Top five transferable skills military personnel have to offer in the civilian workforce. Provides examples and types of skills. Leadership, communication, team building, critical thinking, and resiliency.
WHY CONSCRIPTION, SINGAPORE? THE SOCIAL AND GEOSTRATEGIC CONSIDERATIONSAshwin Samales
By Daniel J Kwok
Conscription is a centuries-old manpower procurement policy that continues to be used by many countries today; however, in the last few decades, the trend is for developed countries to transition toward all-volunteer forces. Reasons to implement conscription include the presence of a clear military threat and authoritarian intentions, among others, but many nations have since reduced or abolished conscription as they shift toward stable, democratic late- modern prosperity. Singapore adopted conscription shortly after gaining independence in 1965, yet amid similar conditions in the past half-century and facing the same challenges to its model and ideal of conscription, has not made the transition to an all-volunteer force.
This thesis analyzes the reasons for Singapore’s continued use of conscription in a world where other developed countries have transitioned toward all-volunteer forces. This insight could provide alternative options for countries seeking to maintain conscription, as well as reframe the civil-military discourse about conscription. Also, Singapore stands out as an anomaly in the globally occurring transitions to all-volunteer forces, thus explaining the Singapore case would further an understanding of why countries end, or retain, conscription.
Top five transferable skills military personnel have to offer in the civilian workforce. Provides examples and types of skills. Leadership, communication, team building, critical thinking, and resiliency.
WHY CONSCRIPTION, SINGAPORE? THE SOCIAL AND GEOSTRATEGIC CONSIDERATIONSAshwin Samales
By Daniel J Kwok
Conscription is a centuries-old manpower procurement policy that continues to be used by many countries today; however, in the last few decades, the trend is for developed countries to transition toward all-volunteer forces. Reasons to implement conscription include the presence of a clear military threat and authoritarian intentions, among others, but many nations have since reduced or abolished conscription as they shift toward stable, democratic late- modern prosperity. Singapore adopted conscription shortly after gaining independence in 1965, yet amid similar conditions in the past half-century and facing the same challenges to its model and ideal of conscription, has not made the transition to an all-volunteer force.
This thesis analyzes the reasons for Singapore’s continued use of conscription in a world where other developed countries have transitioned toward all-volunteer forces. This insight could provide alternative options for countries seeking to maintain conscription, as well as reframe the civil-military discourse about conscription. Also, Singapore stands out as an anomaly in the globally occurring transitions to all-volunteer forces, thus explaining the Singapore case would further an understanding of why countries end, or retain, conscription.
An introduction to the Veteran Resilience Project, a Minneapolis based non-profit 501c3 that provides veterans (and active military, reserves, and guard) with up to 12 sessions of EMDR trauma therapy, absolutely free, 100% confidential, using a network of independent trauma therapists in over 20 cities across Greater Minnesota. Our pilot project proved that EMDR is very effective at dealing with many of the after effects of war and military service such as Post Traumatic Stress Disorder, Military Sexual Trauma, Moral Injury, Pain, and Addiction.
74% of veteran clients no longer even qualify as having PTSD after treatment
100% of veteran clients reported significantly reduced symptoms
How to Use LinkedIn as a College Student - Get Jobs and Internships FastJosh Hill
Learn how to use LinkedIn as a Student (and as a professional) to increase visibility, credibility, and calls from recruiters. Shape your profile to get that interview, internship, and more by following a few simple steps.
Completing Your LinkedIn Profile: 17 Key ElementsDerek Edmond
Completing Your LinkedIn Profile: 17 Key Elements. My supporting slide deck in association with this blog post: http://ow.ly/A2V7L
Additional recommendations I've written for LinkedIn can be found here
http://ow.ly/A2Vb8
http://ow.ly/A2Vdj
http://ow.ly/A2Veq
Looking beyond the resume and your accomplishments. Everyone learns knowledge-based skills, but do you emphasize your "transferable skills"? This quick PowerPoint reviews identifying your transferable skills and provides some useful links and worksheets.
