Leadership - Ministry of Defence (MOD) - Free Essay Example

Sample details Pages: 9 Words: 2655 Downloads: 3 Date added: 2017/06/26 Category Management Essay Type Research paper Did you like this example? Abstract As an organisation the Ministry of Defence (MOD) is like any other organisation in that they have to implement training and development strategy. This strategy will be a driving force in the success of that organisation. The need for training must be identified and communicated to all individuals within the organisation. Don’t waste time! Our writers will create an original "Leadership Ministry of Defence (MOD)" essay for you Create order This training and development must be relevant and contribute to the growth of both the individual and the organisation. This assignment identifies how good management of training contributes to the success of the training and development, the importance of recognising that individuals have differing learning styles and that training does not come in a one size fits all approach. This, along with applying a balanced approach to training by incorporating multiple delivery methods will increase the effectiveness of the organisations training and development strategy. 1 Introduction 1.1 Executive Summary Learning is one of the most fundamental functions of human beings, it is a measure of growth. This growth can either be in individuals, organisations, or society, it can be the defining element of any of these groups as to whatever they success or fail. The importance of the management of training within the organization should not be overlooked. This needs to be incorpor ated within the organisations HRM strategy and must be used with a top down approach and incorporated at all levels within the organization. It is recommended that the management of training within the workplace adopts a planned and systematic approach, (Mullins, 2001, p.504). As the organisation needs to ensure that the full benefits of the training are achieve. This management of employee training like most management strategies needs to be grasped at the strategic level so it can be filtered down through the organisation. Learning styles/preferences of both trainers and trainees plays a crucial part in the success of training being delivered. Trainers need to be aware that all trainees learn differently and more importantly be aware that their own learning style or preference will have an impact on how training is delivered. It is recommended that organisations need to understand the criticality that learning styles have on the training aspect of the organisations Human Resour ce Management (HRM) policy (Bird Cassell, 2013, p.79). The trainer needs to realize and have the fore front of their mind when designing training packages that à ¢Ã¢â€š ¬Ã…“your own preference can infect the way you design your trainingà ¢Ã¢â€š ¬Ã‚  (Bird Cassell, 2013, p. 92). Not being aware of this can make the training you design and deliver in theory worthwhile and beneficial to the trainee but in reality can be unbalanced to all learning styles and detrimental to your audience. Striking a balanced approach to training will ensure that the training being delivered is worth wile and productive. This approach whilst seems to be à ¢Ã¢â€š ¬Ã…“common senseà ¢Ã¢â€š ¬Ã‚  seems to be forgotten as trainers and course designers become single minded in the way they develop training especially in this ever digital social world. It is recommended that adopting a blended learning approach to training and training techniques, (Bird Cassell, 2013, p.13). which adopts face to fa ce exposure in the classroom with other related activities. This approach is best used and incorporates the benefits of both the individual and the organisations needs are both met. (Egan, n.d). 1.2 Assignment Aim The aim of this assignment is to distinguish between different learning styles and strategies that can be employed within the workplace to enable the author to design and deliver a training package for Equipment Table (ET) Sponsors to attend prior to a new version of the application being rolled out across Defence. This is due as a result of a major software application upgrade within the Defence Equipment Table arena which was a result of a budget savings measure bought about an organisation change was brought into service in September 2011. 1.3 Assignment Limitations Due to a project delivery over run, the course design and associated manuals are based on a version that is imminently about to go live. The training was thus conducted by ET Sponsors on a system that was not in service. Depending on the length of project over run this training may need to be re-run to ensure application familiarity when the system goes à ¢Ã¢â€š ¬Ã…“liveà ¢Ã¢â€š ¬Ã‚ . To carry out this assignment, two areas of research were acknowledged; the research of reports, internet, journals and texts and the development of training materials in order to deliver a course for application users. These are all secondary sources and will provide qualitative information. Information was used to gain knowledge within the organisational learning and training arena, then subsequently used to understand how we learn and design and deliver a software application training package to Equipment Table Sponsors (ET Sponsors) as a demonstration of this knowledge. By co-relating these methods together it is envisaged that the author has gained sufficient materiel to inform the discussion and produce a coherent and comprehensive training package. 