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H uman R esources A dvanced - PPT Presentation

L eaders C ourse Course Training Overview February 2017 Who Do You Think You Are 3 Doctrinal Review Educational Outcomes Course Design Experiential Learning Model Critical and Creative Thinking ID: 667174

learning support leaders section support learning section leaders operations brigade sound personnel battalion based critical creative thinking training competencies doctrinally planning army

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Slide1

Human ResourcesAdvanced Leaders Course

Course Training Overview

January 2019Slide2

Who Do You Think You Are??Slide3

3 Doctrinal Review Educational Outcomes Course Design Experiential Learning Model Critical and Creative Thinking

Peer Reviews Learning Styles Inventory Course Themes and Objectives Graduation RequirementsOutlineSlide4

4What is an HR Professional?

The purpose of the Adjutant General (AG) branch is to provide manpower, Human Resources (HR) and band support to commanders at all echelons to enhance the readiness and operational capabilities of the total force and ensure success across unified land operations. HR professionals provide the Army with an HR manager focused on projecting requirements; developing capabilities; and planning, programming and managing Army HR life cycle functions in support of senior military leadership. Senior career HR professionals are responsible for developing, interpreting, integrating and implementing the DoD, Joint, and Army HR programs and policies for the military, civilian, retiree, and contractor work force and their families at all echelons.DA Pam 600-3, Chapter 36Slide5

5Brigade/Battalion S-1 Section

Principal staff officer for all matters concerning human resources support (military and civilian) is the S-1 Officer. The S-1 leadership supervises the execution and delivery of all HR mission essential tasks within the battalion/brigade. The mission of the battalion/brigade section is to plan, provide, and coordinate the delivery of HR support, services, or information to all assigned and attached personnel. Specific responsibilities . . . include manning, personnel services, personnel support, and conducting HR planning and operations. FM 1-0 details specific S-1 Section duties and responsibilities (Chapter 2)Slide6

Man the Force

Chapter 3

Provide HR Services

Chapter 4

Coordinate Personnel Support

Chapter 5

HR Planning and Operations

Chapter 6

Personnel Readiness Management

Section I

Personnel Accountability

Section II

Strength Reporting

Section III

Retention Operations

Section IV

Essential Personnel Services

Section I

Postal Operations

Section II

Casualty Operations

Section III

MWR Operations

Section I

Command Interest Programs

Section II

Army Band Operations

Section III

HR Planning and Operations

Operate HR C2 Nodes

Personnel Info Management

Section V

Provide Human Resources Support

Appendix A – HR Rear Detachment Operations

Appendix B – Theater Opening/Redeployment Operations

Appendix C – Casualty Estimation

Appendix D – Civilian Support

Appendix E – HR Division of Labor

HR Core Competencies

CORE COMPETENCIES

K

E

Y

F

U

N

C

T

I

O

N

S

6Slide7

 

42A Advanced Leaders Course42A Senior Leaders Course

ScopeALC produces NCOs who are mid-grade HR Leaders, both doctrinally sound and technically capable of

delivering HR support

as the Human Resources Sergeant within a Battalion/Brigade S-1 or SRC 12 organization who are also effective communicators and critical and creative thinkers

.

SLC

produces NCOs who are senior HR Leaders, both doctrinally sound and technically proficient

in planning and executing HR support

as the Senior Human Resources Sergeant within a Brigade S-1, Division G-1, or SRC 12 organization who are also effective communicators and critical and creative thinking HR planners.

Educational Outcomes

Leadership

Mid-grade Leaders who exhibit character, accountability, resilience, adaptability, initiative, and sound judgment while

capably serving in a Brigade/ Battalion S-1 or SRC 12 organization

delivering HR support.

Senior HR Leaders who demonstrate character, accountability, resilience, adaptability, initiative, and sound judgment while

expertly serving in a Brigade S-1, Division G-1 or SRC 12 organization

planning and executing HR support.

Doctrinally Sound

Competently delivers timely and accurate HR support.

