The Department of Veterans Affairs and the Labor Market Essay

Over the course of this past year the Veterans Success Center (VSC) has made huge strides in being more visible and more involved with other areas across campus. I wanted to concentrate on reaching the incoming student-veterans so that when they encountered the veterans program it appeared to be far more established than it was, and interaction with it being perceived as a daily opportunity. This meant that we would need to be far more involved with the early processes of becoming a student such as: Premiere Night, SOAR/TSOAR/Preview Day/ Veteran specific orientation and Veteran campus tours. We also wanted to be much more accurate in speaking to our student-veteran population, so we worked directly with the Admission Office to create an

There are so many history stories in history books and on the internet, but the source from people who were actually there is so much better than reading the nonsense. It’s better to hear stories from people who have actually lived and witnessed it rather than just read stories about it. Most students listen better than they read. When you listen to stuff, it sticks in our mind way longer than looking at a book trying to figure out what’s going on. Veterans are an example of this. They tell us stories about the times they were in the training and when they battled, if they did or have already. They have always been an important part of our nation’s history, present, and future. Everyone who went into the military or is currently planning to join has or will have a story to tell. It will be a part of them that they will always remember, the good times and the bad times. So many veterans love telling all the experiences they have witnessed. Thinking of it, it’s not a bad thing; it’s a great thing to be able to say they were actually there. Many students ask what the training is like when they first join the military, although it’s really tough, many still consider going, some even make the commitment to join right after they graduate. Those who do make it, the commitment, are the reason our nation’s history and future is how it is and how

People often say that freedom is not free and that price has been paid by countless brave individuals. These brave individuals are known as veterans. Veterans should be remembered, respected and honored because of their sacrifices, courage, and patriotism.

The Department of Veteran Affairs (DVA) is a public organization that is government provided. The organization funding is produce through taxes. The executive branch of the agency is located in Washington DC and is headed by Secretary of Veteran Affairs. There are Veteran Affairs Offices located in all 50 states, including American Samoa, District of Columbia, Guam, North Marianas Islands, Puerto Rico, and Virgin Islands. It ranks number two in the United States federal department with over 200,000 employees.

It’s possible to distinguish higher levels of employment among female veterans than female non-veterans. In fact, the U.S. Department of Veteran Affairs (2016) reports that around 34.2% of women

Mature and motivated. Proven ability to assist providers and veterans on exam days in any manner needed. General problem solving in a solutions-oriented manner for both providers and veterans. Update case statuses as available. Accomplish ambition to assist wounded veterans with a caring, positive, and patriotic attitude. Organized, courteous, professional, capable of following instructions from all levels of staff and associates alike. Experience in applying, general rules and regulations of diverse settings and environments. Competent to obtain and enter data from various automated data systems to affect admission and disposition of patients. Interpersonal and communication skills frequently prove constructive to others and team members alike,

Companies should give special consideration to all veterans especially those who served in the 1920's until the 170's because of the high-intensity combat. These veterans have the most post traumatic and stress disorders than others because of wars were going on then. Communication and lack of leadership, and skill translation may play a big part in those who experience such trauma and exposing to strong chemicals in the air. If you think about it, they are just trying to get back on their feet and live a regular lifestyle. They, to need money and a stable job to pay bills. How are they going to pay for food, clothing, and personal items? Companies should really start considering hiring veterans because they are regular people and they need a job for the same reasons other people do.

The U.S Department Veteran’s Affairs (VA) provides a wide range of benefits for our service members, veterans and their families. Some of these benefits include but are not limited to include compensation, disability, education, and home loans. Throughout this paper I will discuss these benefits and the eligibility required to receive them. Eligibility for most VA benefits is based on type of discharge received through the military which is normally all discharges under other than dishonorable conditions.

The Veterans of Foreign Wars Organization (VFW) is a nonprofit group founded in 1899 comprised of military service members and qualified veterans. Their mission is to serve the veterans, military, and community while nurturing camaraderie (VFW, n.d.). They aim to ensure that all veterans are appreciated for their service and are recognized for the sacrifice they have made for this great country. The VFW of Rapid City, South Dakota is one of many locations in the United States. They offer many resources to their local veterans as well as promote awareness regarding war-associated illnesses.

