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The human resources role in the Army profession
The human resources role in the Army profession
The human resources role in the Army profession
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Incorporating a professional training and development plan with the company’s business strategy make sound financial advice. A prominence company with a proven success rate is the United State Air Force; they have been accomplishing the task for several decades. With all the budget cuts ongoing, the Air Force training and development model is pertinent to maintain a smart, efficient way to capitalize on both human capital and financial goals. Wasting money is not financially sound, so ensuring training is only provided to the airmen at the appropriate point in one’s career is a priority. Also, equipping airmen with a developmental plan bestow the mandatory requirements to achieve the next promotion or job opportunity. Private sector organizations
The purpose of this paper is to provide a brief analysis of the United States Army’s organizational structure and its culture and how these two elements impact its workers, associates and affiliates. This paper will first examine the Army’s history, development and structure to highlight the origins of the Army’s culture. Secondly, a brief history of the Army’s organizational development will be followed by a close examination of its philosophy and supporting beliefs. Lastly, this paper will discuss the role of the Army’s leadership, their response to critical issues and the organizational structure of the Army. An analysis of the army’s top leaders will help the reader to understand the Army culture more thoroughly in the context of the Army’s organizational structure. More specifically this section of the paper will examine the Army leadership’s response to the current geo-political environment and other related issues. In conclusion, this paper hopes to highlight the Army’s overall functioning from an organizational standpoint and emphasize that idea that the Army is like a functional corporation. This will be accomplished by addressing various key questions throughout this text.
This paper will not bore with the definition of a profession. The United States Army is about more than words, it is about action. The action of over 238 years of tradition and service. The Army is a profession. A profession requires its members to adhere to prolonged training and learn specialized skills. A member of a profession must wholly commit himself and his skills to a calling which is entrusted by the public. A profession provides its members with intrinsic value which motivates beyond financial gain. The Army is a higher calling which demands all of these qualities and more.
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.
People often say “Don't be afraid to change because although you may lose something good you may gain something much better.” This particular quote is what many people live by, this quote is what the Junior Reserve Officer Training Corps program lives by. The program initially started in the the year of 1916 which was the year that the National Defense Act was signed and enforced, it was later expanded in the year of 1964 with the signing of the ROTC Vitalization Act.
The United States Marine Corps has values drilled into our head at day one at recruit training. A marine lives by the Values of Honor, Courage, and commitment. Honor covers a lot of traits such as ethics, moral, integrity, respect, and maturity to name a few. Courage covers our mental, moral, and physical toughness. It focuses on doing what is right. It requires high personal standard and to lead by example with making decisions. This relates to the inner strength that tells us we can go further. Finally, commitment instills professionalism, discipline, pride, and concern for others. We must carry these values at all times 24/7.
Williams T. and Green A. (1997), The Business Approach to training (ed.), Gower: Publishing Limited.
Training and development is essential to employee’s retention, loyalty and overall satisfaction. When employees feel there is opportunity within a company and diversity leading the way employees pride and productivity is enhanced.
A vital factor in organizational structures is to have a strategy for training employees. Arrow Electronics, with their initial sprout program, targeted an audience with valid credentials, however, their failure was due to flaws in their planning. The training program can only function correctly if the recruiting process in place is efficient and reliable. The training program should provide clear goals for the employee and welcome feedback from them. Employees should be involved in decision making and recognized as a valuable resource for the company.
Encouraged professional development for upward mobility of team members capitalizing on Individual Development Plan (IDP) for technical and leadership training
Earlier in March 2014 the senior leadership of the Air Force, to include the Secretary of the Air Force, the Chief of Staff, and the Chief Master Sergeant of the Air Force, made a statement to all airmen. They stated that “being an Airman is more than a job, when we voluntarily raised our right hands and took an oath to support and defend the Constitution, we became members of the profession of arms”, they also said that along with our profession of arms we are given and accept a sacred trust given to us by the American people, that to be worthy of this trust we must “build our lives and shape our service on the foundation of our core values”, and that when Airmen fail to live up to our core values, the reputation of all who serve is tarnished” (letter to airman, Mar 2014). Recently, I was tasked to deliver a briefing for the J3 monthly training day. This tasking was a result of my negligence in updating a certain system that is vital to the J3 watch floor. My briefing, although filled with correct information and guidance, was also slaked with profanity and unprofessional gestures. Regardless of any circumstances that may have been the cause for these actions, the actions needed correction. Correction was given, which was responded to by more profanity and provoking actions. After I showed such disrespect to my non-commissioned officer in charge, he escorted me to my supervisor and my actions were made known to him. During this time I was still acting very contentious and disrespectful, making snide comments and standing with such contempt as if to say “are you done now”. This of course escalated into more serious action by my leadership which very well could have been avoided had I done my duty correctly in the first place. The...
According to Mathis and Jackson (2003) referred to the definition of training and development. It can be known that these behaviors are designed by the organization. In order to improve the performance of staffs. Training and development contain a large number of educational techniques and programs. “Training can consist of on-job training, off-job training, formal training, skill
Another key factor in the success of an enterprise is funding. Any employee development ...
Building capability; In our business unit I have hired only one person and it is in my plans to add another one by the end of the first year. Professional preparation is a crucial point that leads toward the big goal, in this regard I have planned continuous trainings by the end of this year and the beginning of the other year.
Before I describe to you some of the “routine” and specific situations, investigations, and actual cases and dispositions I encountered I feel I should outline some of the training that that I received starting with the Military Police and Basic Training. Looking back I see the importance of the initial Army training that centered on physical conditioning and the discipline necessary to obey and follow orders to become part of a team. We learned that what was good for one was good for all and of course the reverse. Each morning we stood inspection outside of the barracks with our field packs on. Part of our required equipment during the inspections was a razor. We found out why one morning at the beginning of our training cycle when one of
Employee training and development embraces new hire orientation, leadership training and professional development seminars: human resource managers supervise performance measurements to ascertain when training is necessary and the category of training obligatory to enhance performance and productivity. (Mayhew, R., n.d.)