Able to coach, counsel, and advise other HR personnel.

Competent advisor

to unit leadership, supported Soldiers and their families on the craft of HR.

Effectively and efficiently plans, executes, and manages HR support

to doctrinal standard in the Operational Environment.

Capable coach, counselor, mentor, and advisor for junior HR personnel.

Trusted advisor

to senior Army leaders, supported Soldiers and their families in the craft of HR.

Technically Capable

Proficient in the employment and operation

of HR enabling systems and common computer applications.

Understands the Battalion/Brigade HR role in support of Unified Land Operations.

Proficient in the capabilities and functionality

of HR enabling systems and their interface with other Sustainment Tactical and Deployable systems

(e.g., BCS2, CPOF).

Understands the role of HR organizations and programs in support of Unified Land Operations.

Familiar with operational and strategic sustainment

Critical and Creative Thinkers

Able to solve sometimes ambiguous problems

using logical thinking and sound reasoning to develop viable recommendations

or solutions.

Skilled in analysis of HR planning considerations

and the execution of HR support in a theater and/or Joint environment.

Able to solve sometimes ambiguous problems using logical thinking and sound reasoning to develop viable solutions.

Scopes and Educational Outcomes

7Slide8

8

21st Century Soldier Competencies21st Century Soldier Competencies

Developed, Assessed or Reinforced Through

Character and Accountability

Reinforcing

Army Values

Rubric assessments

Peer and facilitator

e

valuations

Coaching,

counseling, and mentoring

Comprehensive Fitness

Mandated

Training

Leadership Tasks

Adaptability and Initiative

Experiential Learning Model (ELM)

Problem-based scenario

training

Life

long Learner

(includes digital literacy)

SSI

Learning Resource Center (reach back)

HR Warfighter Training Support Packages

Structured Self-Development and Army Career Tracker

Team Work and Collaboration

Team and peer-based learning

Complex collaborative problem-solving exercises

Small Group ELM outcome-oriented instructional strategy

Communication

and Engagement

(oral, written, negotiation)

Rubric assessments

Oral

and written communications standards

Critical Thinking and

Problem Solving

Complex, team-based, problem-solving exercises or scenarios

Allowing students to learn and grow from

mistakes

Cultural

and Joint, Interagency, Intergovernmental, and Multinational (JIIM) Competence

Application of Military Decision

Making Process (MDMP)

HR Staff Exercise (STAFFEX)

Culminating Training Event (CTE)

Tactical and Technical Competence

(full spectrum capable)

Doctrinally-based learner-centric blended learning Comprehensive HR Enabling Systems training

Integration of HR concepts and systemsWarrior Training Area / Mission Command Simulations CenterSlide9

9 Serve as Leaders who are capable in the craft of HR

(Leaders who are Doctrinally Sound and Technically Proficient) Relate and apply HR doctrine and policies to their organization (Doctrinally Sound and Technically Proficient) Apply operational knowledge of HR doctrine, processes, systems, tools, and resources (Doctrinally Sound and Technically Proficient) Analyze the Deployment Cycle Support Program phases and identify tasks that relate to their organization; identify creative solutions, and help deliver HR support to their organization (Critical and Creative Thinkers)Course ObjectivesThe HR Advanced Leaders Course graduate will be able to:Slide10

10Course Design(1 of 2)

Two-phased (2 x 2), 14-days each outcomes-based ADT course that trains Mid-grade HR Sergeants on operational / tactical HR programs, processes, systems and plans Small group experiential learning format reinforces professional development, problem-solving, and peer based learning: HR Core Competencies Doctrinal Content (FM 1-0) Battalion and Brigade level Final HR Culminating Training Event (CTE)HR Advanced Leaders Course is focused on delivering HR support at Battalion/Brigade level with special emphasis on doctrinal responsibilities.Slide11

11Course Design(2 of 2)

