Dr Gene Richard Booker (Owens):  

Cover Sheet: Business Management / Organizational Resources Gene Booker (rick) Goal: To realize opportunity for growth while contributing to organization or business enhancement. To enhance community and society by implementing tools, skills and education that is evolving in a changing global setting gene booker (rick) Area of Interest: Business / Human Resource Management/ Organizational Processes EDUCATION:- Masters Business Administration (MBA) Ashford University, January 2012, GPA 3.67. Bachelor of Science, 2002,Park University, Parkville, MO, Management Human Resources, 120 hours-GPA 3.23 Credit hours toward an Associate’s Degree in Armament Technology, Community College of the Air Force. Member of Golden Key International Honor Society Specialized Training: - EEO (CERTIFICATE) Strategic Planning (CERTIFICATE) Training for Labor Relations and Bargaining (AFGE) United States Air Force Reserve Leadership Development Program (Central Texas College), Certificate for two semester hours of Currently publishing healthcare care assistance guides as self publisher and introducing small cap stocks investment strategies. Work history as applied to the organization: HR collateral duties - A assigned many collateral duties that should help support training in the human resource area. Some of my duties were memberships on the following committees, the EEO committee, AFGE local union, TQI committee, the Strategic Planning committee and the Partnership committee. EEO - While serving on the EEO committee I gained a lot of valuable experience and training. We were the sounding board for the hospital. During the time spent on the committee I worked with the HR managers on a variety of issues. A. We planned and implemented programs for special emphasis groups B. We organized cook outs to up lift employee morale, and arranged talent shows and we were allowed to have limited input on race relation cases. C. We held our meetings on quarterly basics and would call for special sessions as needed. D. Met with facility director at his discretion. Roles played as AFGE (local union) - I joined the AFGE the first year I arrived at the medical center and I was active in the organization for the better part of nine years. I started out as a non-participating member for I did not feel as though I had the time to put into the AFGE while working and serving on other committees. The first role I played was that of union steward. This role placed me in direct contact with the HR managers and much of the facility for many of the cases solved. At this level I was meeting on a regular basis with management from most sections of the facility and on some of the larger and more complex issues I would meet with the chief of personnel. I also began to set in on some of the meetings with the staff of the director’s office and at times I was working both sides of the organization. The TQI program was implemented along with the do more with less concept and we used the program to get the entire body of the facility involved to enhance the overall mission or goal. Training and activities - Most of the committees met often and the training was constant. The training I received was to be taken back to the union members to seek an accord on the mission statement for that time frame. I attended many workshops and at times left my home station for training. The committee members were tasked to form smaller groups or workshops to stay on top of changes and to keep everyone involved. I met with management from the director’s office and the HR office for briefings and new schemes to reach our goals and vision. Strategic Planning Committee- While on the Strategic Planning Committee I helped to spell out the layout of future growth and the vision as to how we were to operate in the future. The committee listed higher-level management that included HR officers and section chiefs. Also at this level I was exposed to financial planning by the chief financial officer for he chaired the committee. We made decisions on closing down some of our hospital wards, what areas of the hospital would receive funding for special projects and the projected trends for the next three to five years. While on this committee I was taught how the facility operated, how the budget affected the operation and that we along with other facilities were in competition for resources. Also I worked with the HR office during the time of a potential riff. We had a plan in place and had networked with other facilities to place some of our labor force. SOP & Partnership Committee - As a part of our SOPs the center director or his assistant would chair the Partnership Committee on important issues. In a joint effort to network the HR office and the union scheduled conference calls to share ideas and concepts to improve overall performance. The intent of the Partnership Committee was implemented to change the way we do business with in government and as per interacting as a team effort. The committee was positioned ...Expand for more