Human Resources

How do you find the right person for the job?

rudmehta — Sun, 12 Jun 2022 18:51:14 +0000

How do you find the right person for the job? rudmehta Sun, 06/12/2022 - 14:51

As the nation navigates a worker shortage, College of Business Associate Professor Junghyun (Jessie) Lee's course Talent Acquisition and Management explores the "where are all the workers" question, looks at the resources available and shares ways to connect job-seekers and employers to what they want.

"The relationship between employer and employee is shifting and companies need to understand where people's priorities are so they can successfully compete,” said Lee, whose research expertise is in human resource management (HRM) and organizational behavior.

Associate Professor
Junghyun (Jessie) Lee

HRM 406: Talent Acquisition and Management is geared to help students improve their personal effectiveness in recruiting and selecting employees and is required in the Human Resources Management major.

To assist students in seeing how different organizations recruit and hire staff, student groups did research and evaluation projects with the Dearborn Fire Station, the City of Canton, BorgWarner and Real Estate One.

“Professor Lee is focused on giving us application-based learning experiences so we can be better prepared when we graduate,” said College of Business senior Rebekah Carnes. “This class has given me knowledge that I’ll use in my career and connected me to people with HR experience that I can go to for advice.”

In addition to learning how to evaluate staffing processes, the course shared a variety of ways employers can attract talent. Here are three top take-a-ways from the class.

Let technology help.

Midsize companies and mom-and-pop shops don’t have the resources that Fortune 500 companies do when it comes to human resources. This means there is little time or ability to address finding new talent strategically.

That’s where technology comes in. Lee’s class explores the pros and cons of available human resources management information systems and applicant tracking systems through student-led current events reviews and discussion. Some of the classroom chat revolved around artificial intelligence’s role in the hiring process, keyword resume sorting and more.

COB student Chealsey Jones

Lee shared that HR technology can be very beneficial. It creates consistency in application vetting, ensures compliance and eligibility verification, and speeds up the hiring process overall. However, there are some downsides. With the copious amount of resumes submitted per position, applicant tracking systems may be filtering out qualified candidates if instruction is not carefully provided.

When sharing the Sept. 4 Wall Street Journal article “Companies Need More Workers. Why Do They Reject Millions of Resumes?” with the class, College of Business senior Chealsey Jones, said technology should be paired with human oversight. For example, if the qualified talent yield seems low, put time into reviewing the filtered-out resumes to make sure they didn’t miss a good candidate for the role. “Businesses may want to consider having a process in place to review filtered resumes to make sure there’s a qualified candidate who didn’t get overlooked,” said Jones, a Human Resources Management major.

Another consideration for employers is the job posting itself, Lee said. With the systems reviewing resumes based on keywords — which are often pulled directly from the posting — it’s important to have a well-written description. An accurate, well-written positing that communicates the core values of talent philosophy and your employer brand is also beneficial in attracting better candidates to begin with.

“Rewrite ads and job descriptions to emphasize the benefits of working for you, in addition to job qualifications,” Lee said. “This approach often leads to finding a good fit.”

Be open to new recruiting tactics.

Who you know is just as important as what you know. So reach out to your networks to expand the talent pool.

With younger adults on social media, use it to a recruiting advantage to advertise job openings.

Share an image of a workplace perk on Instagram or Facebook. Search LinkedIn for people whose skillsets are comparable to what you have in mind for a role and reach out to them to apply. If you can give people a fun, friendly workplace, create a TikTok video to go along with a job posting — yes, people use TikTok for job connections — to show what the work environment looks like.

COB student Alyssa Zaleski

There are other creative sourcing routes to go too.

Companies are offering sign-on bonuses to new employees — consider doing a similar program for employee referrals if new hires stay with the company for a set amount of time. College of Business junior Alyssa Zaleski said BorgWarner has a similar program where a staff member gets the bonus after the referred person is employed for nine months.

“Employee referrals are usually reliable because you know someone you can talk to about the company’s mission and vision before applying to see if they're a good fit,” said Zaleski, a Human Resources Management major.

With the Baby Boomer generation age 65 or older by 2030, younger generations may not have the experience necessary to fill many of the jobs left behind. So having an employee connection may help you find someone that has desirable attributes like a positive attitude or strong work ethic and can gain job-related skills through training, college courses or certifications.

Associate Professor Junghyun (Jessie) Lee, second from right, with students in her HRM 406 class.