Modular by Core Competencies Organized around the four HR Core Competencies and Key Functions Allows for the integration of real-world authentic problems Each module has pre and post assessments HR Enabling Systems instruction and hands-on throughout Outside the class reading/homework requirements Based on the Experiential Learning Model (ELM) and the Adult Learning Methods, Techniques, and Procedures Readings are preparation for the next day’s class and are critical Assignments are to reinforce what is learned, completed either as homework after instruction or completed prior to instructionSlide12

12Course ThemesIndoctrinate understanding and application of delivering HR Support at battalion/brigade level

Reinforce relationship between doctrinal core competencies and enabling HR SystemsDevelop technical competence in HR core competencies in battalion and brigade level organizationsDevelop knowledge in personnel planning and battalion/brigade level HR supportSlide13

Course MapSlide14

Reading Assignment ExpectationsHOMEWORK ASSIGNMENTS

READING RATE(Words per Minutes)Study120Read250Review460

Scan750DEFINITIONS

Study

Material of

primary importance

for a lesson

Includes

more than just reading

– pausing, organizing, outlining, research, etc.

Read

Material of

secondary importance

for a lesson when assigned with

“study”

material

Of

primary importance

when

“study”

material is

not

assigned

Review

Any material

previously assigned

as either

“study”

or

“read”

Scan

Includes any material not evaluated, but

meant for student awareness

14Slide15

Based on recognizing and building on experienceBeing action orientedBeing self directed and based on self motivationBeing task or problem-centered

Focus on the learning process rather than just the knowledge content15Adult LearningSlide16

ELM Learning Strategy

Experience

Publish

Process

Generalize

Apply

Do

Reflect

Apply

16Slide17

Kolb’s Learning Cycle and ELM Model

“Publish and Process”“Generalize New Information”“Apply”“”Do”Slide18

Critical thinking is active and skillful conceptualizing, applying, analyzing, synthesizing, evaluating of information gathered from observation, experience, reflection, reasoning, or communication, as a guide to

belief or actionA well cultivated critical thinker raises vital questions and problems, formulating them clearly and precisely and communicates effectively with others in figuring out solutions to complex problemsCreative thinking is a way of looking at problems or situations from a fresh perspective that suggests unorthodox solutions (which may look unsettling at first). Creative thinking can be stimulated both by an unstructured process such as brainstorming, and by a structured process such as lateral thinking..18Critical and Creative ThinkingSlide19

Peer review is the evaluation of individual creative work or performance by other people in the same class in order to maintain or enhance the quality of the

work or performance in the course. It is based on the concept that a larger and more diverse group of people will usually find more weaknesses and errors in a work or performance and will be able to make a more impartial evaluation of it than will just the person or group responsible for creating the work or performance. 19Peer ReviewsSlide20

Learning Styles InventoryComplete your Learning Styles Assessment at:http://agelesslearner.com/assess/learningstyle.htmlBring your results to class and be prepared to discuss:1. Were you surprised by the result? 2. Did the questionnaire accurately assess your style?

3. Why is it important to understand how you learnwhen beginning a new course?Slide21

HR MetricsExample HR Metric ReportSlide22

22 Fitness Test Practical Exercises (PE) Writing Assignments

Pre and Post Assessments Multiple choice, matching, fill-in-the-blank questions Case Studies (essay) Oral Communications, including facilitated discussions Class participation - Rubrics - Team Building/Leadership HR DCSP Scenario STAFFEX *70% is passing Graduation RequirementsSlide23

Human ResourcesAdvanced Leaders Course

Questions?

"You may have a fresh start any moment you choose, for this thing that we call "failure" is not the falling down, but the staying down." - Mary Pickford23Slide24

Gas: The motivation (Fuel). A positive attitude for change

Exhaust: What we are leaving behind. Preconceived expectationsLuggage: What are we taking with us. Teamwork – so that everyone graduatesVision:Where are we going? HR Professionals that are doctrinally sound, technically capable, and critical and creative thinkers.Transfer Vehicle