1.4 Assignment Background The Equipment Table Information System (ETIS) Project began on 2 May 08 and was delivered at the beginning of September 11. The requirement was identified due to the obsolescence of the old Army Equipment Table Production Centre (ETPC) FoxPro application (Adams, 2012, p. 7). Subsequently due to the manner in which the project was managed, the requirement for an upgraded version was quickly identified to satisfy the current application versions capability shortfalls. As a direct result of the implementation of this new version, a planned change was envisaged by the project manager and the customer in the way that future business was going to be conducted. Despite this change requirement, the training line of development had been overlooked and the user community has been left with an application upgrade which is significantly different than the previous version which, in turn, replaced the legacy application with no formal training or user manuals. The project board for this applica tion did not foresee the requirement for a training plan but as the project has moved forward, this requirement has been identified as a shortfall within the project. This has shown a lack of configuration control within the project but also how to manage the change of business process and keep the senior user and key stakeholders involved in the process (The Office of Government Commerce, 2009, p. 95). 1.5 Assignment Methodology Due to the restriction that the application is not yet live and will be after submission of this assignment due to technical issues with other Defence IS applications connectivity, the author decided to pilot the training to ensure that the training package was available once the application is live. Prior to the training being delivered, the author decided to conduct a pilot run. This was done using the authorà ¢Ã¢â€š ¬Ã¢â€ž ¢s previous experience of conducting surveys and using a similar process of conducting pilot surveys. Polit, Beck Hungler, (2001, p. 467) state that a pilot study can be used as a à ¢Ã¢â€š ¬Ã…“small scale version or trial run in preparation for a major studyà ¢Ã¢â€š ¬Ã‚ . The purpose of this pilot training was to validate the survey and to serve as a dry run ensuring that any logistical qualitative issues pertaining to the training are resolved prior to the main survey being deployed. De Vaus, (2002, p. 54) advises researchers to à ¢Ã¢â€š ¬Ã…“check to see if there are any ambiguities or if the respondents have any difficulty in respondingà ¢Ã¢â€š ¬Ã‚ . By piloting the training it is envisaged that the author has managed to avoid misleading, inappropriate or redundant training. The pilot training was conducted by two colleagues who work within Defence Inventory Management. They were invited to complete the training and provide any feedback on the survey paying particular attention to the following areas: Training Order. Wording/Terminology. Time taken to complete the training. Ease of use of the ETIS User Process Guide. Whilst the sample population should be a portion of the population to be surveyed, (Polit, Beck Hungler, 2001, p. 234), the author decided to use a sample population that did not work within the field of British Army Equipment Tables nor use a sample population that is representative of the population being trained. The author believes that the chosen personnel would provide a completely impartial and objective assessment of the survey. As they work within Defence Inventory management the sample is similar to the population being trained, this has assisted in ensuring that any training bias is kept to a minimum (Polit, Beck Hungler, 2001, p. 234). The pilot sample size represents 6.06% of the total population the final training package will train. On closure of the pilot training package, 100% of those invited to participate responded to the user feedback. Respondents found the training easy to follow but as the training was conducted without access to the application able the y were unable to say if the training combined with the application would run smoothly but could see how the interaction of PowerPoint ® and the application would work, in principle. An area of feedback was the inclusion of a progress counter. As a result of this feedback the author changed the layout and added a progress bar to each page. The author also added a more comprehensive brief about the user process guide at the beginning, explaining how the guide can be used and how it can be used a desk top guide outside of this training. The training package can be found at Appendix A of this report. The feedback from the piloted training package commented on the following areas: PowerPoint ® theme. It was noted that the main theme for the presentation should be changed from our corporate theme to another theme as we as a Top Level Budget (TLB) do not own this training package, just have complied it. The training package will be owned by the Defence College of Logistics, All Arms Wing (DCLAAW). Instructor Notes. The screen shot contained within the instructor notes were particularly small, making their value negligible and was suggested that they should be larger. The author was complemented on the fact that as a package 100% of those who piloted the training said à ¢Ã¢â€š ¬Ã‚ that with a modicum of preparatory revision, they could present the courseà ¢Ã¢â€š ¬Ã‚ . The author, after some reflection, looked at the comments made from the piloted survey and has made the following amendments to the training package prior to delivery once the system has gone à ¢Ã¢â€š ¬Ã…“liveà ¢Ã¢â€š ¬Ã‚ . PowerPoint ® theme. The author having taken this information on board contacted the DCLAAW and had a discussion with them about ownership of the training package. At the end of the discussion it was agreed that they would sponsor the package, as it was related to a