We all know the typical resume must entertain your “skill sets” that meet the responsibilities and requirements of the job position you are looking to land. How many of you actually go BEYOND the typical resume skills?
Building a powerful resume is hard work. This presentation breaks out the summary segmentation of your resume. Long are the days of the objective statement, it is now the almighty SUMMARY.
Diversity and inclusive corporate models can boost financial development, stimulate social development and launch more stable and objective societies. Additionally, companies that invest in inclusion in the workplace, marketplace and community have reported momentous business benefits. In a Forbes study, senior executives of top-earning companies reported that workplace diversity and inclusion drive innovation and business growth. While diversity and inclusion are significant measurements of social sustainability, some companies still observe these as independent from their corporate sustainability strategies.
This Roundtable Discussion will discover the relationships between diversity and inclusion and corporate sustainability. The goal is to examine how companies can coordinate and communicate across functions, and make diversity and inclusion a strategic urgency both as a culmination and as a crucial means to attaining further corporate sustainability goals.
After this roundtable session, participants will:
• Discover methods for creating a welcoming environment that embraces all difference and equality in hiring policies.
• Examine actions that companies can take to incorporate diversity and inclusion into corporate sustainability policies and practices.
• Explore methods that corporations can use to safeguard that their diversity and inclusion commitment is implemented throughout their value chain.
• Ascertain procedures for developing leadership at multiple levels that is diverse, regularly communicates the value of diversity, and builds the capacity for open and candid diversity conversation.
Future of Organizational BehaviorContinuing Educati.docxhanneloremccaffery
Future of Organizational Behavior
Continuing Education
How DaVita provides support to its employees for continuing education.
What is the future of organizational behavior
Organizational Behavior Challenges
What does the Future hold for DaVita
Conclusion
Introduction
Organizational behavior (OB) is the study of factors that affect how individuals and groups act in organizations manage their environment.
What is Organizational Behavior
Value of OB: Helps people attain the competencies needed to become effective employees, team leaders or managers.
3
Secure your Future
Gain a Competitive Edge
Become More Marketable
Economic Stability
Advance your Career
The Importance of Continuing Education
Secure your future. People with higher levels of education tend to have better job security—and any credential you earn stays with you for life.
Gain a competitive edge. As more people continue their education, the competition for high paying, stable jobs will increase. Experience combined with education demonstrates to employers your motivation and drive to succeed
Become More Marketable
In addition to a salary boost, skills training could be a bargaining chip in the promotion process Hiring managers offer higher entry-level salaries and more promotion opportunities to those with higher skill levels. Employers may even help fund your classes if you intend to stay with the company
Economic conditions are one of the main reasons driving demand for continuing education, and many people enroll in continuing education programs during recessions. Likewise, during recessions, many workers seek to
improve skills to remain hired or find new job opportunities
Advance Your Career
Management and supervisory positions often require specialized skills. Developing the essential soft skills in communication, problem solving and critical thinking will help you move up the career ladder. Additionally, specialized positions could require specific skills training or the attainment of an industry accepted certification.
4
Scholarship Programs
Tuition Reimbursement
DaVita Children's Foundation
Training Programs
DaVita Continued Education Programs
Redwood Scholars Award (Enhanced)
Up to $25,000 per school year for full-time teammates (up to $5,000 per school year for part-time teammates) working toward a nursing, associate, undergraduate, graduate, Ph.D. or within an approved career path or other job-related degrees; teammates will share in the cost of their education.
Awarded by the Award Selection Committee.
Tuition Reimbursement (Basic)
Up to $3,000 reimbursed to full-time and part-time teammates per calendar year upon successful completion of job-related courses.
