Course

Course Summary

Credit Type:

Course

ACE ID:

CDSE-0032

Organization's ID:

ED 506

Organization:

Center for Development of Security Excellence

Location:

Classroom-based

Length:

16 weeks (35 hours)

Dates Offered:

Credit Recommendation & Competencies

Level	Credits (SH)	Subject
Graduate	3	Human Resource Management

Description

Objective:

The course objective is to for senior security leaders to effectively manage their workforce. It is also important they understand the impact security philosophy and policy has on HRM in the non-security programs within the DoD. This examines how security requirements and programs guide and influence HRM in DoD and with key stakeholders, such as the defense industrial base. The course concludes by considering the future challenges security leaders will face in HRM, such as the aging workforce, decreasing budgets, political pressures, and the impact of technology. The lectures, readings, and assignments completed during the course should enable the students to engage in a healthy and informed discussion of the factors driving the future HRM environment.

Learning Outcomes:

Compare and contrast the roles of the key authorities and organizations involved in establishing and maintaining the security workforce (L5)
Assess the essential issues in security workforce development and performance management programs (L9)
Categorize the components of a strategic human capital management plan
Predict current and future challenges and issues in HRM (areas such as reductions in force, military to civilian conversions (and vice versa), employee motivation, unions, the impact of information technology, etc.)
Analyze the broad fundamental components of HRM
Interpret the primary compliance requirements of HRM programs (areas such as ethics, equal opportunity, sexual harassment, and legal considerations) and how they affect DoD security programs
Assess the processes used to build a security workforce, to include manpower allocation factors, career ladders, position descriptions, professional development plans, training and education, certifications (e.g., SP-D), etc
Evaluate the components of HRM unique to security programs within the DoD (e.g., occupational codes and position designations, unique hiring requirements, personnel and information security implications, etc.)
Evaluate the impact of security on HRM programs in non-security disciplines, specifically characterizing the HRM professional's responsibility for understanding and complying with security requirements and the role of the security professional in non-security HRM programs (L10)