Logistic IS application. But the content of the training was owned by the Senior User within the community and they would be responsible for future updates and package delivery, which the Senior User has agreed too. This resulted in the user adopting the PowerPoint ® theme for DCLAAW. Instructor Notes. Having had a discussion about the PowerPoint ® theme, the author then addressed the issue of the pictures in the lesson plans for each slide and the fact that the pictures were on the small side. The pictures in the lesson plan are to give the instructor, especially inexperienced, a quick reference guide to what slide is coming next, a visual guide in the presentation. Whilst the author disagrees with this and believes that they add little value to the trainer. The author is somewhat restricted in removing these from the training plans as this layout is standard practice within the DCLAAW and as they are the sponsor of the training package. The author felt obligated that they should keep within the spirit of the training establishment and retain the pictures. The author verbally thanked the pilot participants for their assistance and for their kind words of encouragement. The author recognises that once the training is formally delivered to the user community more amendments from the post course evaluation will have to be incorporated to the training package. 1.6 Literature Review This literature review only covers learning theories, whilst the author has had to research and develop knowledge in other disciplines, the author feels that the focus on one discipline for this review is sufficient as this may make the literature review become too wide and varied and lose relevance to this assignment. The author has noted that the field of learning styles is not unified as one but comes across in 3 different fields of study: theoretical, teaching and commercial. This brought complications for the author and was somewhat unexpected. These problems can be seen as: This is a multi disciplined area and has authors from fields including but not exclusive to psychology, sociology, business studies, management and education. This comes with its own issues as the authors will interpret the various evidence in their own discipline terms and possibly be steered by their own subjects theories and possibly tailored to suite their own subjects perspective. Commercialism is promoting certain, models, styles or inventories. This has led to certain models becoming more popular than others. In the UK for example Kolbà ¢Ã¢â€š ¬Ã¢â€ž ¢s Learning Style Inventory (LSI) and Honey and Mumfordà ¢Ã¢â€š ¬Ã¢â€ž ¢s Learning Styles Questionnaire (LSQ) are widely known and used. The gains for the creators of these models is huge but also any critical activity into the theory and empirical elements of their model claims are seen as unfavourable (Coffield, Moseley, Hall Ecclestone, 2004a, p. 2). Research is completed for differing purposes. Some aim to contribute to theory and do not intend for their model to be used in mainstream use, whilst others develop to be used by individuals in all disciplines. The author was presented with a very large amount of information available for the literature review, this made it difficult to review especially as the author is not a specialist in any of the aforementioned disciplines. This meant that the author was hit by a wave of unknowing what was relevant, current etc . This was further emphasised by the Learning and Skills Research Centreà ¢Ã¢â€š ¬Ã¢â€ž ¢s 2004 study (Coffield et al, 2004a, p. 1) which identified 71 models of learning styles and was initially used by the author to try and get a firm appreciation of the task at hand. Due to this the author became more aware of overlap between learning styles and other learning aspects. This was further put into context, (Reid, 2005, p.56) who explained that learning styles were connected to seven other aspects of learning and depending and as each area had different interpretations which may cause confusion. The author certainly believes that this is true and learning is a subject that does not fit neatly into its own box but in fact is a à ¢Ã¢â€š ¬Ã…“Russian Dollà ¢Ã¢â€š ¬Ã‚ . This was typified by Curryà ¢Ã¢â€š ¬Ã¢â€ž ¢s 1987 evaluation of learning styles by the use of the à ¢Ã¢â€š ¬Ã…“onion model of learning stylesà ¢Ã¢â€š ¬Ã‚ , (Coffield et al, 2004a, p. 8). Whilst Curryà ¢Ã¢â€š ¬Ã¢â€ž ¢s model is referencing learning styles you can clearly see his model used to explain the interconnections of learning styles (at the centre of the onion) and the seven other aspects (the next seven layers of the onion) so as you peel away each layer or another aspect you get closer to understanding the subject at the core of the subject, in this case learning styles. Kolb defines learning theory as à ¢Ã¢â€š ¬Ã…“the process whereby knowledge is created through the transformation of experience. Knowledge results from the combination of grasping and transforming experienceà ¢Ã¢â€š ¬Ã‚  (Kolb, 1986, p. 38). His model places experience as the core element of the l earning process. The author agrees with this but also believes that the theory fails to explain the importance of knowledge to complete the learning cycle. Just because an individual experiences activity does not necessarily mean that the individual has understood what has been done or more importantly why or how it works in relation to other activities especially if it is part of a system. This is due to having to choose which continuum is applicable for that learning experience, grasping or transforming, (Dochy, Gijbels, Segers, Van Den Bossche, 2011, p. 57), as the learner is forced to choose as they cannot do both simultaneously.

