Civilian Employment

2021 ◽  
pp. 135-140
Author(s):  
Joseph Trenaman ◽  
Ronald Adam ◽  
Cyril Burt
Keyword(s):  
Civilian Employment

Military Veterans’ Transferrable Skills

2016 ◽  
Vol 19 (1) ◽  
pp. 6-13 ◽  
Author(s):  
Valerie E. Davis ◽  
Sarah E. Minnis
Keyword(s):  
Human Resource Development ◽  
Military Service ◽  
Military Veterans ◽  
Armed Forces ◽  
Skills Training ◽  
Contributing Factors ◽  
Civilian Workforce ◽  
Retention Initiatives ◽  
Civilian Employment ◽  
Hrd Professionals

The Problem Military veterans face a number of employment challenges as they transition from military service to civilian employment. Although the American workforce has become much more diverse, there continues to be a lack of understanding and misperceptions about veterans’ skillsets and military experiences which inhibits successful employment after military service. Veterans are a source of talent for civilian employers as they bring distinctive capabilities and valuable skills developed through real-world, high-pressure experience, but some human resource development (HRD) practitioners may not be aware of the vast array of skills, training, and knowledge that veterans bring to the civilian workforce in addition to supervisory and management skills acquired during their time in the armed forces. Given the civilian public’s general lack of knowledge about military experience, HRD practitioners, in particular, may be less able to effectively evaluate and integrate veterans’ military experiences, skills, and capabilities in the civilian employment sector. These misunderstandings are contributing factors impacting veterans’ ability to transfer their skills from military to business cultures. The Solution It is imperative that HRD practitioners understand the potentially strong contributions and societal misperceptions regarding the business value of military veterans’ skills and experiences. This article will explore distinctive capabilities of veterans that make them assets in the civilian workforce as well as some potential concerns and highlight HRD’s role in recognizing and facilitating the development of veteran hiring and retention initiatives in civilian employment. Educating HRD professionals about how to integrate military veterans’ skills, knowledge, and abilities in business cultures and mitigate concerns is vital to promote veterans’ contributions to civilian organizations and is necessary for effective hiring and talent development. The Stakeholders Veterans, HRD professionals, scholars, practitioners, and policy makers interested in the HRD field, private sector, federal, nonfederal public sector, and U.S. Office of Personnel Management.

Description of My Model

2019 ◽  
pp. 56-59
Author(s):  
Andrew Smithers
Keyword(s):  
Capital Stock ◽  
Full Employment ◽  
Quality Improvements ◽  
The Poor ◽  
The Us ◽  
Long Time ◽  
Civilian Employment ◽  
Time Periods ◽  
The Uk ◽  
Employment Quality

The volume of the capital stock is defined as the original cost at constant prices of all tangible capital that has not been scrapped. Due to the poor data available for the UK my calculations and testing have had to be limited to the US. The volume of labour is defined as civilian employment. Quality improvements for both labour and capital are defined as being part of TFP. TFP is under conditions of full employment and must therefore be measured over long time periods. All growth comes from TFP, changes in labour and NTVs. The change in the volume of capital less the change in the volume of labour equals the change in NTVs and the balance is that from changes in technology (TFP). NTV is exogenous in aggregate. The value of the capital stock, but not its volume, is mean-reverting.

Human resources challenges of military to civilian employment transitions

2020 ◽  
Vol 25 (5) ◽  
pp. 481-500
Author(s):  
John C. Dexter
Keyword(s):  
Family Involvement ◽  
Military Veterans ◽  
Organizational Level ◽  
Future Research ◽  
Turnover Rates ◽  
Content Type ◽  
Civilian Employment ◽  
Employment Transition ◽  
Employment Experience ◽  
New Hire

PurposeUpon discharge, US service members experience an instantaneous immersion back into civilian life. One of the most challenging aspects of that reimmersion is the reentry/entry into the civilian workforce. As such, it is necessary to study the returning veteran's employment experience when considering the veteran's civilian reintegration. The purpose of this study was to analyze and evaluate the returning veteran's civilian employment experience and to identify challenges faced by the veteran in the civilian onboarding experience.Design/methodology/approachThis study is a qualitative analysis in which 27 military veterans were interviewed about their experience with civilian reemployment. The results of the interviews were compiled, analyzed and grouped by common theme. This study explains some of the major issues confronted by the newly separated veteran and discusses how those challenges may influence job satisfaction and job performance.FindingsThe analysis identified the following three main themes that posed challenges to the veteran to civilian employment transition: civilian employer’s military job knowledge deficit, veteran anxiety with civilian employer’s lack of clearly defined new-hire processes and civilian employer misunderstanding of veteran compensation, benefits and family involvement expectations.Research limitations/implicationsThis study is beneficial to scholars in as much as it will help to more clearly identify literature gaps, provide direction on emerging research concepts, add to the existing literature on the veteran to civilian transitions and connect research areas that have not yet been adequately studied. Future research would be well served to follow a similar program of research but by employing different research methods in order to address the limitations outlined above and further support the findings of this research. Specifically, future research should sample across a wider set of individuals as study participants (time since discharge, age, military rank at time of separation, reserve status, etc.). By doing this, future researchers may be able to determine how perceptions change over time and with regard to military experience. A second area of future research may be to conduct related research based on civilian employment opportunities and qualifications. Specific areas of study to be considered should be focused primarily on the macro issues such as military leadership and translating military experiences and skill sets to civilian contexts. Unlike other findings in this research, these two areas cannot be affected at the organizational level, and as such require concept exploration and clarity.Practical implicationsThis study provides guidance and direction for veterans and employers alike by outlining areas that may be challenging for new-hire military veterans and bringing to light areas where the civilian onboarding experience can improve to better accommodate veterans. Further, this study identifies areas that directly or indirectly contribute to high veteran turnover rates and ultimately high veteran unemployment rates.Originality/valueThis original quantitative study conducted by the author specifically identifies several areas in the veteran to civilian employment transition that pose challenges for the returning veteran. All data for this study were gathered and analyzed using first-hand face-to-face interviews and established data analysis methods by the researcher.