The DaVita Children’s Foundation, funded by DaVita, is a scholarship program offered to teammates' children and grandchildren who are enrolled in college or 12th grade and preparing for college entry. It awards scholarships of $1,000 to $3,000 ...
argumentative essay· Essay topic The purpose of the argu.docxjustine1simpson78276
argumentative essay:
· Essay topic: The purpose of the argumentative essay is to present your opinion on the issue of cell phone use in classrooms. Should students be allowed to use cell phones in classrooms?
· Introduction
· Reason 1: In my opinion , cell phones can be used as tool for cheating methods.
· Reason 2 : one of the cons of using cell phones while in classrooms is that it could be a distraction when it used while lectures in progress.
·
· Conclusion.
Project Management – The People Side
David Fleisch
April 13, 2017
1
Organizational Communication of Values, Ethics and Behavior
How is it done
How do you know
How is it rewarded
What’s Important
How do you know and learn? - The organization will show you
Sense the organization
Observe – Policies & Practices vs. Behavior
Do they Walk the Walk; Talk the Talk?
Or……do as I say not as I do?
Stratification – Values for the masses but not the leadership
Rewards and Compensation
What’s important – the bottom line or doing the right thing?
2
Mission Vision and Values
Mission, Vision, and Values Statements – Are they real or just paper
3
“HONOR”
I am accountable for my professional and personal behavior. I will be mindful of the privilege I have to serve my fellow Americans. I will:
Abide by an uncompromising code of integrity Conduct myself in the highest ethical manner
Be honest and truthful Make and seek honest recommendations
Encourage new ideas and deliver bad news forthrightly Fulfill my legal and ethical responsibilities
“COURAGE”
Courage is the value that gives me the moral and mental strength to do what is right, with confidence and resolution, even in the face of temptation or adversity. I will:
Have the courage to meet the demands of my profession.
Make decisions/act in the best interest of the Navy/nation
Overcome challenges while adhering to the highest standards of personal conduct and decency.
Ensure resources entrusted to me are used in an honest, careful and efficient way.
“COMMITMENT”
The day-to-day duty of everyone in the Department of the Navy is to join together as a team to improve the quality of work, people and ourselves. I will:
Foster respect up and down the chain of command Care for the personal and spiritual well-being of my people.
Show respect toward all people Always strive for positive change and personal improvement.
Exhibit moral character, professional excellence, quality, and competence in all that I do.
Honor: I am accountable for my professional and personal behavior. I will be mindful of the privilege I have to serve my fellow Americans.
Courage: Courage is the value that gives me the moral and mental strength to do what is right, with confidence and resolution, even in the face of temptation or adversity.
Commitment: The day-to-day duty of every man and woman in the Department of the Navy is to join together as a team to improve the quality of our work, our people and ourselves.
Right or Wrong?
Co.
Find out some tips on how to Create a Team with a Positive, Can-Do, & Will-Do Attitude and how recognizing 12Cs can improve your team. [Student Handouts]
An introduction to the Veteran Resilience Project, a Minneapolis based non-profit 501c3 that provides veterans (and active military, reserves, and guard) with up to 12 sessions of EMDR trauma therapy, absolutely free, 100% confidential, using a network of independent trauma therapists in over 20 cities across Greater Minnesota. Our pilot project proved that EMDR is very effective at dealing with many of the after effects of war and military service such as Post Traumatic Stress Disorder, Military Sexual Trauma, Moral Injury, Pain, and Addiction.
74% of veteran clients no longer even qualify as having PTSD after treatment
100% of veteran clients reported significantly reduced symptoms
How to Use LinkedIn as a College Student - Get Jobs and Internships FastJosh Hill
Learn how to use LinkedIn as a Student (and as a professional) to increase visibility, credibility, and calls from recruiters. Shape your profile to get that interview, internship, and more by following a few simple steps.