The Islamic State Of Iraq - 854 Words

An increase in terrorist attacks across the globe by a group being called the Islamic state of Iraq in Syria has sparked up a debate about President Obama’s administration plan to bring Syrian refugees into the United States. There has been so much talk referring to the subject about Syrian Refugees. Limiting the time frame between Obama’s first term and now coming up to his last few months in office, President Obama has addressed to make changes for all of Americans in the United States including the ones born and the ones residing in the states. The United States was built as the land of the free and was raised by immigrants from all over the globe. President Obama on the date of November 19, 2015, stated that â€Å"The refugees from Syria are no different†¦the overwhelming numbers who have been applying are children, women, families, themselves victims of terrorism.† That is actually correct because 67% have been children under the age of 12 and women according to State Department data. (Flack) If you and your family were trying to escape a country that perhaps was dangerous to your well-being, would you not want protection for your life? These are actual human beings trying to get away from tragedy. People should come together to aid other needing countries and not be hypocritical and biased about bringing â€Å"terrorists† into our country. Everyone is aware of the terrorist incidents happening globally. Obama agreed to accept 10,000 Syrian refugees, but after the attacks inShow MoreRelatedThe Islamic State Of Iraq Essay1751 Words   |  8 Pagesoriginate? Honestly, no one really knew when ISIS came to be. Some sources trace the group back to 1999 (Miller, 2016), while others say that the Islamic State of Iraq and Syria emerged around 2011. The most common belief is that ISIS stemmed from the group Al-Qaeda in Iraq (AQI). AQI was formed after the United States invasion of Iraq in 2003. Al-Qaeda in Iraq was backed by the Shiite militia of the Sunni tribes until 2007 when the government of Baghdad encouraged citizens to no longer support AQI.Read MoreThe Islamic State Of Iraq1604 Words   |  7 Pagesage, the United States faces a new evil which has risen from the ashes of â€Å"Al-Quada In Iraq.† It has taken the place of other insurgent groups where we deployed military forces in the Middle East and beyond. Th e atrocities caused by this group may go down in history on the same level of Imperial Japan and Nazi Germany during World War II, Khan, Stalin, and the Crusades. As stated above, the so-called â€Å"Islamic State† began as Al-Queda in Iraq, evolving into the Islamic State of Iraq and Syria and theRead MoreThe Islamic State Of Iraq1762 Words   |  8 PagesThe Islamic State has been created in 2003 during the invasion of Iraq by a Jordanian in order to expel Americans. The movement has been linked to Al-Qaeda but has been weaken by the American offensive. However since 2011 the organization has used the Syrian civil war to regain influence and territories. In 2013 Al-Qaeda rejected the movement because of its violence. They tried to create an alliance with Al-Nosra which refused because of its violence too. The Islamic State has been known under severalRead MoreThe Islamic State Of Iraq And Syria1592 Words   |  7 Pages The radical Islamic terrorist organization, recently re-titled â€Å"the Islamic State,† has existed under several names since the 1990s. Its history is an epic of how modern terrorism progressed from a religious and political ideal into an obliterating cult. The Islamic State of Iraq and Syria (ISIS) is a properly-armed group that is a threat to the global security. ISIS, whose merciless members delight in murdering innocent people, must be destroyed before its fanatical followers carry out furtherRead MoreThe Islamic State Of Iraq And Syria1702 Words   |  7 Pagesevolved into a post-Al Qaeda era in the Middle East, a new threat has emerged from the ashes of the 2003 invasion of Iraq and later in the 2011 war in Syria. The Islamic State of Iraq and Syria (ISIS, ISIL or Daesh) has rapidly become the most pressing foreign policy concern in the Middle East for the United States. In the last four years, Daesh has gathered swaths of territory in both Iraq and Syria, although it has been driven back thanks to coalition efforts to counter the group. The coalition in placeRead MoreThe Islamic State Of Iraq And Syria1388 Words   |  6 Pagesthere is a new extremist organization that rivals even al -Qaeda (Beauchamp 1). This terror group is named the Islamic State of Iraq and Syria., or in short, ISIS. Three years ago, ISIS did not exist but now it controls parts of Iraq and Syria and has made its own state. Terror organizations like al-Qaeda are merely terrorists groups while ISIS has captured and created their own state. ISIS is a well developed organization that has shown their handiwork repeatedly on social media and YouTube (KhederyRead MoreIslamic State Of Iraq And Syria1547 Words   |  7 Pagesstands for â€Å"Islamic State in Iraq and Syria.