Discussion about HRM Practices in U.S Navy

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Discussion about HRM Practices in the U.S Navy
The U.S Navy is one of the crucial units of the U.S armed forces. This department is unique as compared to others since it deals with military operations which are affiliated with the marine. The fact that the navy is the most recent Department of the military and its responsibilities are unique has called for new metrics for measuring the performance of the institution. Currently, the organization focuses on innovation as well as the reputation as the key measures of its performance. With the current rate of technological improvement, the U.S Navy has managed to come up with new ideas for developing its equipment. Inarguably, technology is advancing every day and this indicates that since the U.S is one of the top nations with advanced technology, the navy stands a high chance of improving its innovative ideas. As such, this department will definitely use innovation as its key intangible metrics. Since innovation will foster the quality of services that the Navy offers, its brand will improve profoundly. In turn, the reputation of the department will also be positively affected. This is to mean that innovation, organizational image as well as the brand will be used by the U.S Navy in future as intangible metrics.
For me, the Human capital management (HCM) that I perceive important and effective to be used by the U.S Navy and other organizations in the current world include; employee’s academic qualifications, skills, and rewards.

These aspects are important since they determine the performance of the U.S Navy or any other organization operating in the current era of technology. For the case of academic qualifications, organizations such as the U.S navy have used the academic qualifications of their employees to improve and measure performance. Today, the organization recruits’ experts in different areas. IT technicians, nurses, doctors, engineers, and other professionals are included in the workforce to improve organizational performance. The organization has also employed skilled people to promote the success of the organization. These include experienced people who have been working in other reputable organizations such as Google, Verizon Telecommunication and others. U.S Navy and other companies also use performance appraisal to issue rewards to its employees. The organization identifies employees who meet their targets and rewards them successful. This motivates the officers and also improve the performance of the organization.
To achieve competitive advantage, the U.S navy should equip itself with advanced technology. Since the organization deals with technical activities, it should install advanced technology to ensure that all its operations including movement in the sea, fighting enemies and other activities which are associated with external security are effective. The advanced technology will boost the quality of all the operations a factor that will make the organization meet its goals. As well, the organization should ensure that the recruitment process is professionally conducted. This helps ensure that the employees are competent and their contribution to the organization is beneficial.
In the U.S Navy, several intangibles including brand, innovation, rewards, targets, and reputation are among the key intangibles that are used to measure organizational performance. These aspects are used to rate the organization since they clearly indicate the position of the organization as far as its overall targets are concerned. It is notable that these intangible aspects are interrelated. For instance, the rate of innovation positively affects the brand of the organization. In turn, the brand boosts the image of the organization. Additionally, the performance of the employees is analyzed as related to the set targets. This helps to find the competence of the employees and reward them accordingly. With all these intangible aspects, the performance of the U.S Navy is found.