Cash isn’t king: People want work-life balance.

We all know that the last year has changed the way employees view and approach work. But why? One answer is that older adults, who were loyal to long-term company relationships, are retiring in large numbers due to eligibility, early leave incentives and COVID-related health concerns. And the skilled workers remaining have different priorities. In short: Work-life balance is more important than money.

COB student Rebekah Carnes

Carnes, a Human Resources Management major, said the data she gained through her team’s class research project reinforces this. Working on a staffing project for the City of Canton, employees shared that they were attracted to their roles because of the community connection and available time off.

She wasn’t surprised. In the conversations she has with her friends about career goals, work-life balance and mental wellness are top priorities.

“Of course money is important. But that’s no longer the big incentive that it used to be. We are looking for benefits and culture,” Carnes said. “People want to be managed by supervisors who care for their people. They want a good environment, which is challenging when people are overworked due to turnover and lack of current staff. That is one big thing that’s affecting workplaces.”

In the EY 2021 Work Reimagined Employee Survey, more than half (54%) of employees surveyed globally would consider leaving their job post-pandemic if they are not provided some form of flexibility in where and when they work. And in a recent survey of workers planning to look for a new job post-pandemic, 38% are doing so because of work-life balance challenges.

Benefits wanted more than money include: Family-friendly policies, remote or hybrid work, vacation time, professional development training and tuition assistance, and — if none of those can be provided because of the nature of the job or resources available — a friendly work environment.

To attract talent, Lee said to highlight the rewards programs they offer to job seekers. If you offer benefits like tuition assistance or paying for certification, emphasize it in a posting. And have flexibility, when possible, with your current employees so they share the positive experiences they have with others or on job review sites.

And the practices that bring people in, may also help keep good people with a company.

“The goal is to go beyond finding the right people. You also want to keep them,” Lee said “The benefits of good practices that help with recruiting and hiring will likely benefit employee retention too.”

Article by Sarah Tuxbury. If you’re a member of the media and would like to interview Associate Professor Junghyun (Jessie) Lee about this topic, please drop us a line at ��Dearborn-News@umich.edu.

Experiential Learning

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Mon, 12/13/2021 - 06:00

The College of Business course HRM 406: Talent Acquisition and Management helps people become more effective in recruiting and selecting employees. Here are three top take-a-ways from the class.

Graphic by Violet Dashi

The Office of Equity, Civil Rights, and Title IX has online resources available

stuxbury — Wed, 12 Jan 2022 21:55:25 +0000

The Office of Equity, Civil Rights, and Title IX has online resources available stuxbury Wed, 01/12/2022 - 16:55

Graphic by Violet Dashi

New online tools are available to guide people on actions to take if you learn that someone on campus has experienced sexual and gender-based misconduct.

The ��-Dearborn Office of Equity, Civil Rights and Title IX (ECRT) website has created a suite of resources to help faculty and staff who are Individuals with Reporting Obligations (IROs) under the Sexual and Gender-Based Misconduct Policy.

“People usually want to help, but may second guess if it’s their place to get involved or aren’t sure about who to reach out to report it to,” said ECRT Director and Title IX Coordinator Pamela Heatlie. “We want people to recognize inappropriate behavior, feel empowered to report it, and know where to go to do so. We also want faculty and staff who are obligated to report — Individuals with Reporting Obligations, also called IROs — to have readily available information and tools to help them report.”

In the IRO suite of resources, which is a menu item near the bottom of this webpage, there’s a flowchart to help people determine if they are classified as an Individual with Reporting Obligations and what that means, since the obligations can vary depending on the position the person holds. “All campus employees should review the flowchart to determine their status,” Heatlie said.

There is also an online course that contains a quiz to help individuals determine whether they are an IRO. In addition, the online course provides examples of sexual and gender-based misconduct, information on best practices for handling a disclosure, and other helpful information, such as confidential resources on campus.

There’s a sign that individuals can share in their physical and virtual workspaces to indicate that they are an IRO. However, as noted on the website, IROs should not depend on the sign entirely and should disclose that they are an IRO, as appropriate.

In 2021, the Office of Institutional Equity transitioned to ECRT. Heatlie said this change was in part to help people clearly know where to go with Title IX questions or concerns. Title IX is a civil rights law that provides that no person can be excluded from participation in, be denied the benefits of, or be subjected to discrimination on the basis of sex in any education program or activity that receives Federal financial assistance.