† This group is a radical Sunni muslim terrorist group whose primary goal is to restore the Islamic State in the region consisting of Syria, Israel, Jordan, Pakistan, and Turkey. The rise of the Isla mic State in Iraq and Syria (ISIS), has struck fear into the hearts of leaders around the world. One of the scariest aspects about this, is teenagers from all different countries (including the US) are being targeted by propaganda from the Islamic State. RecruitersRead MoreThe Islamic State Of Iraq And The Levant1656 Words   |  7 Pagesmany terrible acts since then. ISIS was originally an al-Qaida group in Iraq and was known as the ISI (Islamic State of Iraq). It later expanded to Syria in April of 2013 and then received the name of ISIS (Islamic State of Iraq and Syria), with another name for the group being the Islamic State of Iraq and the Levant. ISIS was removed from the al-Qaida group because they were too extreme for them. â€Å"The Islamic State in Iraq and the Levant (ISIS) is so hardline that it was disavowed by al-Qaida sRead MoreThe Islamic State Of Iraq And Terrorism1615 Words   |  7 Pagesmilitant insurgencies have escalated the dangers and unpredictability of an already unstable government in Afghanistan. The agenda of these jihadist extremists is the takeover of the Afghan and Pakistan governments in favor of the more stringent Islamic ways of the Taliban, and the destruction of anyone who opposes them. These groups, professing to do the work of God, are perpetrating a coarse and distorted interpretation of Islam and the Quran. Violent acts that have been committed by insurgentsRead MoreThe Islamic State Of Iraq And Syria1746 Words   |  7 Pages The Islamic State of Iraq and Syria (ISIS) is the newer and more intimidating version of the famous terrorist group Al Qaeda. The group makes an appearance in the news almost every day. Over the past couple of years, they have multiplied in numbers. Not limited only to the Middle East, there are people all over the world who have proclaimed allegiance to ISIS. The Islamic extremist group has set out to destroy anything or anyone that comes in their way or do not agree with what they stand for. In

Life Experience free essay sample

When they first saw me they knew I was going to be the one! That special girl, who after graduating from high school would go to college. My brother never finished high school, and my sister just graduated and decided to start working. There last hope for having a daughter that goes to college was me. But they just didn’t know that first I was going to go through a rough time! In elementary, I was an A student, I would always pay attention, do my work, and turn it in on time. Yes, sometimes I would get tired of being that little good innocent girl, so that’s when I started to do badly. All my problems started right when I had started middle school. My A’s became C, D, or even F’s, and my attitude towards teachers went from sweet and nice to I didn’t care. We will write a custom essay sample on Life Experience or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page After my first school fight in 7th grade, I didn’t care at all about my grades or anything else! â€Å"Mija yo lo unico que quiero esque termine la escuela para que valla al colegio! Y asi despues puede aser algo con su vida, y ganar mucho mas dinero que yo!† (My dear daughter, the only thing I want you to do is go to school graduate, then go to college! After that do something with your life, so you could make way more money than I do!) My dad would tell me. These few words would be in my mind for few hours then they would fly away. My freshmen year, that’s when everything went down the toilet! Being a cool kid was one of the important things. But in that time I didn’t know that it was wrong. I would talk back to the teachers, have attitude, be late to class, and never do my work. Damn I was good at those things! That whole year I didn’t care about anything. â€Å"Mija no sea pendeja! Usted cree que si yo hubiera tenido la oportunidad de acavar la escuela no la hubiera acabado? Claro que SI! Pero parese que a usted no le importa! (Daughter doesn’t be stupid! You really think that if I had a chance to finish school I wouldn’t have took it? Well you’re wrong, yes I would! But it looks like you don’t care about it!)† My dad would tell me when he knew I was walking through the wrong path. Half a quarter was left before I realized that everything I had done that year wasn’t worth anything. But it was already too late, ? of the year had already past; the only thing I had left was try to and make the best of the last quarter. Now that I’m a junior and have one more year to graduate, I see everything very different. From me being able to graduate on time as to being accepted to a college! This last two years I have been trying all my best to do good so that I could graduate with a good backgroun d. Even though I had screwed up many times in my past, my past is my past and right know the most important thing to me is making sure that everything is right and as ready as it can be so that I could get that chance and opportunity to go to college. Make my parents and my dreams come true, but that all depends on the choice that I make! Life Experience free essay sample My first friend told me that she felt bad when I was sitting alone and decided to pursue me because of that. Thinking back to this makes me remember where my dislike of school came from. She was blonde and seemed to get along well with all of the people around her. I took her as my social role model. She was athletic and played soccer so I changed my wardrobe to all athletic clothes and joined the local soccer team. I liked playing for a while but then it started to take up too much time for the small amount of enjoyment I got out of it. So as middle school started, my first friend slipped away. There I found the pretty, stylish, admirable new social role model. She made it seem easy talking to other people she didn’t even know yet. She wore so-low sweat pants and juicy sweatshirts so made my mom go out and buy these pricey clothes. We will write a custom essay sample on Life Experience or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page