IPMA-HR - Federal

Comment

Comment by Andrew Krzmarzick on December 20, 2011 at 8:50am

Can you help doctoral student Raymond Marbury, please? He needs 15 volunteers for a study on succession planning in government. If your agency is involved in that kind of initiative, please let him know:

http://www.govloop.com/profiles/blogs/doctoral-pilot-study-on-succe...

Comment by Keith J. Kelly, Maj., MPA, SPHR on December 12, 2011 at 11:01am

Way to go ESGR - linking patriotic employers with warrior veterans seeking new careers!  h2h.jobs

Comment by Catherine Upton on December 3, 2010 at 12:58pm

How is Learning & Development transforming the federal government?
Government Elearning! Magazine is hosting a survey with partner Bersin & Associates (Authors of the Corporate Learning Factbook.) We would welcome your input on this study on L&D today. We will share results with you and present at the Summit in DC on 3/22/11. Take a moment to share your views at: https://www.evansresearchonline.com/s.php?s=FACTGE&d=2

Comment by Andrew Krzmarzick on November 16, 2010 at 11:55am

Really nice video here on age discrimination:
http://www.govloop.com/profiles/blogs/too-soon-old-age

Comment by Andrew Krzmarzick on October 4, 2010 at 12:18pm

GovLoop Founder Steve Ressler's speaking later today and live blogging a bit from the IPMA-HR conference in Seattle. See his notes below (and share your own):
http://www.govloop.com/forum/topics/lessons-from-ipmahr-conference

Comment by Ed Powell on September 16, 2010 at 2:00pm

Hiring Reform’s Weakest Link? Bad Position Descriptions!

I remember a time when hiring was hard, but not broken. It was also a time when the position classification system still had some integrity and the Position Description (PD) was a respected artifact in the human capital process. (Supervisors and employees agonized to such a high degree over PD accuracy that we had a recognized process called “pen and ink changes.”)

PDs are supposed to document the official assignment of work by supervisors and serve as a quasi-financial document to authorize the payment of government funds. Today, PDs are not classified they are “justified.” PD content and listed “major duties” are driven more by what is needed to support a grade and less by what work is actually done.

How could this be? Aren’t PDs the cornerstones that hold the human capital process together? The PD, and associated job analysis, is the foundation for job announcements and crediting plans. It is the foundation document for Performance Appraisal and discipline for poor performance. The PD is the ruler for determining the appropriateness of training, as you can take courses to improve your performance of assigned duties but NOT to prepare for another job.

Is it any wonder that way too many of the wrong people apply for particular jobs when the description in the announcement has practically nothing to do with genuine job requirements?

Comment by Dawn Boyer on August 16, 2010 at 12:37pm

My name is Dawn Boyer and I am a PhD student at ODU in Norfolk, VA, majoring in Education, Occupational Studies and Technology (concentration on Training & Development in Human Resources). A PhD degree requires that I complete empirical research and my current project is researching whether there is intrinsic or extrinsic value in obtaining a PHR certification in HR and if there is a perception of increased job capabilities and confidence after obtaining the certification.

If you have a PHR certification, would you kindly consider completing a one-page survey? It should take only 5 minutes to complete. If you do not have a PHR, but know a human resources professional who does, DO forward it with encouragement to complete and send back. I really appreciate your time and effort in this project. Those completing and returning surveys will be put in a drawing for one of three $40 Outback Restaurant gift certificates.

If you can assist me, let me know, and I'll e-mail you the cover letter with privacy notification information and the one-page survey. It shouldn't take more than five minutes, tops, to complete.

I appreciate your assistance in this educational research endeavor. More details should be in the email notes below this video window. I’ve also attached my cover letter and the survey form to this message. I hope this message gets through any firewalls at your end. Thank you very much for your time and assistance!

Respectfully,
Dawn D. Boyer, M.Ad.Ed., Darden College of Education, Department of Science, Technology, Engineering, Math, and Professional Studies (STEMPS)
228 Education Building, Old Dominion University, Norfolk, VA 23529-0498

(Please don't spam these email addresses!)
School E-mail: DBoye003@odu.edu or DBoyer@odu.edu
Personal E-mail: Dawn.Boyer@me.com

PROFILE: http://www.linkedin.com/in/DawnBoyer
I accept all LinkedIn invitations to connect.

Comment by Dawn Boyer on June 29, 2010 at 4:07pm

Greetings all members of IPMA-HR-Federal!

Look forward to conversating with you on related matters.

Dawn Boyer

Comment by GovLoop on May 14, 2010 at 5:03pm

I look forward to joining everyone at the IPMA-HR annual conference in San Diego this fall. I'll be speaking about GovLoop.

Have others been before? What's it like?

Comment by Andrew Krzmarzick on May 11, 2010 at 8:20am

Hi Everyone - I just added a new blog post:
Top 5: Set-Ups for Success Using Social Media for HR
http://www.govloop.com/profiles/blogs/top-5-setups-for-success-using
Based on a workshop I delivered for the WRIPMA-HR Annual Conference in San Diego a couple weeks ago.