In addition to the mission being more recognizable in name, Heatlie said the office is working on a variety of programs that campus offices and individuals can use, like creating additional resource suites to provide needed tools in one location.

“Within our campus community we continue to build upon resources and provide information in useful ways. You can have a well-written policy, and it’s very important to have a good policy, but if people don't have the time to read it or don’t use it enough to retain the information in it, it’s not helpful for this purpose. So we want to create tools to make the information accessible.”

Another important change is the addition of campus staff to allow ECRT to increase its capacity to create new programming and educational resources.

Andrea McDaniel was hired as the ECRT deputy director. In addition to conducting investigations, McDaniel will help roll out “ready resources” like the new IRO reporting online resources. And Simone Dixon, ��-Dearborn's first project manager for Violence Prevention and Response Initiatives, went from having a temporary role funded by a Department of Justice grant to a fulltime permanent position.

Heatlie said these changes demonstrate the importance that diversity, equity and inclusion have in the campus’ strategic planning. She said ��-Dearborn Chancellor Domenico Grasso supported and moved along these ECRT advancements.

“This was a change supported by leadership. That’s who made this happen. Chancellor Grasso is focused on supporting people in our community by providing resources that are needed for people to be successful and fulfill their potential.”

Heatlie said it's important to get the word out so people don’t feel alone and so that they get the information they need. These new resources will help spread awareness of the support available to the campus community.

“We want survivors to be only one or two people away — at most — from the information they need so that, if someone is in a situation where they experienced assault or harassment, they know where to go to get help and to stop that behavior.”

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The ��-Dearborn ECRT website has tools available to answer questions and to provide available resources regarding instances of sexual and gender-based misconduct, as well as other forms of discrimination and discriminatory harassment.

Wellness for body and mind

stuxbury — Mon, 28 Sep 2020 16:41:50 +0000

Wellness for body and mind stuxbury Mon, 09/28/2020 - 12:41

MHealthy logo

It’s important to be kind to your body, mind and mood. Here are MHealthy activities — most are virtual — to support you on your wellness journey.

Be Well Your Way Virtual Well-being Extravaganza. Join the all-virtual version of the “Be Well in the Big House” event on Thursday. All you need is 15–30 minutes. Choose from more than 20 fun and interactive sessions focused on taking care of yourself and being kind to your body, mind and mood.View the full list of sessions and register.

Mental and Emotional Health Support. Free and confidential counseling services are available to every member of the U-M community. There are also confidential online screenings available to you anytime. Learn more about online screenings, health plan benefits, and support groups and workshops for mental and emotional wellness.

Virtual WW Sessions. The Quarantine15 is real and has happened to the best of us. Get support, manage weight and learn the WW Program — formerly Weight Watchers — right from home (or wherever you are). It includes unlimited participation in WW virtual or in-person workshops, the WW app, one-on-one personal phone support as you request it and more. Cost: $75 for a three-month pass. Request more information.

Leaders Creating A Culture of Health Workshops. MHealthy developed a virtual version of its popular “Leaders Creating a Culture at Its Best” workshops to help support U-M leaders and influencers who want to help their colleagues thrive and be well, even during times of change. The next workshop starts Nov. 11. Learn more and register.

Live-stream Exercise and Relaxation Classes on Workplace. Faculty and staff can join live-stream MHealthy exercise and relaxation classes Monday-Friday on Working at U-M. View class schedule and times and learn how to join Workplace.

Well-being Resources During the COVID19 Pandemic. View this collection of resources and programs to support your well-being during this time. Recently added financial well-being resources help with navigating expenses and evaluating finances.

Flu Shot Options. Getting a flu shot should still be at the top of your list this fall. You can receive your flu vaccination at your doctor’s office, local clinic or network immunizing pharmacy. When your shot is administered at a pharmacy, you must provide either your medical or prescription drug insurance card. Don’t use both cards or there could be confusion.

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Free counseling services and live stream exercise sessions are some of the upcoming MHealthy offerings to help you connect with healthy activities for your body and mind.

Staying connected while working from home

stuxbury — Wed, 23 Sep 2020 19:02:58 +0000

Staying connected while working from home stuxbury Wed, 09/23/2020 - 15:02

Graphic showing how to stay connected at work while working remotely

Office walls were once considered barriers to team collaboration and unity — so many companies followed the open office trend and knocked them down. But what happens when the “walls” between team members are miles of city infrastructure?

