s1hr military

S1hr Military - BOTD SHOW SLIDE: INFORMATION ABOUT UNIT STAFF PREPARATION MANAGEMENT: Academic hours/methods 0h/10min Introduction 1h/35min Lecture/Discussion 0h/35min Practical exercise 1h Quiz/0min Quiz 0 hrs/0 min Summary 4.2 hrs Total Hours Learning Phase / Exercise Introduction Teaching Method: Lecture / Discussion Instructor to Student Ratio: 1:32 Teaching Time: 15 min Media: Large Group Instruction INSTRUCTIONS: On Throughout this lesson, ask students about the challenges they experienced in the current operating environment (COE) and what they did to address them. Encourage students to apply at least one of the 11 critical variables: physical environment, state character and stability, sociological demography, regional and global relations, military capabilities, technology, information, external organizations, national will, time, and economics. MOTIVATOR: Personnel Readiness Management (PRM) is the process of assigning soldiers based on documented requirements, authorizations, and predictive analytics to support the commander's priorities. Effective personnel readiness describes the state of operational readiness of the unit in terms of its ability to manage its authorized structure. The PRM process analyzes personnel force data showing current operational readiness compared to expected readiness (authorities). It also includes anticipating future requirements and evaluating the readiness of individual soldiers. As an HR professional, PRM is one of the most important and critical areas in which you will be involved. With the Army HR Transformation and Personnel Services Delivery Redesign (PSDR) initiative, PWDs focused on brigades and changed the roles and responsibilities of HR leaders at all levels. As we finally move towards the Integrated Personnel and Payroll System - Army (IPPS-A), PRM will use a single database for all components and is expected to gain new efficiencies through streamlined processes. MAINTAIN THE PREPARATION OF UNIT STAFF

By people I don't mean "staff". I don't mean "supreme power". I am not referring to "occupancy rate" or other labels that refer to people as commodities. I mean live, breathe, serve people. They have needs, interests and desires. They have spirit, will, strengths and abilities. They have weaknesses and mistakes. And they have names. GEN Creighton Abrams Chief of Staff, Army PRESENTATION SLIDE: A HISTORICAL PERSPECTIVE NOTE: The purpose of this slide is to solicit student responses to a quote from General Abrams as a prelude to beginning an overview of people with disabilities.

S1hr Military

Action: Maintain unit personnel readiness (PRM) Conditions: In a classroom setting with access to FM 1-0, eMILPO training database, Army Manning Guide, and knowledge of the operating environment (OE) , variables and factors. Standards: Students meet the standard when they correctly: 1. Define the Army PWD mission and process. Define the roles and responsibilities of people with reduced mobility. Implement distribution process and unit restart procedures. Coordinate pre-deployment preparation. Interpret the Army and ARFORGEN manning guide. SHOW SLIDE: SELECT TERMINAL LEARNING OBJECTIVES NOTE: INSTRUCTOR WILL FACE THE FOLLOWING: Safety Requirements – In a training environment, managers are required to perform a risk assessment in accordance with FM 5-19, Composite Risk Management. Leaders complete the DA 7566 IMPOSED RISK MANAGEMENT WORKSHEET during the planning and execution of each mission and submission by assessing the mission, enemy, terrain and weather, support forces and weather available and civil considerations (METT-TC). Note: During MOPP training, managers must ensure that personnel are monitored for possible thermal injuries. Local policies and procedures must be followed during the high heat category to avoid heat related injuries. Consider MOPP work/rest periods and IAW FM water change guidelines, NBC Protection, FM, CBRN Decontamination. Risk Assessment Level: Low Environmental Aspects: NOTE: It is the responsibility of all DA military and civilians to protect the environment from harm. Environmental protection is not just a law, but the right thing to do. It's an ongoing process and it starts with conscious planning. Always be on the lookout for ways to protect our environment during training and assignments. In this way, you contribute to the sustainability of our educational resources and at the same time protect people and the environment from harmful effects. See FM environmental aspects and GTA ENVIRONMENTAL RISK ASSESSMENT. Assessment: Students participate in group work and also complete a practical exercise. In addition, students must score at least 70% on the maintenance unit personnel readiness test and international officers must score 60%.

