Transcript: Personnel Selection Process Course-Content Analysis Commitments ROTC first developed with Federal Morrill Act of 1862 -Federal land given to states for college development -Military curriculum requirement Educated citizens and provided job pool for educated military personnel selection Initial Training Continued Course-Content Analysis Leadership based training in military customs and traditions and Air Expeditionary Force (AEF) instruction 4 weeks Maxwell AFB, AL /Camp Shelby, MS One of the most important features of organizations today is teamwork Diversity Training Never Alone Tuckman’s 5 Stages of Group Development Freshman = AS100 Class -Initial Expectations Lab -Followership Introduction Field Training Course-Content Analysis Narrowing Perspective Candidates by Application ROTC does after Field Training Further Personnel Selection AFOQT (Air Force Officer Qualifying Test) Additional criteria based on demands of the job History of ROTC Air Force ROTC began in early 1920’s as AirROTC Officially became Air Force ROTC in 1952 Today AFROTC is the most successful Air Force Officer commissioning tool to date AFROTC is present at over 1,000 higher level learning facilities, including 144 Universities Course-Content Analysis Sophomore = AS200 Class -Air Force History Lab -Leadership Image Source: (Noe, 2011 Pg. 158) Contracted Cadet Process Non Contracted Cadet Process TBAS (Test for Basic Aviation Skills) High Validity Questionable Reliability AFOQT Aviation Portion TBAS + AFOQT = PCSM (Pilot Canidate Selection Method) score Initial Training AIDA Model Training is more effective when directly related to Job KSAO’s Principles of Learning Dining Procedures: Time Management Attention to Detail Military Bearing Dining Procedures Selection For Field Training Instructional design: a process of systematically developing training to meet specified needs Learning Objectives: Method of training that has some form of training value Course-Content Analysis Based off the Air Force’s need for Officers Selection based on Grades, Physical Fitness, degree Ranked amongst all AS200s in the Nation 2.5 (Contracted) 2.0 (Non-Contracted) GPA 75% or higher on their Physical Fitness assessment Minimal to no Civil Involvements AIDA Model Testing and Selection Purpose: to provide employees knowledge, skills, abilities, and behaviors -> directly related to the job Field Training: Establishes proficiency in traditional customs and AEF Instills core values and leadership concepts Job Selection is crucial to successful Human Resources Management U.S. Department of Defense is largest employer on Earth USAF uses AFROTC as a Job Selection tool Complexities of selecting a ‘soldier’ -High Risk -Competition from other Military branches
Transcript: Human Resources Presentation: "At These Companies Training Never Stops" What are some common ways organizations may train employees Training in the past vs. today Training in the past... -training only for entry level employees -used in order to "get feet wet" -company orientation seminars Training Today... -internal training -down the hall internships (preparing for future management positions) -cross functional assignments -special projects and assignments Training vs. Development becoming necessary for improving employers competitiveness strengthen employee commitment Obstacles of Training Programs economic costs time need to weigh costs and benefits How does this relate to us? - look for companies with extra training programs - When managing, look into training programs the END "It creates excitement, there's passion and energy and people are more engaged," Jayne Jackson (manager of human resources and corporate communications for the Carswell division of Thomson Reuters Canada Ltd.) Michael Scott Paper Company ? Jayne Jackson (manager of human resources and corporate communications for the Carswell division of Thomson Reuters Canada Ltd.) "Were growing leaders from within," October 20 2010
Transcript: Human Resources Presentation: Karen MacDonald My Story... Senior Leadership... The importance of HR... Required Capabilites for professional certification... Questions...