“Supervisors need to create new virtual spaces for connection,” says College of Business Strategic Management Associate Professor Janice Molloy. “These spaces will be crucial because the workplace has shifted and I don’t see it fully going back.”

Associate Professor Janice Molloy photo

During the pandemic, 42% of the U.S. labor force is working from home. And with the COVID-19 forced office exodus showing that productivity hasn’t waned, and employees liking the WFH flexibility, many employers are considering keeping it that way — nearly 20 percent of workers are projected to continue working from home at least two days a week when the pandemic is over.

Molloy and COB colleague Associate Professor Junghyun “Jessie” Lee note that what’s missing in the virtual environment — from a team collaboration point of view — isn’t a trendy open concept office. It’s the spontaneous knowledge mixing.

Associate Professor Junghyun (Jessie) Lee

“That’s the information sharing and knowledge that comes from informal conversations around the water cooler or when passing someone in the hallway,” Molloy says. “Knowledge mixing is extremely important to productivity and innovation. It’s important to foster community and collaboration in virtual ways now that so many people aren’t physically at work.”

So Molloy and Lee, who are research experts in workplace organization and social exchange relationships, share ways that supervisors can make their teams gel when there’s more than an office wall causing a divide.

Make room for levity.

Keeping things light won’t take away from the business that needs handled — it will actually improve communication and efficiency because it helps foster community and creates connection, Molloy says. One idea is to start team meetings with personal and professional wins. She says it sets an uplifting tone for the meeting and reminds staff that progress is being made. “When living in a bit of a Groundhog Day loop, sharing progress and change is important.”

Also look for interactive ways to bring “real life” into the virtual one. Molloy says her chihuahua Twizzle made a planned cameo on the first day of her College of Business course to help create a bond among the class. “I also invited them to show their pets. Anything we can do to open lines of communication can help people feel connected.”

Be as open as possible to maintain trust.

Share upcoming changes or any future plans that are being considered when possible. Lee says candor and transparency will go a long way, especially in an environment where people are remote and cannot see daily operations or read body language.

“That way employees will be more aware of what the business is experiencing and the steps that are taken. Maybe there is input they can share that would help,” Lee says. “And if unavoidable things happen [like changes, cuts or closures], your team will have time to process the information. Research shows that when people receive adequate information for the decision in a timely manner — even when the outcome is not satisfactory — they are more likely to perceive it as fair. “

An added plus? Once difficult times pass, research shows that employees — if they viewed their organization as honest and fair — have increased loyalty.

Do online social gatherings based on team interests.

Make a virtual space for something your team enjoys doing. If your team likes to cook, have members share recipes to try — and then schedule a lunch. With cold temps on the way, set up a coffee break (tea or hot chocolate allowed) and encourage people to use an interesting mug and share the story behind it. If a supervisor isn’t sure what kind of interaction their team would like to have, reach out and ask for ideas or find out if any team members are interested in organizing a virtual social event.

“We are all social beings. For some people, work presented the majority of human interaction they experienced. Forums like these are needed to get to know each other, foster positive interactions and keep people connected to each other,” Molloy says.

Tips for successful interaction? Don’t bring up the pandemic. And if business isn’t being discussed, make it optional.

Create one-on-one interaction opportunities for supervisors and team members.

With communication nuances like body language no longer a part of our work day, Lee says it is important for supervisors to demonstrate genuine and individualized concern for their employees.

This can be done through weekly meetings or regularly scheduled supervisor virtual office hours where employees can drop in. Lee says the format can be changed — maybe it’s sharing a work cell number to call during a set period of time or mailing a congratulations card for small wins — to whatever works best in each unique team situation. “The important thing is letting your team members know that you are accessible. As a supervisor, it’s these simple things that show employees that you care — and caring about your team’s needs will go a long way.”

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Business professors — and experts in workplace team management — share ways supervisors can create positive virtual office environments that bring remote employees together.

Open Enrollment Benefits Forums scheduled

admin — Thu, 24 Oct 2013 19:05:39 +0000

Open Enrollment Benefits Forums scheduled admin Thu, 10/24/2013 - 15:05

Open Enrollment this year will begin Monday, October 28, and will end at 5 p.m. on Friday, November 8. Benefit elections and plan changes will go into effect on January 1, 2014.