Completing Your LinkedIn Profile: 17 Key ElementsDerek Edmond
Completing Your LinkedIn Profile: 17 Key Elements. My supporting slide deck in association with this blog post: http://ow.ly/A2V7L
Additional recommendations I've written for LinkedIn can be found here
http://ow.ly/A2Vb8
http://ow.ly/A2Vdj
http://ow.ly/A2Veq
Looking beyond the resume and your accomplishments. Everyone learns knowledge-based skills, but do you emphasize your "transferable skills"? This quick PowerPoint reviews identifying your transferable skills and provides some useful links and worksheets.
We all know the typical resume must entertain your “skill sets” that meet the responsibilities and requirements of the job position you are looking to land. How many of you actually go BEYOND the typical resume skills?
Building a powerful resume is hard work. This presentation breaks out the summary segmentation of your resume. Long are the days of the objective statement, it is now the almighty SUMMARY.
Diversity and inclusive corporate models can boost financial development, stimulate social development and launch more stable and objective societies. Additionally, companies that invest in inclusion in the workplace, marketplace and community have reported momentous business benefits. In a Forbes study, senior executives of top-earning companies reported that workplace diversity and inclusion drive innovation and business growth. While diversity and inclusion are significant measurements of social sustainability, some companies still observe these as independent from their corporate sustainability strategies.
This Roundtable Discussion will discover the relationships between diversity and inclusion and corporate sustainability. The goal is to examine how companies can coordinate and communicate across functions, and make diversity and inclusion a strategic urgency both as a culmination and as a crucial means to attaining further corporate sustainability goals.
After this roundtable session, participants will:
• Discover methods for creating a welcoming environment that embraces all difference and equality in hiring policies.
• Examine actions that companies can take to incorporate diversity and inclusion into corporate sustainability policies and practices.
• Explore methods that corporations can use to safeguard that their diversity and inclusion commitment is implemented throughout their value chain.
• Ascertain procedures for developing leadership at multiple levels that is diverse, regularly communicates the value of diversity, and builds the capacity for open and candid diversity conversation.
Future of Organizational BehaviorContinuing Educati.docxhanneloremccaffery
Future of Organizational Behavior
Continuing Education
How DaVita provides support to its employees for continuing education.
What is the future of organizational behavior
Organizational Behavior Challenges
What does the Future hold for DaVita
Conclusion
Introduction
Organizational behavior (OB) is the study of factors that affect how individuals and groups act in organizations manage their environment.
What is Organizational Behavior
Value of OB: Helps people attain the competencies needed to become effective employees, team leaders or managers.
3
Secure your Future
Gain a Competitive Edge
Become More Marketable
Economic Stability
Advance your Career
The Importance of Continuing Education
Secure your future. People with higher levels of education tend to have better job security—and any credential you earn stays with you for life.
Gain a competitive edge. As more people continue their education, the competition for high paying, stable jobs will increase. Experience combined with education demonstrates to employers your motivation and drive to succeed
Become More Marketable
In addition to a salary boost, skills training could be a bargaining chip in the promotion process Hiring managers offer higher entry-level salaries and more promotion opportunities to those with higher skill levels. Employers may even help fund your classes if you intend to stay with the company
Economic conditions are one of the main reasons driving demand for continuing education, and many people enroll in continuing education programs during recessions. Likewise, during recessions, many workers seek to
improve skills to remain hired or find new job opportunities
Advance Your Career
Management and supervisory positions often require specialized skills. Developing the essential soft skills in communication, problem solving and critical thinking will help you move up the career ladder. Additionally, specialized positions could require specific skills training or the attainment of an industry accepted certification.
4
Scholarship Programs
Tuition Reimbursement
DaVita Children's Foundation
Training Programs
DaVita Continued Education Programs
Redwood Scholars Award (Enhanced)
Up to $25,000 per school year for full-time teammates (up to $5,000 per school year for part-time teammates) working toward a nursing, associate, undergraduate, graduate, Ph.D. or within an approved career path or other job-related degrees; teammates will share in the cost of their education.
Awarded by the Award Selection Committee.
Tuition Reimbursement (Basic)
Up to $3,000 reimbursed to full-time and part-time teammates per calendar year upon successful completion of job-related courses.
