Academic Experiences

1. How has your UNT education positioned you for excellence in your career?
   Attending UNT has definitely been the BEST decision I have ever made. UNT gave me GREAT book knowledge needed to enter into the HR field and that combined with my own grit has helped me reach my professional goals. I had several terrific Professors that had a wealth of experience in HR and provided real life examples of how we’d use the textbook knowledge in the real world. One of my favorite classes was Employment Law with Dr. Ledgerwood. It was interesting to learn about the how and why behind employment laws. I'm still fascinated by them today and how they help protect workers’ rights for so many years.
2. Were you involved in any student organizations, competitions, or leadership roles during your time at UNT? If so, how did they shape your experience?
   I was a member of UNT SHRM Chapter for 2 years, met many people, and believe it or not…I’m still friends with several of them as we are all now HR professionals and meet often at HR conferences or networking events. Being a part of this awesome student organization during my college years reaffirmed my curiosity in pursuing an HR career. The moment that solidified my strong interest in HR happened during Spring 2004. Our Chapter was invited to participate in the State HR Games. I, along with my good friends Elizabeth Halada and Tanaka Ruzvidzo, accepted the challenge and obtained 2nd place (see photo).
3. What trends or changes in the HR industry do you think current students should be preparing for?
   I can think of at least three HR trends that are currently creating HR headaches and WE all should prepare for: focus on employee experience (not just orientation), increased mobility (remote work employees), and innovative HR technologies (HRIS App access). These trends are reshaping how organizations manage and support their workforce.
4. What advice would you give current HR students at UNT who are preparing to enter the workforce?
   Be a good student of the entire business. Aside from HR, learn how HR can impact Sales, Finance, Operations…AND network, network, network! You may feel isolated sometimes in HR, but there are many HR organizations you can engage with.

LinkedIn

• 2024 Fort Worth HR Emerging HR Professional of the Year - Chelsea Salgado (alumna)
• 2024 Fort Worth HR Emerging HR Professional of the Year Finalist - Desiree Hernandez
• 2024 DallasHR Student Leader of the Year Finalist - Isabela Hunt-Riley

• 2023 TX SHRM Case Study Competition, 3rd place - Ezra Poch, Alexis Rucker, Jericha Brock, Isabela Hunt-Riley
• 2023 Eagle Awards, Outstanding Student Volunteer - Ezra Poch
• 2023 DallasHR Student Leader of the Year Finalist - Jericha Brock
• 2023 DallasHR HR Executive of the Year, Large Company - Maruchy Cantu (alumna)
• 2023 North Texas SHRM Roger P. Letter Scholarship Recipients - Hannah Ayozie and India Ohaziri
• 2023 Fort Worth HR Emerging HR Professional of the Year Finalist - Virginia Garza (alumna)
• 2023 Fort Worth HR HR Excellence Scholarship - Daisy Pulliam

• 2022 DallasHR Student Leader of the Year Finalist - Ezra Poch
• 2022 Fort Worth HR Excellence Scholarship - Michelle Grisham-Wallace
• 2022 Fort Worth HR Excellence Scholarship - Ezra Poch
• 2022 DallasHR Drew Young Scholarship Winner Dayosola Aje
• 2022 North Texas SHRM Roger P. Lette Scholarship Recipients - Mya Koko and Madison White
• 2022 TX SHRM Case Study Competition, 2nd place - Ezra Poch, Jaeden Hollins, Morgan Moulder, and Jeremy Ray
• 2022 Purdue University HR Case Competition - 1st place Undergraduate Best Responder for Question & Answer - Ezra Poch

• 2021 DallasHR Student Leader of the Year Finalist - Stephanie Villarreal
• 2021 North Texas SHRM Roger P. Letter Scholarship Recipients - Mya Koko and Ezra Poch

• Rylee Hunter, Toyota Motors - College Programs Intern
• Osasona Isokpunwu, Sherwin-Williams - HR Intern

• Hannah Ayozie, Caterpillar - HR Intern
• Maria Becerra, City of Colleyville - HR Intern
• Liliana Gonzales, FC Dallas - HR Intern
• Madison Hebert, Sabre - Talent Acquisition Intern
• Emma Hinkel, UES, Inc. - HR Intern
• Emily Johnke, Fidelity - HR Intern
• Ashlyn McMullen, Peterbilt - HR Intern
• Sean McVittie, Hexcel Corporation - HR Total Rewards Intern
• Christian Oneal, LSG Sky Chefs - HR Intern
• Emily Savoy, The City of Denton - HR Talent Acquisition
• Rochelle Smith, KidsCare Home Health - HR Intern
• Viridiana Soliz, Dollar General - HR Intern
• Quinton Speer, City of Lewisville - HR Intern
• Jaclyn Wendt, Frontier Waterproofing - HR Intern
• Ashley Young, Six Flags - HR Intern
• Molly Warden, Huitt-Zollars, Inc. Engineering - HR Intern
• Benjamin Manyango, Southern Glazer's Wine & Spirits - DEI & HR Intern
• Katia Macias, Arlington ISD - HR Intern
• Jason Alanis, Amazon - HR Intern
• Skyla Jones, Safran Seats Gainesville - HR Intern

In Organizational Behavior students select a current organization and address an organizational challenge experienced by this organization using what they learned from the course.They are asked to meet with organizational leaders to discuss the challenge and present their recommendations to the class at the end of the semester. Students provide solutions to challenges such as organizational culture, employee engagement, employee motivation, and leadership.

In Human Resource Management students complete a consulting project and a presentation for an organization of their choice. They are asked to meet with leaders within the organization to discuss the challenge. They identify the problem, research relevant information, and present their solutions to the class and their client. The client organization Geoforce received recommendations related to onboarding, retention, engagement, and HRIS solutions.

In Power, Influence & Politics in Organizations students use a simulation called Vleader from SimuLearn where the students act as a mid-level manager of a tech company and complete 3 scenarios during the second part of the semester. This simulation targets training interpersonal interaction and emotional intelligence and deals with office politics. Students have weekly discussions and debrief in class. They also compete for best overall score and write a paper analyzing what they learn in the first part of the semester and what they experience in the simulation. Students can try various leadership styles and different strategies such as using informal influence to accomplish goals.

In Workplace Health and Safety students research and present over workplace safety issues such as workplace violence, workers' compensation claims, and common safety hazards. To demonstrate that they can recognize, prevent, and control workplace hazards, the final project requires groups to design a safety training program for an organization of their choice.

In Talent Acquisition & Management students complete a consulting project and a presentation for an organization of their choice. They identify ways to align the company's talent acquisition strategies with the overall business strategy, proving that HR is a strategic partner.

In Comprehensive Talent Management students partner with organizations to identify problems and recommend applicable solutions to improve organizations through onboarding, training and development, leadership development, etc. depending on Client's needs. Client organizations The ChildCareGroup in Dallas and Frank and Joe's Coffee House in Wichita Falls were interested in improving employee retention, enhancing onboarding programs, and focusing on employee motivation initiatives.

In Strategic Rewards and Performance Management students compete in teams of 4 using the Human Resource Management simulation from Interpretive. They assume the role of an HR Director and enter decisions regarding Wages, Benefits, Staffing, Training, HR Programs to improve metrics such as productivity, turnover, employee morale, safety, unit labor cost, etc. Results are debriefed in class and students receive feedback regarding their performance in the simulation over 8 quarters, as well as regarding their collaboration as a team. Students write a final analysis evaluating how they positioned the company for success and which decisions they considered the most effective.