The decision was made to hire disabled Veteran based on Mr. Kaun’s experience as a VAWS with our organization and his extensive knowledge of the Veteran’s program, DVOP/LVER roles, our website, CareerSourcePinellas Programs and services. As well as knowledge of EFM, Atlas, and desire to service the Veteran population

U.S. Security Associates uses employment tests and screening of job applicants in their selection process to select the best candidate. They provide incentives to their current employees based upon their performance. Aegis Media has a low turnover rate because they have an efficient training and development program. They realize their new employees need to feel connected with the company. They developed a program which helps their employees the first 90 days to make sure they gain experience and know the organization’s expectations. Vi has a retention plan which allows them to recruit potential candidates and retain their current employees. Jiffy Lube International offers an online development training for their employees, which is available

Such engagement immersed Mr. Hunt in veteran’s initiatives in alignment with the provisions of 38 U.S.C. 4215, which provides priority of service to veterans and eligible spouses in all Department of Labor-funded job 5 training programs. As Director of the National Center of Excellence, Mr. Hunt headed the team that designed, launched and administered a nationwide web-based training program used by the disabled to improve their skills in service related professions (e.g. customer service). This experience has not only driven a passion for workforce development and innovation, but also a desire to train the countless underserved populations such as the disabled. His compliance and employment expertise, which has evolved for more than three decades, truly makes him an invaluable component in the creation, strategizing, and management of workforce developing initiative, job centers and training particularly as they pertain to providing opportunities to veterans, socioeconomically disadvantaged and disabled populations.

Such engagement immersed Mr. Hunt in veteran’s initiatives in alignment with the provisions of 38 U.S.C. 4215, which provides priority of service to veterans and eligible spouses in all Department of Labor-funded job 5 training programs. As Director of the National Center of Excellence, Mr. Hunt headed the team that designed, launched and administered a nationwide web-based training program used by the disabled to improve their skills in service related professions (e.g. customer service). This experience has not only driven a passion for workforce development and innovation, but also a desire to train the countless underserved populations such as the disabled. His compliance and employment expertise, which has evolved for more than three decades, truly makes him an invaluable component in the creation, strategizing, and management of workforce development initiatives, job centers and training particularly as they pertain to providing opportunities for veterans, socioeconomically disadvantaged and disabled populations.

First, the organization realized that its recruiting process faced organizational challenges, including “a decentralized staffing process, inconsistent interview practices, and variable candidate quality from a small number of colleges” (Goldsmith et al., 2009, para. 6). Whereas a decentralized staffing approach can work well to address local opportunities and needs, it also can lead to inconsistencies in recruiting practices. Moreover, decentralized approaches to recruiting are harder to track and measure staffing performance. Therefore, Kelly OCG launched a centralized staffing approach. The centralized staffing approach included “a customized candidate application website and standardized, more thorough screening methods to enhance candidate quality and service level” (Goldsmith, 2009, para. 8). According to Stewart and Brown (2012), “a primary benefit of centralized procedures is cost savings” (p. 172). In fact, the centralized process decreased GE’s staffing cost by 54 percent (Goldsmith, 2009). Moreover, the standardized staffing process made it easier for GE to manage and measure

One of the most crucial elements of a successful or productive organization is an effective employee selection process. The significance of this process emanates from the fact that how workers carry out their jobs plays a crucial role in determining the level and extent of success of an organization. Due to the significance of an employee selection process, organizations draw candidates for open positions from the labor market. Actually, top-performing or successful organizations draw candidates from approximately 60 percent of the labor market. This trend includes sourcing for passive candidates who would prefer to remain contented with their present job. Moreover, organizations will relatively low or poor performance draws candidates from nearly 40 percent of the labor market and active workforce. An example of a top-performing organization that draws candidates from the labor market is Wal-Mart. The labor market plays a crucial role in employee selection with regards to having a population with the necessary qualifications for working in various organizations.