Human Resource Center for Excellence - PowerPoint PPT Presentation

Loading...

PPT – Human Resource Center for Excellence PowerPoint presentation | free to download - id: 3b8834-MWVjM



Loading


The Adobe Flash plugin is needed to view this content

Get the plugin now

View by Category
About This Presentation
Title:

Human Resource Center for Excellence

Description:

Human Resources Community HR Center of Excellence 2010 DON HR Conference 27April 2010 CAPT Maureen Cahill, USN Director HRCOE NPS Monterey * HR Professional ... – PowerPoint PPT presentation

Number of Views:438
Avg rating:3.0/5.0
Slides: 26
Provided by: publicNav7
Category:

less

Write a Comment
User Comments (0)
Transcript and Presenter's Notes

Title: Human Resource Center for Excellence


1
Human Resources Community HR Center of
Excellence 2010 DON HR Conference 27April 2010
CAPT Maureen Cahill, USN Director HRCOE NPS
Monterey
2
Agenda
  • HR Center of Excellence Background
  • HR Community Origins / HR Officer Skills and
    Competency Areas
  • HR Officer / HR Generalist career with military
    HR breadth and depth
  • HR Professional Development through HR Center of
    Excellence

2
3
  • Located in Graduate School of Business Public
    Policy (GSBPP) at Naval Postgraduate School
  • started OCT 2007
  • --Director, CAPT Maureen Cahill, USN SPHR
  • --Deputy, LCDR Cesar Padilla, USN SPHR (1205
    on ADSW)
  • Three Objectives
  • --Develop a Continuum of Learning for all HR
    Officers
  • --Mentor HR Officer NPS Students focus Thesis
    Engagement
  • --Develop HR Resource Center for HR Officers
    and others

3
4
Our Centers Development
OCT HRCOE established at NPS
FEB HR Intro Course I
JAN HR Senior Leader Session (DCO)
APR HR Introductory Course Pilot
NOV Initiated HR student -- Gaining Command
Thesis linking effort
MAY HR Advanced Course
JUN SHRM Certification Prep Pilot
FEB HR Intro Course I
JUN HR Distance Learning Brown Bag HR Detailer/
Community
JUL HR Intro Course II
APR Initiating planning for DL Junior Officer
Intermediate Proof of Concept BETA sessions
NOV Formed HR Work Team and initiated concept
and content development for HR Short Courses
SEP HR Advanced Course Pilot
JUL HR Intro Course II
OCT SHRM Certification Prep Pilot
OCT-DEC SHRM Certification Prep Program
DEC HR Senior Leader Session on Defense Connect
Online (DCO)
HRCOE has come a long way and continues to move
forward
Note SHRM is the Society of Human Resource
Management. We encourage our officers to obtain
HR Certification Professional in Human Resources
(PHR) and Senior Professional in Human Resources
(SPHR) which are based on the SHRM body of
knowledge
4
5
HR Community Origins
  • Navy HR Community Officially Created (442)
  • Navy required a specialized cadre of officers
    focus in FOUR core competency areas
  • HR Total Force created with addition of HR Full
    Time Support (226) and Selected Reserves (227)

2001
2007
5
6
HR Officer Strategic Dispersion
47 of HR billets are in Millington and the DC
area
6
7
HR Officer Skill Sets
  • Requirements Determination
  • Compensation Analysis
  • Human Systems Integration
  • Information Systems
  • Strategic Planning
  • Joint Development
  • Training /Education Technology
  • Manpower Analysis
  • Econometric/ROI Forecasting
  • Operations Research/ Analysis
  • Financial Management
  • Personnel Policy
  • Recruiting

7
8
Matched to Core Competency
  • Requirements Determination
  • Compensation Analysis
  • Human Systems Integration
  • Information Systems
  • Manpower Analysis
  • Econometric/ROI Forecasting
  • Operations Research/ Analysis
  • Financial Management

HR Requirements Analysis
8
9
Matched to Core Competency
  • Strategic Planning
  • Joint Development
  • Personnel Policy

HR Management
9
10
Matched to Core Competency
  • Training /Education Technology

HR Development
10
11
Matched to Core Competency
  • Recruiting

HR Recruiting
11
12
Common HR Billets by Core Competency Area (CCA)
  • Requirements
  • Traditional manpower work and other areas with
    analytical focus. Examples
  • Manpower Plans Officer
  • Financial Management / Budget
  • Information Systems / ADP Plans
  • Personnel Research / Operations Analysis
  • OPNAV N10 / N12 / N13 /
  • N8 / NAVMAC
  • Management
  • Deals in personnel management. Examples
  • Personnel Plans and Policy (includes OPNAV N13 /
    ASN(MRA))
  • Personnel Distribution / Detailers
  • PSD OICs
  • NPC Mobilization Detachments
  • NOSCs / TPUs
  • Staff/Fleet N1
  • Development
  • Encompasses training and education functions
    of MPTE Enterprise. Examples
  • CVN Training Officers
  • USNA Instructors / School Admin
  • NSTC COS / Training/OPS
  • TSC CO / XO / Student processing
  • RTC XO / Indoc Training
  • OTC XO / School Admin
  • NETC Staff
  • Recruiting
  • Deals with recruitment of personnel into the
    regular and reserve components of the Navy.
    Examples
  • Officer Recruiters / OPOs / EPOs
  • MEPS Operations Officers
  • MEPS Commanders
  • NRD XOs / COs
  • CNRC / Region Staffs

