Stephen Burgor is seeking a human resource generalist position or eventual HR manager role based on his recent master's degree certification in human resources. He has over 15 years of experience in education and has developed transferable skills in areas relevant to HR like training, development, and organization through both teaching and online facilitation roles. His resume outlines expertise in various HR functional areas developed through related experience and a Society of Human Resources Management certification.
Human Resource Development in Educationakademisuria
This presentation was part of my assignment for my Masters in Education (Management & Administration) at Universiti Teknologi Malaysia. Hope this information helpful for anyone seeking it.
Rita Monroe; Corporate and Academic Leadership, Training and Development.
Over 20 years proven results using leadership and managerial strengths to solve specific and measurable needs for diverse organizations through training, development, and engagement of students and associates. Management and HR Consultant with 5+ years program audit and compliance experience. Academic Dean and Business Law & Ethics Professor with 15 years successful performance in higher education and administration. Charismatic Coach, Speaker and Workshop Facilitator.
Human Resource Development in Educationakademisuria
This presentation was part of my assignment for my Masters in Education (Management & Administration) at Universiti Teknologi Malaysia. Hope this information helpful for anyone seeking it.
Rita Monroe; Corporate and Academic Leadership, Training and Development.
Over 20 years proven results using leadership and managerial strengths to solve specific and measurable needs for diverse organizations through training, development, and engagement of students and associates. Management and HR Consultant with 5+ years program audit and compliance experience. Academic Dean and Business Law & Ethics Professor with 15 years successful performance in higher education and administration. Charismatic Coach, Speaker and Workshop Facilitator.
Parce que les projets les plus innovants sont souvent les plus risqués, pourquoi ne pas envisager l'entreprise comme un être éphémère, une œuvre créée avec toute la beauté que représente l'impermanence ? C'est cette discussion que nous avons eu pendant la réunion mensuelle du Club des Différonautes avec Franck Pruvost. L'entreprise sera-t-elle un projet collaboratif porté par une communauté dans l'esprit du bien commun, de la transparence et du partage ? A suivre ...
Running head Job DESCRIPTION 1Job DESCRIPTION4.docxjeanettehully
Running head: Job DESCRIPTION 1
Job DESCRIPTION 4
Job Description
Larry Ratliff
HRM 500
Strayer University
July 19, 2019
Dr. Thomas
Job overview
Training and Development Specialists Administer, deliver and create teaching program for organization and businesses. To achieve their responsibilities, they need to develop training program and determined what is needed in the training facility. The role of Training Specialist is to help, organize and manage program which train workers and advance their knowledge and skills. The training specialists will offer training using group discussions and Open learning classes. The training will be done in form of web-based program, video, and self-guided instructional manual.
Responsibilities and duties
1. Design and generate teaching manuals, course materials, and online learning modules.
2. Evaluate training program required through consultations with workers, through surveys, or discussions with managers
3. Monitor, evaluate, and update modules training program to ensure they are successful.
4. Give training to students using various instructional techniques
5. Carry out administrative tasks like planning classes, coordinating registration, and monitoring costs.
6. Review training materials and curriculum and choose the appropriate materials.
7. Testing courses and activities in the open learning program to ensure they run correctly.
Qualifications
Education
Training and Development Specialists should have bachelor’s degree in education, social science, education and organizational psychology or human resource. In addition, the applicant must have strong background in computer science or information technology.
Work experience
Applicant must have 10 years’ experience in teaching, training and development, or instructional design. Increasingly, one must have experience in information technology.
Licenses, Certifications, and Registrations
Suitable candidate must be a registered member of American Society for Training and Development or International Society for Performance Improvement.
Personality and Interests
Applicant must show interest in assisting and encouragement students according to the company code framework. Helping interest indicate motivation on counselling, assisting, teaching and serving learners.
Skills
1. Analytical skills to evaluate training programs, training material, methods and select the best in each situation
2. Instructional and teaching techniques and skills to address concerns of particular group of students
3. Interpersonal skills to help in work together with trainees, mentors and subject-matter experts
4. Speaking skills, ability to communicate info clearly and facilitate couching.
Laws considered when creating the job description
The design and formulation of the job description depends on many factors such as company culture, existing federal and state labor laws, and employment laws. Job descriptions are established guideline for workers perf ...
1. Stephen Burgor
620 Halton Road, Apt. 7008Greenville,29607 Cell Phone: 248 525-3551
E-Mail: sburgor07@yahoo.com
SUMMARY – With my recent post-graduate certification (master’s degree level) in human
resources I am seeking a position in human resource management. With various transferrable
skills in the field of education, and a proven track record of excellence, I am an excellent
choice for meeting a company’s short and long-term human resource leadership goals.
Objective
To attain the position of a Human Resource Generalist position. Because of my vast amount of transferrable skills
it is my prime initiative to move into the field of human resources believing that I can attain a high level of
success.
