Role of the Human Resource Sergeant: Professional A Role of a Human Resource Sergeant in the profession of arms holds a large importance. Non-Commissioned Officers have a role in nearly every aspect of the military. The Army is made up of many different jobs and ranks, but just like the military could not operate successfully without Infantrymen it could not operate without Human Resource Specialist and Sergeants. As Human Resource Sergeants we pride ourselves in knowing we contribute to the military by helping our fellow Soldiers. We complete our mission by insuring our Soldiers and fellow service members that they and their families will be taken care of. We also are able to provide the knowledge of all the aids we have to offer. We as Human Resource Sergeants understand our many different roles and the importance of what is needed to maintain a complete fictional military. The definition of profession according to (An Army White Paper the Profession of Arms, Dec 2010) “Professions produce uniquely expert work, not routine or repetitive work. Medicine, theology, law, and the military are ―social trustee forms of professions. Effectiveness, rather than pure efficiency is the key to the work of professionals.”(p.2). This means that no matter how fast you are able to complete a single task you are not a professional till you know all the …show more content…
When it comes to tracking and maintaining personnel Human Resource Sergeants play the biggest role. Starting with the first step of personnel status reporting (PERSTATS) to Human Resource Command accurate reporting of personnel is important. Know how many troops of each military occupational specialty (MOS), their skill codes and current status is beneficial to all levels of command. This is even more important during times of pre-deployment. The biggest way to guaranty mission failure would be to deploy undermanned or under
a. Systems: Personnel Readiness Management (PRM), Personnel Information Management (PIM), Personnel Accounting and Strength Reporting (PASR), Unit Manning Roster (UMR), Electronic Military Personnel Office (eMILPO), Defense Theater Accounting System (DTAS), Interactive Personnel Electronic Records Management System (iPERMS).
You must be able to reach them in a timely manner, in case the plan of the day has changed. The Marine Corps cannot function without its most important tool, the MARINES. One of the smallest and most important aspects of being Marines, being where you are supposed to be and doing what you are supposed to be doing. If your leadership is unaware that you are doing these things then they are to assume you are not completing the task assigned or never made it to the required event. As Marines we are designed to be a force in readiness, able to deploy and execute missions within a limited time frame. Getting an entire unit up and ready to deploy requires a lot of moving parts which make communication and accountability on all levels important. Formations and gear inspections have become so ingrained in the USMC culture because you need to have the proper personal and equipment to complete the mission. Without the proper personnel in the proper place at the proper time the Marine Corps as a whole cannot
A military officer must manage pieces of one of the largest organizations in the United States government - an organization that accounts for the third largest piece of the American budget and is comprised of 1.3 million active sailors, soldiers, airmen, and marines, many of whom are tasked with being deployable to any location within 48 hours. This is only possible through concise, professional communication on the part of every service member, especially
The United States Army, in its current state, is a profession of arms. In order to be considered a profession, the organization must have an ethical code rooted in values, strong trust with its clients, and be comprised of experts within the trade. These experts are constantly developing the trade for the present and the future and hold the same shared view of their trade culture.
The Army Human Resource System (AHRS) known as the Electronic Military Personnel Office or (eMILPO) is a web based multi-tiered application. It provides the Army Human Resource Community with a reliable mechanism for performing personnel actions and strength accountability. The System consolidates 43 Personnel Information Systems in one. This system provides visibility of the location, status, and skills of Soldiers in the United States Army. The primary users of this system are Human Resource Soldiers, Commanders, and First Sergeants. The primary features and functions of eMILPO include Personnel Services, Personnel Accounting, Reassignments, Promotions, Readiness, Workflows, System Services, PERSTEMPO, and DTAS.
It also seeks to understand the task of the military and what separates the Army from other occupations (Griffiths, 2008). The Army Profession of Arms is composed of experts who are entrusted with application of ethics in the land combat power and then serve under the authority of a civilian and are also trusted with the duty of the constitution, interests and rights of the people of the United States of America. For example, an Army to a profession of arms calls for the responsibility of executing duties and serving the people of the United States of America while upholding the constitution. The aspects of professionalism are developed through extensive training and
We can identify three major cultural dimensions that help us to understand what leaders must focus on as they guide the transition of the Army. First, professional Identity, which is guided by Soldiers at all levels who are striving for excellence in their functional specialty, i.e., HR Sergeants. Soldiers who have goals and ideals of the Army to ethically put service and duty first. HR Sergeants are trained and well educated in their field. They are taught to put Soldiers first and have great customer support skills. Second, community, the sense in which Soldiers stop thinking about “I” and start thinking “we”. The bond among units who not only believe in cohesion with Soldiers, but their families too. The HR Sergeants are there to take care of Soldiers when financial issues arise with them or their families and don’t back down until the situation is solved. Last, hierarchy, which leads to order and control and provides Soldiers with moral reference and a sense of direction. The HR Sergeant has the mentality of mission first, knowing who to contact at the next level for assistance helps get the mission
In conclusion, Human Resources department plays a significant role in the organization providing a wide range of valuable services to employees in various functional areas such as recruiting and training people, developing public relations, performance appraisals, maintaining workplace atmosphere, employee relations, benefits administration and much more. More than likely, HR essentially contributes to organization’s strategies and objectives through promotion of leadership activities, building friendly workplace environment and ensuring an efficient management of talented employees overall. As a strategic asset of a company, HR improves the human capital utilization and establishes the competitive workforce based on business and market demand.