12
13
Navy Total Force (MPTE) Domain Assignments
NAVY HR OFFICER
1st Recruiting Enl Prgm Officer
2nd OPNAV N13 ASST PERS Policy Plans
Navy Fleet/Staff or Joint HR Assignments
3rd CVN TRNG OFF
4th Grad ED-NPS Financial Mgmt
5th FMB/OPNAV N8 MPWR Budget Analyst
6th JSC Staff MPWR PERS PLANS
Every Assignment Changes our Competency Profile
13
14
NAVY HR OFFICER
HR Generalist with Military HR Breadth Depth We
are our Experiences Each is Unique
No Two HR Officer Careers and Resulting
Competency Profiles are the Same
14
15
HR Professional Development
  • How do you train and develop this unique
    workforce?
  • Military Active and Reserve (FTS SELRES)
  • Move every 2-3 years
  • Must develop leadership while developing breadth
    and depth across the four Navy HR CCAs
  • Up or Out so must promote to next rank
  • Must be ready to assume greater responsibility
    within one or more competency area
  • As we gain seniority and experience we are called
    upon to play a more strategic role in planning
    and determining the direction of the Navy human
    capitol

15
16
HR Professional Development
  • What we need / are doing
  • HR Community Website
  • Regional Captain Network
  • Mentoring via Regional Captains
  • Initial Familiarization Course
  • Certification Support Assistance
  • Advanced Learning Course
  • HR Beacon Newsletters

HRCOE
16
17
HR Continuum of LearningContinuing to Mature
?
?
In Residence at NPS HR TRAINING FOR OUR
NEWEST HRs PREPARING HRs FOR FUTURE CHALLENGES
17
18
HR Introductory Course Bring New HRs to HRCOE
HR N1 / MPTE World HR Community HR Careers
HR CCAs
HRIC wi 3 years
At Threshold of Career
18
19
HR Introductory CourseFive-Day Course
  • HR Training for Our Newest HR Officers
  • Familiarization with the Navy Total Force Domain
    organizations and process (our HR world)
  • Day 1 Requirements/Authorizations/Programming-gt
    Demand
  • Day 2 Navy Enlisted Accession Supply Chain
    Accessions/ Recruiting/Training/Distribution
  • Day 3 Workforce Shaping/Community Management and
    Personnel Planning/Navy Reserve Component
  • Day 4 Navy Compensation/Task Force Life Work
    Policy Initiatives
  • Day 5 Navy Total Force Strategy/ Pers Policy
    Initiative Hands On
  • Interspersed with HR Community, Career and
    Competency Discussions

19
20
HR Advanced CourseTwo-Week Course
  • Training for Senior HR Officers
  • Preparing HRs for Future Challenges
  • Critical element of our HR Continuum of Learning
  • Leverages strengths of HR senior officers and NPS
    to develop and deliver community training
  • Primary Course focus
  • Workforce planning / resourcing considerations
  • Force Shaping/Stabilizing / manpower costs
  • Force structure / supporting policies and
    tradeoffs
  • Diverse strategic exposure to Navy HR

HRAC CDR/O-5 Level
20
21
HR Advanced CourseStructure FY10
Three Tiered Program
Practical Manpower Exercises
Org Management/Leadership
Navy Manpower and Policy
21
22
HR Certification
  • HR Officers are encouraged to earn HR
    Certification
  • Additional Qualification Designators (AQDs)
    awarded for certification achieved through
  • Society for HR Managers (SHRM) PHR, SPHR, GPHR
  • http//www.shrm.org/
  • International Society for Performance Improvement
    (ISPI) CPT
  • http//www.ispi.org/
  • SHRM Preparation HRCOE funded program (30 50
    a year), civilian prep courses through Tuition
    Assistance (college program only).
  • Certification Exam The cost of the
    certification exam is currently not subsidized.
    The HR community is pursuing COOL certification,
    which would result in funded certification for HR
    officers www.cool.navy.mil

22
23
HR Center of Excellence
Adds Formal Learning Continuum Elements
Senior HR
New Accession
Training Accommodates Varied Careers and
Competency Profiles
23
24
HRCOE Learning EventsCurrent and Future
HRIC
HR Training for our Newest HRs
New HRs LTJG LCDR Who have joined community
within previous 3-5 years Quotas 60 per year
HRAC
Preparing HRs for Future Challenges
Senior Manager HRs CDR Who are likely to be
working in workforce plans/resourcing. Quotas 30
per year
CPEP
Certification Prep and Exam Program
LTJG-CAPT HRs Who desire and are available to
earn PHR/SPHR Certification through Prep and
Exam. Quotas 25-50 per year
24
25
Questions
  • HR Center of Excellence (HRCOE)
  • Director, CAPT Maureen Cahill, USN
  • (831) 656-3174 or dsn 756-3174
  • mmcahill_at_nps.edu

25
About PowerShow.com