Transcript: Example of a Jeopardy Template By: Laken Feeser and Rachel Chapman When creating without a template... http://www.edtechnetwork.com/powerpoint.html https://www.thebalance.com/free-family-feud-powerpoint-templates-1358184 Example of a Deal or No Deal Template PowerPoint Game Templates There are free templates for games such as jeopardy, wheel of fortune, and cash cab that can be downloaded online. However, some templates may cost more money depending on the complexity of the game. Classroom Games that Make Test Review and Memorization Fun! (n.d.). Retrieved February 17, 2017, from http://people.uncw.edu/ertzbergerj/msgames.htm Fisher, S. (n.d.). Customize a PowerPoint Game for Your Class with These Free Templates. Retrieved February 17, 2017, from https://www.thebalance.com/free-powerpoint-games-for-teachers-1358169 1. Users will begin with a lot of slides all with the same basic graphic design. 2. The, decide and create a series of questions that are to be asked during the game. 3. By hyper linking certain answers to different slides, the game jumps from slide to slide while playing the game. 4. This kind of setup is normally seen as a simple quiz show game. Example of a Wheel of Fortune Template https://www.teacherspayteachers.com/Product/Wheel-of-Riches-PowerPoint-Template-Plays-Just-Like-Wheel-of-Fortune-383606 Games can be made in order to make a fun and easy way to learn. Popular game templates include: Family Feud Millionaire Jeopardy and other quiz shows. http://www.free-power-point-templates.com/deal-powerpoint-template/ Quick video on template "Millionaire" PowerPoint Games Some games are easier to make compared to others If users are unsure whether or not downloading certain templates is safe, you can actually make your own game by just simply using PowerPoint. add logo here References Example of a Family Feud Template PowerPoint Games are a great way to introduce new concepts and ideas You can create a fun, competitive atmosphere with the use of different templates You can change and rearrange information to correlate with the topic or idea being discussed. Great with students, workers, family, etc. For example: With games like Jeopardy and Family Feud, players can pick practically any answers. The person who is running the game will have to have all of the answers in order to determine if players are correct or not. However, with a game like Who Wants to be a Millionaire, the players only have a choice between answers, A, B, C, or D. Therefore, when the player decides their answer, the person running the game clicks it, and the game will tell them whether they are right or wrong.
Transcript: Contacts Set a good example. Maintaining a professional and positive standard for yourself will help your department to do the same. This attitude will then spill over into the entire company. Communicate with your team about your expectations. Make sure all the members of the HR department understand their responsibilities Communicate individual responsibilities to the entire company. Your HR department will run more efficiently if the company employees know which team member to contact for questions. Be sure all company policies and procedures are followed within your department. Complete reviews on time, keep your budget on track and report to management as required. 1 Put together a solid team. One function of the human resources (HR) department is to hire good staff for all departments. Hire specialists for each function, such as a Benefits Administrator, Trainer and Recruiter. Or, if you have fewer employees, hire Generalists who can manage multiple functions. Follow policies Example Human resources Communication Human resources presentation
Transcript: Tender: Empathetic Caring Focus on individuals self direction Trust and commitment. * The journey * The definition of tough * The definition of Tender Restructuring – Organisational restructure has both winners and losers. People who are able to land on their feet are easier to liaise with. But in any restructure there are those that lose their job or sometimes end up in a role that is not suited to them. Tenderness needs to be applied within conversation to help implement a tough decision being made for the benefit of the company. * Interpretation * Both elements support a journey being made Human resources needs to be both tough and tender. The link between Human resources with tough and tender definitions Tough: To be strategic Policies are followed fairly and consistently Focus on company needs. My View Thank you Any Questions? Within Human resources we have to keep tough and tender balanced otherwise it can become tempting to slide into being too tender therefore can avoid the tough work, which is not what organisations need. For me assisting the organisation achieve its objectives through this strategic method is an art. Helping and watching people grow is great. But helping and watching the company grow through its people is even more fulfilling. I believe that 'HR needs to be tough and tender' means understanding company needs and not being afraid to make tough decisions but to consider how people feel and do so with empathy. As a function, we are often expected to give tough news and feedback in line with strategies, but it will be more advantageous to give it in an tender way to ensure both company and the individual are as comfortable as can be. Example continued Human Resources Presentation What do we mean by that? Conclusion Examples from my current workplace Recruiting – There is always an enjoyable feeling telling somebody they got the job they were really hoping for. Unfortunately, for every person who gets the job, there are those who wanted it and didn’t get it. It is no fun to make those calls and experience outlines the need to do the correct process for the company whilst being tender in communication to the individual.