The DaVita Children’s Foundation, funded by DaVita, is a scholarship program offered to teammates' children and grandchildren who are enrolled in college or 12th grade and preparing for college entry. It awards scholarships of $1,000 to $3,000 ...
argumentative essay· Essay topic The purpose of the argu.docxjustine1simpson78276
argumentative essay:
· Essay topic: The purpose of the argumentative essay is to present your opinion on the issue of cell phone use in classrooms. Should students be allowed to use cell phones in classrooms?
· Introduction
· Reason 1: In my opinion , cell phones can be used as tool for cheating methods.
· Reason 2 : one of the cons of using cell phones while in classrooms is that it could be a distraction when it used while lectures in progress.
·
· Conclusion.
Project Management – The People Side
David Fleisch
April 13, 2017
1
Organizational Communication of Values, Ethics and Behavior
How is it done
How do you know
How is it rewarded
What’s Important
How do you know and learn? - The organization will show you
Sense the organization
Observe – Policies & Practices vs. Behavior
Do they Walk the Walk; Talk the Talk?
Or……do as I say not as I do?
Stratification – Values for the masses but not the leadership
Rewards and Compensation
What’s important – the bottom line or doing the right thing?
2
Mission Vision and Values
Mission, Vision, and Values Statements – Are they real or just paper
3
“HONOR”
I am accountable for my professional and personal behavior. I will be mindful of the privilege I have to serve my fellow Americans. I will:
Abide by an uncompromising code of integrity Conduct myself in the highest ethical manner
Be honest and truthful Make and seek honest recommendations
Encourage new ideas and deliver bad news forthrightly Fulfill my legal and ethical responsibilities
“COURAGE”
Courage is the value that gives me the moral and mental strength to do what is right, with confidence and resolution, even in the face of temptation or adversity. I will:
Have the courage to meet the demands of my profession.
Make decisions/act in the best interest of the Navy/nation
Overcome challenges while adhering to the highest standards of personal conduct and decency.
Ensure resources entrusted to me are used in an honest, careful and efficient way.
“COMMITMENT”
The day-to-day duty of everyone in the Department of the Navy is to join together as a team to improve the quality of work, people and ourselves. I will:
Foster respect up and down the chain of command Care for the personal and spiritual well-being of my people.
Show respect toward all people Always strive for positive change and personal improvement.
Exhibit moral character, professional excellence, quality, and competence in all that I do.
Honor: I am accountable for my professional and personal behavior. I will be mindful of the privilege I have to serve my fellow Americans.
Courage: Courage is the value that gives me the moral and mental strength to do what is right, with confidence and resolution, even in the face of temptation or adversity.
Commitment: The day-to-day duty of every man and woman in the Department of the Navy is to join together as a team to improve the quality of our work, our people and ourselves.
Right or Wrong?
Co.
Find out some tips on how to Create a Team with a Positive, Can-Do, & Will-Do Attitude and how recognizing 12Cs can improve your team. [Student Handouts]
HSL 4850 Human Services Programs Community, Culture and InterLizbethQuinonez813
HSL 4850 Human Services Programs: Community, Culture and Intersectionality
Final Professional Development Plan Part III
The goal of the Professional Development Plan is to 1) analyze aspects of professional ethical
conduct, 2) articulate a specific area & areas of activism, and 3) Develop a professional plan for
your career in this area. Part III will allow you to focus specifically on your area of interest and
explore agencies in your geographic area.
You have a choice here. You can either:
➢ Analyze human services available in your geographic location (i.e., town/city)
OR
➢ Analyze human services available in your geographic region (i.e., Central Illinois)
that address a particular problem or issue of your choice (e.g., food insecurity,
families, child welfare)
*Clearly identify which option you are selecting at the beginning of this assignment.