This all gave me the idea that I would fit in but I soon realized that my new friend was more interested in making friends other than me. I decided to give up on my social role model technique and just be myself for once. Not caring about what others thought of me helped me improve in school and get over my fear of class participation. Though there was a while were I felt alone, I looked at it in a positive way and figured I would rather be myself than conform to what everyone else is doing around me. After all, the most famous artists, mathematicians, and philosophers were all non conformists. At least that’s what I kept telling myself. There were a few obstacles along the way but they all shaped the person I am today. After ditching my over analyzing thoughts as to why I wasn’t fitting in, I met my best friend of almost six years and no longer feel like I’m putting on an act for anyone else by changing the way I dress or joining any sports teams that I was una ble to fully commit to. There is finally a balance in my social life and my new found interest in my subjects continues to reward me.

Job Analysis of Public Information Officer

Introduction The position of a public information officer working for a police precinct entails a combination of journalism, communication and police work in order to properly disseminate information to the general public which can consist of a variety of important announcements that may impact their safety in the near future.Advertising We will write a custom term paper sample on Job Analysis of Public Information Officer specifically for you for only $16.05 $11/page Learn More It is based on this that this paper will examine what is necessary to hold such a position, what its necessary methods of evaluation and what can be done in order to encourage employee performance. While proper training can create an adequate employee, however, it is methods of organization development that will create a satisfied employee that will do their job spectacularly. Job Description The general duty of a public information officer is to communicate information deemed re levant by the department to the general public especially in cases involving special incidents (i.e. natural disasters, terrorism, or a serial killer on the loose). The following are a list of the general duties associated with this particular type of job: Conducts publicity and informational activities (Clapper, 2010) Assists with community training and education activities (Clapper, 2010) Assists with the coordination of the district’s use of community service volunteers (Intercity, 3) Regularly reports to the district manager and fire chief (Clapper, 2010) Follows district ordinances and policies As for the number of hours required for this particular position it must be noted that events never truly stop and that they can happen at any time (Education Portal, N.A.). Due to this, a public information officer has to be ready to immediately work 24 hours a day/ 7 days a week.Advertising Looking for term paper on business economics? Let's see if we can help you! Get y our first paper with 15% OFF Learn More On the other hand the job does entail normal working hours (9 to 5) and as such can be considered average in terms of the degree of time pressure levied on people within this particular job type. History of the career In terms of the relative â€Å"age† of this particular career choice it must be noted that it was only created within the past few decades as a response towards the necessity of interacting with the general public and the media regarding various cases and aspects of police work. As such, this particular career type is specialized to the extent that its capacity is one where accuracy of the information given must be taken into consideration on a daily basis while at the same time applying sufficient prudence in terms of giving only what’s appropriate (i.e. not starting a panic within the general population). Recruiting Plan On average there is approximately 1 public relations officer for each precinct and as such the number of people currently employed in this particular career field can be approximated by the number of police precincts currently in operation within the U.S. Of particular interest is the fact that various reports examining job growth for this particular type of career path have emphasized that the number of public information officers is expected to grow by at least 24% within the upcoming years and as such is indicative of the relative importance of the position. When it comes to the qualifications of workers for this particular job it must be noted that there is no precise sex, age, or physical requirement rather individuals who pursue this particular career path merely have to have a bachelors degree in an appropriate field such public relations, journalism or marketing (Frederick, 1). Thus a recruiting plan for this particular strategy would consist of an initial internal evaluation of officers within a particular precinct in order to determine whether any had prev ious media related experience or had taken up a journalism/communications/media related course while in college.Advertising We will write a custom term paper sample on Job Analysis of Public Information Officer specifically for you for only $16.05 $11/page Learn More If I find that the local precinct lacks candidates an external search of other precincts will be accomplished to see whether they may possess the type of candidate I am look for. In the instance that such a search yields no viable candidates, it is only then that an external method of