Transcript: 1. Ronald P - HK Aston 2. Edy S - HK Aston 3. Jauhar A - HK Fave 4. Murti Sari P - HK Fave Badminton Handling Complaint Employee Update Sports 2. Reza Mega S - Banquet Captain Human Resources Presentation Standard Grooming 7. Taufik Hidayat - Chief Accountant 8. Edy Santoso - Maintenance POM 13. Nurdin - Room Attendant Coordinator : Denny - HK 3. Yahya Reza - Banquet Captain Every Friday Start 6 PM - 8 PM 6. Agree Ramadhan - Rest Waiter 12. Nafisul Mukti - Waiter 1. Richardo Carleone - Bell Driver Upah Minimum Provinsi DKI Jakarta 2014 Promotion Feb Basic Standard Grooming & Greeting 9. Carlos Pangihutan - Bell Driver Representatives are : New Hire, Resign, and Promotion 4. Riki G - Bar Captain TRAINING PLATFORM Service Excellence Service Excellence Asst. Restaurant & Bar Manager Departmental Trainer Gathering 1. Heriyanto - FB Supervisor Rp. 2.441.000,- First Aid Online Mandarin Club Coordinator : Sehono - FBP Futsal Next Training Plan Train The Skills Managerial Skills Training Overview Supervisory Skills 5. Puji Prasetyo - Banquet Waiter SKKNI Program 2. Siprianus Dalu L - Accounting Admin POM Telephone Courtesy Pictures Supervisory Skills 1. Feni M - Front Desk Agent December 10th 2013 8. Jimmy Wijaya Beauty Class Managerial Skills 7. Shella - Senior GRO 4. Ocep Triadi - Room Attendant From FB Supervisor 10. Eko Afriyanto - Room Attendant Staff Activity 1. Roni - ENG Aston 2. Ricky M - FBS Aston 3. Yeni Y - FO Fave 6. Ruri. P - Room Attendant Others English Fun Club Employee Update Training and Development Staff Activity Others Telephone Courtesy Training 9. David P Tambunan - Restaurant & Bar Manager Insurance Socialization by BNI Life Employee Outing Training and Development 3. Ariono Aji W - Sales Executive Departmental Trainer Gathering 11. Rudi Wiranata - Maintenance POM Every Monday Start 6 PM - 8 PM Resign Des - Jan November 29th, 2013 Internal Cross Exposure 5. Vonny Lee - Senior Admin POM New Hire Des - Jan Representatives are:
Transcript: E M P L O Y E E Recruitment & Selection Wilmington University Spring '22 John Doerfler Bill Carpenter Interview HR Specialist III State of Delaware Career Career DE Health & Social Services Sussex Family Court Office of Management & Budget Procedure Recruitment Procedures Job Posting Internal Promotion Phone Interview Outside Candidates Interviews 2 & 3 Bill Carpenter Interview Insight Insights Bureaucratic Slow to Adapt Extremely Thorough Fairness Bill Carpenter Interview Navigating the Labor Market Recruitment & Selection Process Navigation Labor Market Labor Market Wage Demands Benefit Demands Department Demands Strengths & Weaknesses Strengths & Weaknesses Size Matters Strengths Strengths Security Talents Fairness State employment is a sense of security for most Bureaucratic natures ensures fairness and equity in hiring practice Large size of employer allows for different modes of thought Weaknesses Weaknesses Bureaucracy Layers of approval needed for change Adaptation Slow to adapt to quickly changing markets Audit Are current practices garnering the best recruits? Solutions Solutions Audit of current practices Promote Flexibility Empower management
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