Develop a resource list of at least 15 programs that meet your criteria (either in your
geographic area OR address a specific topic and are within a geographic region). For each
agency, write a brief summary that includes name, population served/services offered, website or
contact information, & a 1-3 sentence description of each (could be taken from their website).
After you have completed the resource list, select one agency at which you might like to work
and discuss it in more detail. For example, you could discuss the history of the organization, the
clientele, the size of the organization and number of employees, or what a human services
employee might do at the agency. This should be about a page and include discussion of at least
2-3 different areas (those listed or other areas of your choice).
Lastly, describe your dream job in 10 sentences or less. Talk about what it is, why it’s your
dream job, and how your education at EIU is preparing you for this role.
Grading Rubric
Assignment requirements (5 points)
The assignment is no more than 3 pages of content, double-spaced, uses 12 point Times New
Roman font throughout, has 1” margins, each section is clearly labeled with an appropriate
heading. No points will be earned if these criteria are not present.
Clearly identified the focus of the assignment (2 points)
The student clearly stated which option they are completing (all human services in their town or
human services focused on a particular topic in their region).
Resource List of 15 Agencies (30 points)
At least 15 agencies are identified and described in this section including name, population
served/services offered, website or contact information, & a 1-3 sentence description of each.
Selected Agency (8 points)
This section is included and clearly discusses one agency at which the student might like to
work. Additional information is provided on the agency (above and beyond what is provided in
the list of agencies). This section is about one page and disc ...
The Impact of Artificial Intelligence on Modern Society.pdfssuser3e63fc
Just a game Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?
Resumes, Cover Letters, and Applying OnlineBruce Bennett
This webinar showcases resume styles and the elements that go into building your resume. Every job application requires unique skills, and this session will show you how to improve your resume to match the jobs to which you are applying. Additionally, we will discuss cover letters and learn about ideas to include. Every job application requires unique skills so learn ways to give you the best chance of success when applying for a new position. Learn how to take advantage of all the features when uploading a job application to a company’s applicant tracking system.
New Explore Careers and College Majors 2024.pdfDr. Mary Askew
Explore Careers and College Majors is a new online, interactive, self-guided career, major and college planning system.
The career system works on all devices!
For more Information, go to https://bit.ly/3SW5w8W
2. 1. Leadership Abilities
2. Advanced Team Building
3. Resiliency
4. Excellent Communication
5. Critical Thinking
6. Additional Attributes
7. Military to Civilian Translator Links
8. Hire Our Heroes
9. Make A Difference
3. Provide direction, purpose, and motivation and take direction from others.
Ability to lead a diverse group of individuals accomplishing plans and goals.
Ability to take accountability for own actions and those of others.
Inspire others to do their best and train them with precision.
TRANSLATION MILITARY TO CIVILIAN
Foster collaboration and creativity making a value based decision.
Engage in diversity, learn and listen from those who are least like you.
Move from rule based authority and discipline to work place discipline (consistency of
personnel interactions, routines, become less restrictive).
Serve as a role model to your subordinates while providing a mutual respect and showing
appreciation for their effort.
Be open to change.
4. Experienced with task-oriented teams.
Ability to define the team roles, responsibilities, and missions.
Ability to design work plans based on the strengths of the team members.
Successfully operate as a cohesive unit in a team environment.
TRANSLATION MILITARY TO CIVILIAN
Assess team members values, work strengths, and skills.
Assign co-workers (team members) based on the assessments to achieve company
goals and added value.
Personalize the team environment and become understanding instead of authoritative to get the job
done. (Use conflict resolution measures and communication to create a cohesive unit).
Allow for 2-way communication amongst all members, have flexibility within the chain of command.
5. Successfully adapt to adversity.
Excel in the harshest environments.
Ability to bounce back from failed professional more quickly.
Work in harsh conditions and environments. (Odd hours, cold climate, long shifts)
TRANSLATION MILITARY TO CIVILIAN
Adapt to the civilian work force environment as you would any other environment.
Maintain the same resilience for job related difficulties and maintain a positive attitude
leading those around you.