The Army profession is imposed, by Chief of Staff of the Army, to all Soldiers and Department of Defense civilians, Army professionals, to carry on their responsibility in maintaining the Army as a military profession. Army professionals are the Soldiers and civilians who maintain the Army Profession; who meets the Army’s qualifications of competence, character, and commitment. Army professionals gives the Army the image that the world sees and knows, so it’s very important for the Army professionals to upkeep the image, no matter what time of day it may be or where they are in the world. The Army Profession is by far the best profession because of the five characteristics: trust, honorable service, military expertise, stewardship, and esprit de corps, which most will
Based on Elizabeth H. Gorman and Rebecca L. Sandefur’s article, a ‘profession’ encompasses four key traits. The first is that a profession is based on expert knowledge. This can be interpreted as a codified information database, based on scientific research or moral thought, which provides guidelines on how professionals can implement this knowledge to real-world situations (Gorman and Sandefur 2011; Jonathan V. Beaverstock, James R. Faulconbridge, and Sarah J. E. Hall 2009). Moreover, to internalize the knowledge of a profession requires great time-investment (Dinovitzer 2016). In reality, there are bound to ambiguous situations when the formal body of knowledge cannot be solely relied upon for coming up with a solution. Rather, Gorman and Sandefur suggest how professionals in these scenarios apply their solutions based on their own experience that has accumulated over time (2011). Essentially, a formal body of knowledge does not possess the answer to every problem that arises because these are human interactions at the end of the day. Instead, professionals collect reference points from day-to-day experiences at work, that can help them come up with a solution in an ambiguous situation, when the ‘textbook’ does not suffice. All in all, expert knowledge is one
The strong legacy of ethics and integrity is essential at United Parcel Service(UPS) in order for the company to be able to attract and retain the best employees, gain and keep the trust of its customers, create shareholder value, support the communities in which they operate and the protection of the company's overall reputation. This legacy has to be carried on for every employee and management in order to remain a competitive package delivery company. All of these aspects pertain to this legacy that revolves in human resources department.
Webster’s dictionary defines the word profession as a type of job that requires special education, training, or skill. Many Soldiers would not consider the Army as a profession but a way of life. Some think the word profession belongs to everyday jobs like a plumber, mechanic, or doctor. Dr. Don M. Snider stated “the Army is a profession because of the expert work it produces, because the people in the Army develop themselves to be professionals, and because the Army certifies them as such” (Snider, D. M. 2008). In October 2010, the Secretary of the Army directed the Training and Doctrine Command (TRADOC) to lead an Army wide assessment of the state of the Army Profession. We have been at war as a Country for over a decade and the Army wanted to know how to shape the future of the Army as a profession and the effects the past decade had on our profession.
Readiness is of the utmost importance with training being the most significant aspect that contributes to Readiness. Each Soldier needs an individual training plan. The plan should take the Soldier from enlistment to discharge or retirement. It is each Soldiers responsibility to be proficient in their field craft. This includes being fit mentally and physically, and trained to win in a complex world. It is the responsibility of the NCO to train these Soldiers. Unit training plans will address the readiness and resilience of individual Soldiers to ensure their fitness to accomplish their mission. Units must conduct realistic training at the individual, squad, platoon and company levels focused on Mission Essential Tasks (METs) for their
According to this definition, we can see that human resource management should not merely handle recruitment, pay, and discharging, but also should maximize the use of an organization's human resources in a more strategic level. To describe what the HRM does in the organization, Ulrich, D. & Brocklebank, W. (2005) have outlined some of the HRM roles such as employee advocate, human capital developer, functional expert, strategic partner and HR leader etc.
Human resources are the function within a company’s organization that monitors the availability of qualified workers. They recruits and screens applicants for jobs help select qualified employees. Some of those roles are focusing on recruitment, employee performance management benefits, compensation, training and retention in an organization. All this is the human resources manager needs to provide a high return on the company’s investment in its people. A human resources manager also deals with the employee relations, resource planning and administrative personal functions. They also deal with hiring, firing, training and other personal issues. A human resources manager also deals with safety, employee motivation, communication and all the administrative stuff. A human resources manager is one of the most important jobs in any health care organization.