Discussion:
Create a PowerPoint Presentation for senior executives that will outline how you will measure, evaluate, and justify the implementation of your HRD program. Your presentation should include the following:
Part I
•Provide an overview of the various models and methods for evaluating the HRD program.
•Summarize data collection methods used for qualitative analysis.
•Summarize data collection methods used for quantitative analysis.
•Introduce and summarize return on investment (ROI).
•Introduce and summarize return on expectations (ROE).
Part II
•Introduce the model you will use for your specific HRD evaluation.
•Explain the rationale for your selection.
•Outline the process that will be followed to implement the selected HRD evaluation model.
•Assess and evaluate the performance criteria that will be used in your HRD evaluation.
•Identify and address concerns with the evaluation process.
Your presentation should include 12-15 slides, including the title and reference slide, with speaker notes of no more than 100 words. Use your textbook to complete this assignment as well as supplementary sources from your research. All sources used, including the textbook, must be referenced; paraphrased and quoted material must have accompanying citations.
Soldier for Life program, is for all the U.S soldiers around the world that is transitioning to civilian life, from military life. The program is used to help Soldiers, while they are integrate as a civilian into their community. The program has local offices, at each U.S military facility base. The program provides the necessary training and Army skills, to make a career in the civilian ncareer market. The Army uses the budget money to support the centers to help, with the scholarships, for those who wish to advance in their career path. The internship/entrepreneurship program is also, provided by the resources from the civilian and private sector organizations. The program gives the Soldiers updated information to achieve the requirements needed for the employer. The Army also, provides international and local job fairs for all Soldiers who are seeking employment with the federal government. Most of the jobs may require secret clearances or top secret, in order to meet the requirements while working aboard or in a combat zone. Recruiting and Staff Hire companies would have to do a criminal and work verification background check. I personally, conducted a phone call interview with a employee, of the Soldier for Life program she has been in the industry for over 4 years. Sergeant First
Class Germaine Terry response the following questions:
1. What is the history of your organization? The Soldier for Life Program is an Army Chief of Staff Initiative derived from the Chairman's Reintegration Program from the Joint Staff efforts. (G. Terry, personal communication, April 09, 2015).
2. What is the purpose of your organization? To ensure our Service Members, Veterans and Retirees have a smooth transition into civilian life using their experience and leadership abilities for corporate America. (G. Terry, personal communication, April 09, 2015)
3. What is the size of your organization? The organization is staff with 40+personnel, ranging from Army Soldiers, DA Civilians, and contractors. (G. Terry, personal communication, April 09, 2015).
4. What are the areas of influence that you use in your organization?
( Leadership, Rewards, Organizational culture, and Teamwork), as the Human Resource Manager my job is to provide expert customer service and handling day-to-day office maintenance to ensure less stress of the individuals who are hired to complete an outreach task of taking care of our entire force. (G. Terry, personal communication, April 09, 2015)
5. What are the obstacles you have in the workplace? The obstacles I have in my workplace are creating a serene environment while providing support to multiple personalities depending on the task given to me and how it should be handled. Sometimes outside agencies with whom Soldier for Life collaborates with do not understand the expedition, efficiency, and efforts to complete a task. However, I maintain my professionalism and courtesy ensuring the task is completed to the liking of a set individual with accuracy. (G. Terry, personal communication, April 09, 2015).
6. How any personnel are in your organization? 40 + personnel; the program is constantly growing. (G. Terry, personal communication, April 09, 2015).
7. Do you teach certain skills to your employees? I train my personnel on practices, guidance, and procedures on Sexual Harassment/Assault, Equal opportunity, Defense Travel System, Personnel Systems, and Physical Training Requirements. (G. Terry, personal communication, April 09, 2015).
8. How often is a promotion given to an employee? As we work with Military, Civilians, Contractors, promotion is dependent in a scope outside of our agency. Military is based off experience and time in service, Contractors receive promotions based on job performance and letters of continuity, and Civilians can be given cash awards, promotions and are based off evaluations. While our Agency cannot, actually promote our team. We do impact the decision on their promotions and awards. (G. Terry, personal communication, April 09, 2015).
9. Do you exercise equal opportunity in your organization? Equal Opportunity is definitely displayed in our organization through training, exercises and the creation of fostering positive attitudes in our work environment. We come together for teambuilding and it presents opportunities to be understanding of other cultures, values and beliefs. (G. Terry, personal communication, April 09, 2015).
10. What conflicts occur, within your organization? When you have several senior leaders all in one place, their leadership and way of business tends to clash. Most of our senior leader's work, as regional directors all are the rank but the leadership style is different. We are continuously working on focus groups to make our relationship better and we are on one accord. (G. Terry, personal communication, April 09, 2015).
11. Do you evaluate all employees? I am not in the capacity to evaluate however; I use their personality traits to be able to better assist them in their mission. (G. Terry, personal communication, April 09, 2015).
12. Do you have issues in the evaluation process? I do not have any issues in the evaluation system process. (G. Terry, personal communication, April 09, 2015).
13. What are the techniques used to improve your Human Resource Development environment? Improving our Human Resource will always is ever evolving. While there are standard procedures, we must still continue to put ourselves in other people's shoes, and provide excellent customer service. (G. Terry, personal communication, April 09, 2015).
Based on the information, that was provided by the Soldier for life program employee, the organization has implemented the principles on the behavior of their employees. The organization has great outcomes to improve their work environment. They ensure that they are giving the proper rewards to the individuals that deserve the appreciation. They take the necessary steps to problem any work related conflict. They conduct proper training to ensure all employees are providing customer service. The human resource department has to continue the training to improve their professional skills. The systems, which are used to incorporate the fundamentals of the human resource manager must be operational. The company must continue to train and mentor their staff, for them to receive a promotion or reward.
References
Werner, J., & DeSimone, R. (2012). Learning and HRD. In Human Resource Development Sixth Edition (6th ed., pp. 76-84). Mason, OH: South-Western.
Employment. (n.d.). Retrieved April 12, 2015, from https://soldierforlife.army.mil/employment
Transition Offices. (n.d.). Retrieved April 12, 2015, from https://www.taonline.com/resources/tapoffices/
Terry, G. (2015, April 9). Human Resource Development [Personal interview].