Following are the important benefit changes going into effect on January 1, 2014.

• Long-Term Disability (LTD) plan coverage will be improved in 2014 and will be included in Open Enrollment this year. An extremely important plan, LTD provides up to 65 percent income replacement on covered base salary and benefits continuation if a faculty or staff member becomes totally disabled and can no longer work. LTD is usually not included in Open Enrollment and eligible faculty and staff can enroll at any time with approval based on a statement of good health. Because of enhancements to the Expanded LTD plan, the university is offering this one-time opportunity to enroll without proof of insurability.

• Co Pays will increase for both Medical and Prescription Drug Co Pays effective January 1, 2014.

• Opt-out credit of $66.67 will be eliminated effective January 1, 2014. The opt out credit is available to employees who currently waive out of U of M health benefits.

Both Open Enrollment Benefit Forum sessions will provide important information regarding the benefits plans that are affected during open enrollment as well as information regarding changes to plans that can be made anytime throughout the year.

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Please join Human Resources for an Open Enrollment Benefits Forum on Wednesday, October 30, or Wednesday, November 6. The two sessions will be held in Kochoff Hall A in the University Center from 2-4 p.m.

Institutional Equity Officer joins ��-Dearborn

admin — Mon, 13 Feb 2012 20:53:22 +0000

Institutional Equity Officer joins ��-Dearborn admin Mon, 02/13/2012 - 15:53

“I’ve been saying that for so long,” said Green, who alters her greeting by day. “It’s important to greet everyone with some type of happiness.”

Green, who earned a master’s degree in public administration at ��-Dearborn, recently returned to campus as the University’s assistant to the chancellor for institutional equity/human resources consultant.

She began Feb. 6.

“It’s like a dream come true,” she said.

In her new role, Green plans to drive employee engagement, diversity and training initiatives to foster innovation, inclusion and organizational success. Workplace concerns, suggestions and feedback will be handled with a great sense of urgency, confidentiality and fairness in order to make ��-Dearborn a “phenomenal place to work, learn and grow,” she said.

Prior to ��-Dearborn, Green worked in human resources for CVS Caremark Corporation, Delphi Automotive Systems, Fifth Third Bank and Lawrence Technological University.

And although she loved working in the corporate sector, Greens admits she strived for a more “grassroots” opportunity with an organization like ��-Dearborn because it plays an integral role in the strategic turnaround plan for the state of Michigan.

“It’s time for me to do what I wanted to do, not what I had to do,” she said.

The University’s progressive stance on affirmative action also made her decision to return to ��-Dearborn much easier.

“They’ve been on the cutting edge,” she said. “I want to be a part of this.”

The campus community is invited to meet Green during a welcome reception at 2 p.m. Feb. 15 in the University Center’s Kochoff Hall.

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Mon, 02/13/2012 - 20:53

It’s Wednesday afternoon and an unusual phrase echoes through the hallway. “Happy Wednesday.” More than likely, it’s coming from Anita Green.

New Active U Autumn program encourages physical activity in the fall

admin — Mon, 26 Sep 2011 07:15:19 +0000

New Active U Autumn program encourages physical activity in the fall admin Mon, 09/26/2011 - 03:15

MHealthy has launched a new six-week version of its popular Active U challenge to encourage physical activity and healthier eating habits during the fall months.

All university faculty, staff and retirees can sign up now through Oct. 11. Similar to other Active U programs, participants can join a team or participate as an individual, track their activity minutes, and become eligible to win prizes for completing the program. A new feature to the fall program is resources encouraging healthy eating habits.

“We always get feedback from participants saying they would love a program like Active U for the summer or fall to help keep them motivated,” says Jessica Sobolewski, MHealthy physical activity coordinator. “Because physical activity and nutrition go hand-in-hand for better health, we took the physical activity program everyone knows and loves and packed in delicious recipes and tips on how eating healthier doesn’t have to be hard or unsatisfying.”

Active U Autumn features:

Three ways to track physical activity minutes – online, using a Smartphone, or using any touch-tone phone
Healthy recipes, nutrition tips, portion size charts, and other nutrition resources
Grand prize drawings for valuable prizes
Weekly MCard discounts

Registration for Active U Autumn continues through Oct. 11 at www.mhealthy.umich.edu/autumn. Participants track their physical activity Oct. 11 through Nov. 21.