recruitment will be implemented wherein the usual ads placed in classifieds or online job listings will be utilized. In order to get the right kind of candidate for the job the classified ads will specify that only candidates who prior experience in media/public relations will be accepted in conjunction with an education profile that suits the needs of the job. Furthermore, the job description will indicate th e rigors that the candidates will encounter on the job which should help to discourage all but the most adamant workers for the position. Selection Strategy The selection strategy will consist of examining which of the applications received show candidates with the right amount of experience and education for this particular type of position. Ideally the candidate should have 3 years prior experience in public relations/communications or a media related position where they have to process and disseminate important information on a daily basis. Furthermore the candidate must have a college degree that emphasizes some level of public communication, this can be waived though if the candidate shows that they have accumulated enough relevant experience in public communications to be able to the job as needed.Advertising Looking for term paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Once a select group of candidates has been determined from the number of the applications they will all be invited for preliminary interviews in order to determine their overall level of compatibility for the job. During the interview what will be examined is their communication skills, their ability to properly create detailed explanations with limited data as well as their interpersonal relation skills. This is to weed out individuals that may have the necessary knowledge and experience to the job but lack the necessary skills to be able to carry it out to the degree that is necessary. After the preliminary interview has been concluded, the candidates that have passed the first stage will be asked to come in for a test to confirm the skills noted in their resume. This will consist of a series of written and case based examinations meant to determine how they work under pressure and the methods they would utilize in order to do the job properly. It is expected that after going thro ugh the various interview and testing procedures a viable candidate should emerge that will be able to do the job adequately. Job Performance Evaluation One of the bet methods of evaluating an individual’s performance is to utilize solid data and metrics to determine whether they are accomplishing the job in the way that they are meant to. While a public information specialist position may appear to have relatively few instances where metrics can be applied this is not necessarily so. The first metric to be applied in this particular type of position would be the rate of information dissemination. This takes the form of how long it takes for information sent to the employee to be edited, reviewed and then sent to the necessary parties in order for the information to be properly communicated. What you have to understand is that the information that normally passes through this position normally consists of emergency broadcasts, crucial updates, announcements regarding criminal s within the vicinity as well as a plethora of other types of information deemed important to the public at large. The longer the information is retained the more likely that the lives of local residents will be adversely impacted and as such it is important to process and distribute the information as fast as possible. The second metric that will be necessary for this particular position is the overall level of responsiveness of the employee. This takes the form of his/her ability to be on call during the weekends, being able to get to work on time and ensuring that all work backlogs are completed as necessary. Without this level of responsiveness to the job it is possible that information backlogs may occur, if this does happen information that is vital towards public safety my not be transmitted at all resulting in possible civilian deaths. The last metric for this job involves compliance to district ordinances and policies regarding methods of information dissemination. This is both the easiest yet the most important of the metrics since compliance to the various rules and regulations is an absolute necessity for this particular type of position. It must be noted though that given the right amount of training this particular type of metric can easily be met. Training Necessity of Ethics Training Aside from ordinary methods of training an employee, it must also be noted that ethics training is an important component in the training solutions implemented by any organization due to the proliferation of decidedly unethical actions within corporations and a variety of organizations. The article â€Å"Ethics Training and Businesspersons’ Perceptions of Organizational Ethics† by Sean Valentine and Gary Fleischman is an investigation into the influences of corporate culture, ethical codes of conduct and ethics training into the level of job satisfaction, performance and ethical practices that employees bring to the workplace (Valentine Fleischman, 2 004). The researchers were able to present the importance of ethics training as a means of encouraging and facilitating proper ethical practices within the workplace. Furthermore, they indicated that ethics training allows a workforce to be more aware of the ethical codes of conduct that a company abides by and as a result enables them to be far more likely to conduct themselves