Post 9/11 Veterans With Service-Connected Disabilities and their Transition to the Civilian Workforce

2016 ◽  
Vol 19 (1) ◽  
pp. 66-77 ◽  
Author(s):  
Lisa Stern
Keyword(s):  
Literature Review ◽  
Human Resource Development ◽  
Military Service ◽  
Career Transition ◽  
Identity Conflict ◽  
Three Solutions ◽  
Civilian Workforce ◽  
Civilian Employment ◽  
Hrd Professionals ◽  
The Impact

The problem More than five million U.S. veterans are expected to return to our communities and the civilian workforce by the year 2020. The vast majority of Americans have little understanding of military service or the impact service may have on civilian employment outcomes. Connection to the labor force provides the swiftest means for a successful transition back home, yet almost half of post 9/11 veterans indicate finding a job is their biggest challenge. An exploratory literature review was conducted to examine if and how the career transition of post 9/11 veterans with service-connected disabilities is presented in the human resource development (HRD) literature. The solution Based on the results of this exploratory literature review, three solutions are proposed: (a) examine what is working at work for veterans with disabilities in an effort to change the research conversation from problems to solutions, (b) understand and begin to deconstruct the veteran–civilian career identity conflict, and (c) explore the lived experiences of veterans with service-connected disabilities and their employers. The Stakeholders HRD researchers, HRD scholarly practitioners, and HRD professionals with an interest in the complexity of career transition and return-to-work issues facing veterans and people with disabilities.

The Recent History of Veteran Recruitment and Retention

2021 ◽  
pp. 21-29
Author(s):  
Lisa Rosser
Keyword(s):  
Military Veterans ◽  
Historical Context ◽  
Recent History ◽  
The Public ◽  
History Of ◽  
Civilian Employment ◽  
The Government ◽  
Veteran Employees ◽  
Military Veteran ◽  
Corporate Partnerships

Setting the historical context for this book, this chapter describes the recent history of civilian veteran employment, relaying how the high military veteran unemployment rate in 2010 generated concern and reactions from the government and the public and the private sectors. It then provides examples of how government and companies worked together to improve the employment situation of military veterans through legislation, corporate hiring programs, and corporate partnerships but faced limited success because too few companies were involved. The current situation of veteran employment and retention is outlined, with examples provided of why military veterans may choose to leave civilian employment and suggestions offered to address the issues veteran employees may have in their jobs so that employers can do a better job of retaining them in their workforces.

scholarly journals Recruitment Strategies, Matrices, and Techniques Used in Hiring Veterans

2017 ◽  
Vol 7 (2) ◽  
pp. 78
Author(s):  
Christine Agard
Keyword(s):  
New York ◽  
Social Identity Theory ◽  
Social Impact ◽  
Single Case ◽  
Military Training ◽  
Hudson Valley ◽  
Transferable Skills ◽  
Hiring Managers ◽  
Study Results ◽  
Civilian Employment

Successful transition to civilian employment is a challenge for veterans. The purpose of this single case study was to explore critical aspects of hiring managers’ decision-making process and to understand how these strategies and techniques affect the hiring of veterans. Tajfel and Turner’s social identity theory and Lewin’s organizational change model formed the conceptual framework for the study. The participants for this study were 8 hiring managers from a midsized company in the Upper Hudson Valley Region, New York. Data were collected using semistructured interviews. The data were analyzed and coded and 4 themes emerged: strategies used to fill open positions, specific recruitment and interview protocols, veterans’ skills from military training, and lack of experience with hiring veterans. The study results may contribute to veteran’s awareness of the skills that employers are seeking that veterans may be able to fulfill. The results of the study could create an opportunity for hiring managers to recognize that veterans represent a trained, ready-made talent pool. The social impact of the study could help hiring managers identify and design the required job description criteria to include the transferable skills of veterans.

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