Watch the video, Environmental Justice (opens in new window) (00:04:32). https://www.youtube.com/embed/0L2xCwD5RNI?rel=0&autoplay=1
When we focus upon our community’s needs for public health interventions, we soon discover that these issues are not as local as we first thought. Common challenges to public health are what people, governments, military and medical professionals face daily. As a public health professional, you will find that it becomes difficult not to consider the greater community, society and those around the globe.
After presenting your action plan ( ATTACHED) to your audience, share some of the non-confidential feedback received about your action plan. Be sure to paraphrase and protect the audience members’ identities.
• Did the responses to your feedback survey surprise you?
• How would you be able to apply what you learned to make a positive impact in your community? What about in the world?
• Where do you see any ties between environmental public health issues and socio-economic or cultural factors?
Respond to the initial prompt with a substantive post by the first deadline.
Presentation The motivation behind this paper is to answer inquiries concerning the Human Resource Manager's effect amid authoritative changes or difficulties and two inquiries regarding my involvement with change and test with the help of the Human Resource Management of my association - the Navy Personnel Support Detachment (PSD). What are the abilities of a Human Resource Manager? One essayist characterizes Human Resources capabilities aptitudes sets as inborn qualities which display themselves through one's close to home attributes, propensities, thought processes, social parts, and mental self view. Every one of these credits empower a man to convey greatness in execution in any given activity, part, or circumstance (Darvish, Moogali, Moosavi, and Panahi, 2012). Snell and Bohlander classifies these skills into dominance sets called: business authority, human authority and individual validity (Snell and Bohlander, 2012). As I would like to think, I see the situation of the Human Resources Manager similar to that of an agent in any association who is entrusted with giving the human touch inside the association. As the essayist states above, they are the branch of any association that must work at the largest amount of capability in all regions. The Human Resources Management branch of my association (Department of the Air Force) in my experience is a gathering of individuals who one can depend on to have answers to a sundry cluster of issues - by and by and professionally. I have gotten notification from others of their encounters with HR divisions, in their association, which brought about not as much as the standard way of greatness that one would anticipate. How a change/tested was presented in my association? The extent of tasks for the unit I am alloted to which is the San Antonio Navy Personnel Detachment is to give managerial and money related administrations to staff and understudy military work force positioned at Joint-Base San Antonio (Fort Sam, Lackland AFB, and Randolph AFB) and the encompassing store unit and enrolling summons that are in and around San Antonio and as far north as Austin, Texas. The Department of the Navy Human Resources branch as of late led a work overview of different staff bolster separation. My unit was engaged with that study. In light of that study, there was an overall operational reconfiguration design actualized for the realignment of all Navy Personnel Support Detachments. The motivation behind this reconfiguration was to solidify the separations because of an execution of an e-asset which took away a considerable lot of their undertakings when it permitted mariner level self-benefit for a significant number of their managerial and work force administrations. This brought about a requirement for diminishment and an upgrade the present help separations setup. This lessening in help separations was refined through combination by realignment of help separations. Due to that change, our unit turned into the war room for two sketching out units (Houston and Corpus Christi). What this intended to us is the socioeconomics of our client base expanded in sizes as well as the complexities of authoritative activity we would lead changed too. Commonly, our standard customer is enrolled introductory section and resigning Navy staff. What is the fitting HR Manager reaction to for this change/challenge? The HR Department has moved toward this change from a proactive point of view. We were given various briefings no less than a year preceding the changed in the design that kept everybody educated of the occasion and gave enough space to answer any worries as the task advanced. Once the change started and amid the hand-off stage, we were kept on the up and up at the leave where the change would influence us the most. Because of the nearness of the units, we acquired the initiative group at the nearby level started to work in an adaptable manner that is mostly receptive and halfway proactive. This adaptability permits the administration group the chance to recognize any flaws in their working procedure to enable them to better coordinate with the order. On the off chance that they have not refined this progression yet, I trust Navy HR Department and the nearby Leadership staff ought to have an activity design set up that blueprints proper preparing prerequisites that guarantee everybody is working from similar measures. Was the inclusion of the Human Resources Management advantageous with this change? In general, the change has advanced reasonably easily. In spite of the fact that there have been a couple of miscues en route, I see the procedure going forward as proficiently and professionally as it should be possible. The initiative has gone by the sketching out units much of the time. Furthermore, as we get work from these units, a significant number of the representatives at the charge level are seeing an abatement in mistakes and issues. I trust a significant part of the achievement in this progress is expected partially to the oversight of the Department of the Navy HR office who keep on facilitating the change to guarantee the changeover brings about a consistent and interruption free change. Conclusion The motivation behind this paper was to answer inquiries concerning the Human Resource Manager's effect amid hierarchical changes or difficulties and two inquiries regarding my involvement with change and test with the help of the Human Resource Management of my association - the Navy Personnel Support Detachment (PSD).>GET ANSWER