Be a go getter and demonstrate success through failure. (if you lose a big sale, bounce back
and immediately assess the failed sale and go get the next one).
Harsh conditions equate to long hours, overnight shift, weekend shift, nothing new here get
it done. Environments may consist of outdoors in all weather, around certain
chemicals/toxins, take proper safety measures just as you would in service.
6. May speak more than one language
Ability to communicate internationally
Technical communication understanding
Training in effective writing skills
TRANSLATION MILITARY TO CIVILIAN
Streamline communications across a business organization.
Writing effective email communications, reports, letters.
No loud booming voices when providing instruction or
speaking to subordinates.
Provide International communications (bi-lingual).
7. Trained and educated in CT through PME courses and largely real life experience.
Examining the results and/or consequences of an action.
Using reasoning and evidence to reach factual determinations.
Ability to systematically analyze, interpret and convey ideas.
TRANSLATION MILITARY TO CIVILIAN
Ability to make assessments and provide improvements on things such as quality
of product, shipping processes, logistics, IT field etc..
Adapt to include costs when examining results and/or consequences of decisions.
Highlight the ability to solve complex problems in a changing world and making
effective decisions.
8. Work ethics (Service Before Self)
Integrity
Flexibility, able to adapt
Organizational commitment
Cultural diversity and sensitivity
TRANSLATION MILITARY TO CIVILIAN
Civilian employers want to know what your skills are to get the job done.
Explain how military skills can produce results for the company.
Provide the military advantages for a civilian employer.
Example Skill: management jobs require experience leading 5 or more personnel
typically – platoon leader may lead 20 or more personnel into battle to achieve “x”
results.
9. http://www.military.com/veteran-jobs/skills-translator/ (Skills Translator)
https://mst.vaforvets.va.gov/mst/va/ (Skills Translator)
http://www.taonline.com/mosdot (Skills Translator and Military Friendly Companies)
http://www.careerinfonet.org/moc/ (Occupation Translator)
http://www.military.com/military-transition/transition-assistance-program-overview.html (TAP Overview and links)
http://www.homedepotmilitary.com/skillstranslator.html (Home Depot Skills Translator for Open Positions)
http://www.lockheedmartinjobs.com/militarytranslator.asp (Lockheed Martin Skills Translator for Open Positions)
http://jobs-boeing.com/military-skills-translator (Boeing Skills Translator for Open Positions)
10. The mission of Hire Our Heroes (HOH) is to empower veterans and employers with the
knowledge, skills, and innovative tools necessary to optimize a strategic workforce.
Hire Our Heroes (HOH) is a not-for-profit organization founded by veterans for veterans. We
partner with world-class organizations and people who share in our vision to offer veterans a
cost-free, best-in-class, transition experience. HOH secures opportunities for employment
where our veteran population can cultivate their talents, traits, and attitudes.
See more at: Hire Our Heroes
11. Hire Our Heroes (HOH) is a registered 501(c)(3) (Tax ID# 46-3027051) not-for-profit committed to
honoring and serving our nation’s defenders and veterans.
When you make a donation, we value the trust you’ve placed in us. Our mission is to do good whether
through performance, mentoring and coaching veterans, rehabilitation services, or providing
awareness campaigns for vets transitioning from the battlefield to the civilian workforce.
Hire Our Heroes is committed to helping our returning service members find rewarding careers
nationwide with companies sharing our dedication to assisting these deserving men and women. The
transition assistance services provided by Hire Our Heroes are carried out so that there is no cost to
veterans.
The services provided by HOH are possible only with the continued and generous contributions of
compassionate individuals and corporate supporters. All contributions are vital to our continued
success. Please accept our heartfelt gratitude and our assurance that 100% of all donations will provide
much needed support to our returning service members. Your contributions directly affect Hire Our
Heroes’ ability to effectively sponsor all aspects of the veteran’s employment search.
GIVE A GIFT