examples)

Note for experiential activity the recruiting Role Play experiential activity based on Scenario #1 was about: 

You receive an invitation to sign up for an interview with Worldwide Consulting. Although you really didn’t want to work for Worldwide, or even a consulting company. The interview would be good practice. Worldwide is a prestigious firm and interviews. With the company are highly prized. However, you wonder about your obligation to classmates who really want to work for Worldwide but could not get on the rather limited interview list. Should you turn down the interview? Would using the interview as practice be a good thing to do, or are you obligated to turn it down? How do tell your classmates?

What did the individual learned, acquired and can use for their future from this experiential activity?