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Mon, 09/26/2011 - 07:15

MHealthy Chef Demo & Health Expo at University Center, Oct. 11

admin — Mon, 26 Sep 2011 07:12:22 +0000

MHealthy Chef Demo & Health Expo at University Center, Oct. 11 admin Mon, 09/26/2011 - 03:12

To prepare participants for the start of Active U Autumn in October, MHealthy is hosting a free health expo and chef demonstration Oct. 11 from 11 a.m. – 2 p.m. in the University Center at ��-Dearborn.

The MHealthy “Tailgate” Expo includes:

Live chef demonstration
MHealthy staff offering tips and information on nutrition, exercise, stress, ergonomics, alcohol management, and tobacco treatment
Food samples
Flu shot clinic (present your U-M health insurance card to avoid paying a co-pay)
Giveaways and games
Grand prize drawings for athletic equipment and gift certificates
Registration station for Active U Autumn

“This event is a fun and easy way to get all your questions answered in less than 20 minutes,” says Colleen Greene, MHealthy wellness coordinator. “In one place you can watch a live chef demo to learn about eating healthier, get a free flu shot, talk to a fitness or stress management expert, and sign up for Active U Autumn.”

For more information, go to www.mhealthy.umich.edu/tailgates.

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Ginny Zarras appointed director of human resources at ��-Dearborn

admin — Mon, 13 Jun 2011 07:18:59 +0000

Ginny Zarras appointed director of human resources at ��-Dearborn admin Mon, 06/13/2011 - 03:18

"Upon completion of the position posting and review of interested candidates, it is clear that Ginny has the qualifications, experience and deep human resources expertise needed for this important leadership position," said Jeffrey Evans, vice chancellor for business affairs, in an email message to the campus on June 10.

"These attributes, combined with Ginny's outstanding performance, significant contributions and her own leadership development at ��-Dearborn over the past six years, provide a tremendous foundation as she begins her new role," he said.

Since 2005, Zarras has been lead human resources consultant at ��-Dearborn. Through leadership of the HR consulting team, she has continually been focused on providing human resources generalist support centered on teamwork and service.

Highlights of some of her accomplishments include: implementation of the annual staff development and training programs; leadership development program creation; implementation of the campus's staff satisfaction survey which has successfully been administered over the last five years; enhancement of the recruitment and selection process for the campus; leadership of the MHealthy programming and many other workplace improvement initiatives.

Prior to arriving at ��-Dearborn, Zarras had HR leadership experiences in city government and extensive HR experience at Northwest Airlines.

At ��-Dearborn, Zarras has continued development of career and leadership skills. She recently completed U-M's Advanced Leadership Program through the Center for the Education of Women in Ann Arbor. Currently, she is a participant in the business and finance Leadership Academy in Ann Arbor, a program which is centered on experiential learning and development activities for high-potential leaders. A central theme of the academy is appreciation of the unique challenges of managing within higher education.

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Mon, 06/13/2011 - 07:18

Ginny Zarras has been appointed director of human resources at ��-Dearborn. Her appointment was effective June 10.

Temporary job postings coming to umjobs.org search

admin — Mon, 13 Jun 2011 07:09:39 +0000

Temporary job postings coming to umjobs.org search admin Mon, 06/13/2011 - 03:09

Those interested in jobs at U-M, including the Dearborn campus, will be able to search umjobs.org for temporary job listings beginning June 27. The site will be unavailable June 25-June 26 while the updates are implemented.

Human Resources

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Mon, 06/13/2011 - 07:09

Human Resources

How do you find the right person for the job?

Let technology help.

Be open to new recruiting tactics.

Cash isn’t king: People want work-life balance.

The Office of Equity, Civil Rights, and Title IX has online resources available

Wellness for body and mind

Staying connected while working from home

Make room for levity.

Be as open as possible to maintain trust.

Do online social gatherings based on team interests.

Create one-on-one interaction opportunities for supervisors and team members.

Open Enrollment Benefits Forums scheduled

Institutional Equity Officer joins ������-Dearborn

New Active U Autumn program encourages physical activity in the fall

MHealthy Chef Demo & Health Expo at University Center, Oct. 11

Ginny Zarras appointed director of human resources at ������-Dearborn

Temporary job postings coming to umjobs.org search

Institutional Equity Officer joins ��-Dearborn

Ginny Zarras appointed director of human resources at ��-Dearborn