Case Study: Human Resource Noncommissioned Officers

Another important part of being an officer is to handle the administrative work so that the platoon gets all

Assists the 8th POB (A) IMO in managing and executing the battalion ADP Life Cycle Replacement Plan and Budget.

SUBJECT: UPDATES TO THE AR 623-3 AND DA PAM 623-3 1. Purpose: To specify changes and information to THE AR 623-3 AND DA PAM 623-3 2. Facts: a. Provides evaluation reporting policy guidance specific to USAR and ARNG Soldiers in appendices rather than chapters (appendices G and H) b. Requires all requests for exceptions to policy regarding rating chains and/or senior rater rank/grade designation to be approved by HQDA at the beginning of the rating period. c. Specifies when rated soldiers are eligible to receive evaluation reports. d. Updates responsibilities of the rated Soldier and rating officials. e. Increases the minimum requirements for rating officials on USAR (Troop program unit) and ARNG (Man-Day) NCOERS. f. Makes the use of social

SUBJECT: Deployment Information Update 1. Purpose: Announce procedures to properly record and update deployment information on the Enlisted Record Brief (ERB), Officer Record Brief (ORB) and DA Form 2-1. PROCEDURAL GUIDANCE TO UPDATE THE ERB/ORB/DA FORM 2-1 WITH DEPLOYMENT INFORMATION. 2. Facts: a. Deployment information will be updated on Soldiers ERB and ORB in section IX, assignment information for current assignment (duty title only) and assignment history information (duty title only). The DA Form 2-1 will be updated in item 34, section VII, current and previous assignments. b. For both current and previous assignment lines, change only the duty title to reflect deployment information. Example: MNC-I SGM (FWD IZ). Do not alter organization,

3. eMILPO. eMILPO is one of the main systems that we use in the Military. Some of the services include personnel services, personnel accounting, readiness, DTAS, reassignment, PERSTEMPO, workflow, promotions and System Services tab. eMILPO is a worldwide Army system and it is for every Soldier. You will want to ensure that the information that you put in eMILPO is accurate and correct, as well as having the supporting documents to go with it. The form DD 93 (Emergency Notification) is completed if the Soldier is married and elects another person for the death gratuity. This ensures that the spouse is informed in the event the Soldiers

The Total Officer Personnel Management Information System (TOPMIS-II) is our primary system for managing officer record data; the Enlisted Distribution and Assignment System (EDAS) is our primary system for managing enlisted data. These

1. The most vital and sacred responsibility of leadership is to lead our Junior Enlisted Soldiers to victory. It is great opportunity to lead Soldiers and being charged with the responsibility on their professional development in their military career as well as in the civilian world. Your peers and subordinates must understand the values of the Noncommissioned Officer Creed, Soldier Creed, and Warrior Ethos because without following the words, you will not succeed in life. Junior Soldiers must be aware of the importance of our Noncommissioned Officers on establishing the high standards that can easily lead to professional environment. Remember professional environment is the only factor of being a successful unit.

•Serve as the system administrator for Defense Civilian Payroll System (DCPS), Automated Time Attendance and Production System (ATAAPS), Integrated Compliance Information System (ICIS) by resolving systems problems, coordinating and resolving matters concerning employees leave, pay, deductions, etc. Knowledgeable of multiple payroll systems, policies, and procedures, systems codes, classifications, and terminology to effectively resolve employees payroll issues.

According to Knauer (2007), “Corps Installation Personnel Administration Centers encourages all Marines to utilize MOL and My Pay to perform self-service administration which can range from requesting leave, PTAD (permissive temporary assignment of duty), changing RED (record of emergency data) and home address infor-mation, to starting and stopping allotments. Marines can also review their record for accuracy” (p. 1).

capability to “talk to” 26 other systems used by the National Guard, the Army Reserve,

Question-1: Discuss the relationship between corporate human resources structure and operations at the plant level. What impact, if any, did that relationship have on the situation described by Newcombe?

system makes it easy for HR workers and Soldiers to find and update a wide range of

The role of Human Resource Managers OD Practitioner is rapidly growing. Businesses are growing bigger and Human Resource Managers personals are in high demand, not to only be HR managers but to also take the role of an OD Practitioner. Human Resource Managers must know its their tasks and being able to lead a large group of people in the right direction. These professionals are being forced to take the role of an OD Practitioner and to not forget the role they we’re once in because both roles accompany one another. One stated, “Practitioners are beginning to deliver differently and to link learning and talent Development to change and organizational development”. HR and OD both are looking to building stronger employees and to lift performance through strong leadership and coaching development skills. This term paper will educate and give its reader knowledge on the roles of Human Resource Managers and OD Practitioner. Question such as, what are the tasks of a Human Resource Manager, what are the differences between the two and what benefits will a company gain from training the people in place of Human Resource to become the company’s future Human Resource Managers OD Practitioner, will be answered. My desired learning outcome from this paper is for myself and the reader to gain the unknown information of a Human Resource Manager OD Practitioner and being able to present what was learned and also put it in action.

Fast and accurate digital tools, wider clouds, speedier analytical tools, mobility technology, big data, social media, robotics, and artificial intelligence are not the technologies involved in space research or automobile engineering but these are dynamic tools of HRM that are going to shape organizations in 2018 and beyond. Enhanced employees engagement and productivity is the ultimate goal of every successful organisation but employers who are equipped with cutting-edge HR technologies have an edge over traditional companies in achieving these objectives. That’s why cloud-based HR has become an essential aspect of every smart organisation in the digital era. The year 2018 will be a great

Demand forecasting techniques are the methods a business uses to make the best possible decisions for their company based on likely predictions.