The Year 2017, is now in our rear-view mirror and for Federal Human Resource practitioners, it was a year of highs and lows. At the end of 2017 HR practitioners were still trying to create innovative ways to deal with leadership turnover, technology upgrades, the streamlining administrative systems, labor and management concerns, and employee demographics shifts, employee retention/engagement, to highlight a few.
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Every one of us has a certain number of years to invest in working and making a living. Having a job is fine, but creating a meaningful career will maximize your opportunities for success. To have a successful, fulfilling career requires that you continually plan, execute and review your career management strategies. You may be like many people in the workforce who only think about your current role or your next desired promotion. However, given today’s changes and uncertainties in the Federal workplace, you need to broaden your short term thinking and how you manage and grow your career.
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Over the past few weeks I’ve been reading the recent studies from Gallup, SHRM, and the Rand Corporation that describe the current experience of employees in the American workplace. The results from these studies present an interesting and contrasting, portrait of work in the U.S. today.
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If you take a quick look at Glassdoor.com and their “50 Best Jobs in America” for 2017, you will notice that Data Scientist ranks at #1, among several other “data/analytics” titles in the list. Although this is evidently a highly desirable job, there appears to be a large talent gap in the field.
Read MoreFor hands-on courses where participants learn a skill, the evaluation type should match the content of what participants learn. One effective approach is to use a situational judgment test (SJT). SJTs present test-takers with written or video-based scenarios, and ask them to respond in one of two ways: (1) choose how they would likely behave in a given situation, or (2) evaluate the effectiveness of possible responses to a given situation. In the first response type, test-takers can choose the best or worst response from a list of potential responses, rate how effective each potential response option is, or even rank the potential responses in order of effectiveness.
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