in a manner that is in line with the highest standards of moral and ethical behavior (Valentine Fleischman, 2004). The main theoretical underpinnings of the study is the concept of ethical training and existing ethics codes being the best way in order to ensure ethical actions among the employees of a company. Such a theory has been backed by various studies such as those by Craft (2010) which explain that by creating an environment where employees are constantly exposed to ethically progressive ideas, notions and behaviors, eventually they will be influenced in the same fashion (Craft, 2010). This theory a ddresses the â€Å"social notion† behind working within an organization by creating the impression that since everyone within the company is following and advocating the use of ethical behaviors then as an employee of the company a person should also implement such aspects into the work that he/she does. Taking the information that has been presented into consideration it is thus necessary to implement some form of ethics training for the individual that will occupy the public information officer position. This can come in the form of external training sessions that can the employee can be placed in or a variety of digital presentations given in order to highlight the necessity of ethics in everything that he/she does for the organization. Other methods that can be implemented in this regard would be to provide an employee manual where specific ethical codes of conduct are outline with the express notion that they must be followed at all times within the workplace environment . Earnings On average the median salary for being a public information officer is $56,000 per annum. Overall, the salary is not that bad when taking into consideration the fact that the expected output for the job is not that taxing. On the other hand it must be noted since one aspect of the job is to be on call 24/7 in order to respond to any possible emergency that needs to be relayed properly to the public this job as a result entails a certain degree of stress and lack of sleep given the tumultuous times we live in at the present. It must be noted though that this job does come with a certain degree of expense due to the fact that establishing proper connections with various members of the journalistic field is necessary in order to gain â€Å"allies† so to speak within the private and public sectors to help disseminate news in the manner that is most appropriate. Employee Training and Development When it comes to employee retention and performance, job satisfaction is th e deciding factor behind such principles of corporate human resource development and as such should be examined from a multilevel perspective in order to ensure employees continue to perform adequately and stay longer within a particular organization. One method of doing so, based off of Herzberg’s Two Factory Theory, is to implement the concept of continuous training and development as a means of ensuring continued job satisfaction by enabling employees to develop different job skills while at the same time continuing to keep them interested in their job. When it comes to continuous training development programs, it is interesting to note that researchers indicate that by continuing to develop employees in order for them to accomplish multiple tasks, this actually results in a greater degree of job satisfaction since it takes away factors related to repetitious actions that actually cause job dissatisfaction. From the perspective of various studies, an employee actually lose s satisfaction with their job over time unless some degree of variability is included in order to make the job more interesting. It is recommended that continuous training development programs which allow employees to assume different job roles as well as sufficiently progress in their career are an optimum method for increasing job satisfaction since this enables them to â€Å"reset’ their marginal utility so to speak as they are placed into new roles. This creates continued interest, the desire to learn and improve which in the end results in high degrees of job satisfaction. Conclusion Based on the information provided it can be seen that proper training can create an adequate employee, however, it is methods of organization development that will create a satisfied employee that will do their job spectacularly. Even if the best employee candidate can be chosen, their ability to succeed at their job is limited by the methods of organizational development employed that are meant to retain their interest and ensure their satisfaction with what they doing. Reference List Clapper, C. (2010). Public information officer job description. Web. Craft, J. L. (2010). Making the case for ongoing and interactive organizational ethics training. Human Resource Development International, 13(5), 599-606. Retrieved from https://www.ebsco.com/ Education Portal. (N.A.). Glossary of career education programs rss feed subscription  glossary of career education programs / communications and journalism / public  information officer: Job.. public information officer. Retrieved from https://study.com/articles/Public_Information_Officer_Job_Description_Duties_and_Outlook.html Valentine, S., Fleischman, G. (2004). Ethics training and businesspersons’ perceptions of organizational ethics. Journal of Business Ethics, 52, 381-390. Retrieved from https://www.ebsco.com/ This term paper on Job Analysis of Public Information Officer was written and submitted by user Taraji E. to help you with your own studies. 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