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human_resource_development_power_point.pptxHUMAN RESOURCE DEVELOPMENT
SOLDIER FOR LIFE
PROGRAM
OVERVIEW OF THE PROGRAM
This program primarily deals with soldiers.
It is aimed at helping soldiers readjust to civilian life after military service.
Many soldier have problem fitting into a civilian setting after service in the army.
These difficulties may be caused by psychological and emotional challenges that accompany service in the army.
The civilian population may also have trouble accepting former soldier into their ranks.
There are a number of societal stereotypes that tend to incline emotions of civilian away from former soldiers.
Instead of seeing these former soldiers as heroes, the civilians see them as potential threats to the civilian population.
This stereotyping also affects the soldiers in question very negatively.
METHODSS FOR EVALUATING THE PROGRAM.
The program Is aimed at integrating former soldiers into mainstream society.
The success of the program will be evaluated by how well these former soldier adapt to the civilian lifestyle.
The program will also be evaluated by how fast these former soldiers adapt to the civilian lifestyle. This pace is necessary in evaluating the rate at which the program is effective. It will also enable evaluation which will in turn shed light on aspects of the program that need improvement.
The program will also be evaluated by the levels to which the civilian population accepts these former soldiers into their ranks.
Participation of thee former soldiers into community based programs such as neighborhood watches is also an important evaluatory aspect of the success of the program in its entirety.
QUALITATIVE ANALYIS
Qualitative analysis is very important in this undertaking.
This analysis will help us establish the long term effectiveness of this project
This analysis will also help us determine exactly how this process resonates emotionally with the soldiers involved as well ass the local population.
Data will be collected through opinion polls.
People will be asked to express their approval or disapproval of the program in general.
People will be asked to express their opinions about having former soldiers living in their midst.
This will enable us to develop an emotion evaluation scale about the general public perception of the program.
QUANTITATIVE ANALYSIS
Quantitative analysis deals with data collection in term of actual figures.
This is necessary in getting an actual picture of the overall effect of the program.
Data will be collected on the number of soldiers in the program.
Data will also be collected on the number of days taken for these soldiers to feel relatively comfortable in their new setting.
A census of these soldiers will be carried out.
Interviews will also be carried out.
Visual observation method will also be used to collect quantitative data.
RETURN ON INVESTMENT
This is a measure of performance.
It is used to evaluate the efficiency of any given investment.
In this case, return on investment will be measured in terms of productivity of the soldiers who go through the program.
It will also be measured by the general effect that these soldiers have on the community into which they are integrated.
Thus, if a former soldier ends up becoming an entrepreneur and creating employment for others, this will be considered a positive return on investment.
If a soldier, however, end up using their military knowledge to harm the civilian population then this will be considered a negative return on investment.
RETURN ON EXPECTATION
Return on expectation pulls an organization together in order to achieve a certain goal.
It Is a measure of the general value of a certain program with reference to a certain goal.
It measures how much a certain program contributes to a certain goal.
In this case the goal is full integration of former soldiers into mainstream society.
The program under scrutiny is the soldier for life program which is aimed at soldier integration.
Return on expectation will be measured by how much this program help these soldiers to integrate back to civilian life.
HUMAN RESOURCE EVALUATION MODEL
This model will be based on employee performance.
The performance of every employee in the program will be evaluated and noted.
Employees with an exemplary performance will be rewarded.
There will be certain principles guiding the behavior of employees.
Thee principles are aimed at ensuring the highest standard of work ethics among the employees.
The organization also seeks to improve the work environment and make it more conducive for the employees.
this improvement will create a better ground on which the employees can dispense their duties.
RATIONALE
Employee performance is noted for the benefit of the organization.
This is on the basis of evaluating the general effectiveness of the current work force.
Incentive will motivate employee to work harder and more efficiently.
Incentive will also ensure healthy competition among the employees.
a better working environment Is imperative to the performance of any organization.
this better environment will help the employees feel more comfortable and appreciated by their employer.
PROCESS USED IN IMPLEMENTATION
Employee will be required to evaluate themselves personally.
Employees will also be required to evaluate each other.
Employee evaluation of each other will be based on determining how cohesive the work force is.
The personal evaluation will enable employees to factor in exactly how they fit into the given job placement.
CONCERNSS WITH THE EVALUATION PROCESS
Some employees might feel victimized by this evaluation process.
Some employees might feel that this process is an aim by management to get rid of them.
The employees evaluation of each other might also be used by some employees to express ill feelings towards other employees.
Integrity will be of utmost importance in this evaluation process.
REFERENCES
Werner, J., & DeSimone, R. (2012). Learning and HRD. In Human Resource Development Sixth Edition (6th ed., pp. 76-84). Mason, OH: South-Western.
Employment. (n.d.). Retrieved April 12, 2015, from http:// soldierforlife.army.mil/employment
Transition Offices. (n.d.). Retrieved April 12, 2015, from http://www.taonline.com/resources/tapoffices /
Terry, G. (2015, April 9). Human Resource Development [Personal interview].