Sounding The Tocsin

Integration Tasks and functions Systems and processes Organizations Unity of purpose and effort Responsiveness Right support in the right place at the right time Resources, capabilities and information Synchronization Effectively oriented Time, space, purpose Maximum preparation and operational capacity Based on competencies Foresight high-performance Project requirements Intuitive nature Based on experience, knowledge and training Timeliness Essential personnel data Comprehensive analysis Joint operating image Near real-time SHOW SLIDE: SUSTAINABLE HR PRINCIPLES that ensure a higher quality, more versatile and ready Total Army made possible by effective human resource systems and agile politics. Human resource managers have an obligation to understand not only the importance of their own effort and the task of the unit, but also the tasks of all the units they support and support. In order to meet the challenges of current and future operations, managers are guided by six principles of sustainable and interdependent human resource support, which must be emphasized and carefully applied in the planning, implementation and evaluation of tasks. These six principles are: (1) Integration. Integration maximizes efficiency by connecting all HR support elements (tasks, functions, systems, processes, and organizations) with activities that ensure unity of purpose and effort to accomplish the mission. (2) Anticipation. Anticipation is based on professional judgment based on experience, knowledge, training, intelligence, and intuition to anticipate events and requirements to initiate appropriate personnel support. (3) Response capacity. Responsiveness is providing the right support in the right place at the right time. It is the ability to respond to constantly changing demands at short notice and apply human resource support to changing circumstances during current and future operations. It involves identifying, collecting, and maintaining sufficient resources, capabilities, and relevant information to enable commanders to make quick decisions. (4) Synchronization. Synchronization ensures that human resource support operations are effectively aligned with military operations in time, space, and purpose to achieve maximum relative readiness and operational capability at the critical place and time. It includes ensuring that the human resource management process is planned, implemented and evaluated. (5) Punctuality. Timeliness ensures that decision makers have access to relevant HR data and analytics that support current and future operations. It also supports a near real-time joint operational picture across all levels of HR support. (6) Accuracy. Information accuracy affects not only decisions made by commanders, but also by soldiers and their families. For soldiers, accurate information affects their careers, retention, compensation, promotions, and general well-being. For family members, accuracy of information is critical for soldiers reporting next of kin (NOK) if the soldier suffers a casualty. HR providers must understand the dynamic nature of the HR system architecture and the fact that data input at the lowest level has a direct impact on decisions made at the highest level. Accuracy Detail oriented Understand the dynamics of data entry in HR systems

Comprehensive and flexible Effective human resources practices Optimized, intuitive, stable and predictable Skills based on competencies Align responsibilities, knowledge, abilities and characteristics Results-oriented actions Bosses guide the means Self-development Competent and confident human resources managers SHOW SLIDE b Human resources. Achieving the goal of effective and efficient HR support depends on cross-functional HR leaders who focus their knowledge and skills on supporting the Army's most important asset: its people. Only those who think strategically and work collaboratively, while inspiring and leading soldiers and civilians, can achieve the desired results. In all areas, HR personnel should focus on the following: (1) Clear and agile personnel policies. Personnel policies must be clear, complete and flexible enough so that they can be applied to the greatest number of people and respond to the most diverse circumstances. They must be flexible enough to guide and inform staff in complex and changing circumstances. (2) Effective human resource practices. HR practices that originate at the policy level must be streamlined, intuitive, and capable of achieving stable and predictable process outcomes. (3) Skills based on competencies. HR personnel must be qualified and capable of performing basic HR skills and key functions. Competencies combine the responsibilities, knowledge, skills, and characteristics necessary to fulfill the task requirements. (4) Results-oriented actions. In an HR performance measurement environment, the focus is on successful results in meeting task priorities. While it is important to have effective HR processes and practices in place, it is important that the ends drive the means. (5) Self development. Self-development is one of three areas of leader development and requires leaders to have discipline and a desire for excellence in lifelong learning. Assessments require HR leaders to spend time becoming competent and confident in HR.

PREPARATION PRM SRC-12 OPERATIONS G-1 / S-1 OPERATIONS HRC COPS PRM Coordination with G-1 Supervision HRSC DTAS (PA) Army Management / ASCC G-1 JPERSTAT (SR) PA SR DTAS / eMILPO X SHOW DAY : PIM / PA and SR / PMR