Furthermore, my long-term goal is to move into the position of Human Resource Director/Manager. Because of
my proven commitment to excellence this position is within my grasp in the foreseeable future.
Experience
Facilitator/Instructor (September 2008 to present)
Instruction in complex multiple online educational systems. Facilitation in developing strategies for: achieving
educational and professional goals, leadership, critical thinking, collaboration, and written and electronic
communication.
Teacher (2003 to present)
Regular classroom instructor K-5; middle school, high school: reading, writing, language arts, math.
Certified in Michigan and South Carolina
Human Resources Type Experience – see pages 2&3 (September 2008 – present)
Education
Donald W. Maine College of Business | Davenport University (2012 to 2015)
Post-Graduate certificate Human Resource Management 3.93 GPA
Course work
Finance of Compensation and Benefits
Employment Law and Labor Relations
Organizational Development and Training
Advanced Problem Solving in HR Management
Managing Human Resources
2. 2
University of Phoenix (2006 to 2008)
Master of Arts Degree – Education 3.99 GPA
SHRM-CP (December, 2015)
Society for Human Resource Management Certified Professional test completion
Western Michigan University
Bachelor of Science Degree
Skills & Professional Development – Graduate Level
Using presentation tools
How to publish
Multimedia in the classroom
Research and scholarship
Copyrighting
APA formatting
Professional tone and communication
Building better writers
Academic integrity
Faculty certification
Assessment
HR EXPERTISE (Through related position, confirmed by SHRM-BoCK Standards)
Functional Area #1 – Talent Acquisition and Retention
Implementing and utilizing technology to support effective and efficient approaches to
sourcing, recruitment, evaluation, and selection. Evaluation techniques
Formal assessment methods and tools
Functional Area #2 – Employee Engagement
Alternativedispute resolution techniques
Analysis of organizational culture and climate, Coaching and counseling
Cognitive biases (e.g., halo bias, similar-to-me bias)
Complaint resolution procedures, Conflict management theory and approaches
Disciplinary procedures and approaches, Management of people
Metrics, Motivational theories, Performance management systems
Principles of effectiveperformance appraisal techniques (e.g., goal-setting, giving feedback)
Principles of survey creation, administration, and evaluation
Recognition approaches, Retaliation prevention approaches
Functional Area #3 – Learning and Development
Planning for internal or external resources to deliver appropriate development interventions to
target internal audience.
Creating a forumof internal social networks for effective sharing of knowledgeamong
employees. Advancing organizational learning and development, knowledge management,
and the exchange of information about practices and innovations.
3. 3
Consulting and providing resourcesand processes to facilitate experiential learning and
development.
Functional Area #5 – Organization
Implementing solutions based on analysis and understanding of the impact on the
organization of leading and lagging financial, customer, operations, and learning indicators.
Functional Area #6 – Organizational Effectiveness and Development
Creating and monitoring metrics to assess organizational development and effectiveness
Recognizing and eliminating barriers to organizational development and effectiveness.
Planning for internal or external resources to deliver appropriate short-termdevelopment
interventions and activities.
Functional Area #10 HR In Global Context
Developing expert knowledgeof global trends and best practices.
Building cross-cultural relationshipsand partnerships with global stakeholders.
Functional Area # 11 Inclusion
Consulting on the difference between issues of performance and those of culture or personal
style. Developing expert knowledgeof global trends and best practices in diversity and
inclusion.
Facilitating an organizational culture that promotes a global mindset for diversity and inclusion
through development activities and experiences.
Championing diversity and inclusion programs with external stakeholders(e.g., diverse
suppliers).
Demonstrating nonjudgmental respect for others’ perspectives.
Functional Area #12 – Risk Management
Directly or indirectly developing, implementing and overseeing the execution of programs,
practices, and policies that mitigate risk and support organizational success(e.g., appropriate
use of technology, fiduciary responsibility, fraud, theft,
workplace safety and security, workplaceviolence).
Investigating, evaluating, and responding to all reports of unethical behavior, conflicts of
interest, and associated levels of organizational risk.
Advising executiveson any reports of unethical behavior or conflicts of interest that increase
risk tolerance or risk of liability. Demonstrating the highest ethical standards and practices and
organizational values—espoused as well as enacted.
Functional Area # 14 U.S. Employment Law and Regulations
Maintaining a current working knowledgeof relevant employment laws, domestic and/or
global.
Functional Area #15 – Business and HR Strategy
Developing results-oriented metricsand scorecards that contribute to organizational success.
Maintaining advanced knowledge of key industry metricsand how the organization
compares to the standard.
In conjunction with other leaders, establishing measurable goals and objectives that create a
culture of accountability, and regularly monitoring results against goals in support of business
strategy.
For more immediate information, seeing the quality of my work, go to:
LinkedIn.com – Stephen Burgor
Owner – Writing From Imagination
www.writingfromimagination.com