United States Navy

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United States Military Navy
Human resource management is vital in the control and running of an organization. The effectiveness of a body relies on the commitment to deliver services. The human resource department aids in the strategic deployment of the crucial assets in an institution. The department is the driving force towards the organization goals and objectives. The organization needs efficient processes and structures to promote service delivery. Process improvement contributes significantly towards the growth of a team. Human resource department is responsible for the selection and placement process.
The process aids in deploying the productive workforce that can contribute in achieving the organization’s goals. However, the human resource department is involved in other activities such as career development and training. The areas improve the individuals’ expertise which enhances productivity. Performance management is also a core aspect for the human resource. The various attributes are critical in the military sector. The paper explores the United States military (Navy) and effectiveness of the core human resource areas.
Role of Human Resource Management
The human resource department plays a role in various activities such as the recruitment process and other events including the administration. Efficient human resource management ensures crucial utilization of the organization resources. Selection and planning process is the most significant role of the human resource management.

In the case of the US Navy Military, the human resource should tend to recruit the best candidates. The complexity of the recruitment process enhances the best selection which is critical in service delivery.
Overview of the United States Navy
The military plays a significant role in defense of a nation. In the United States, the Navy military has proved to be substantial in various operations. The US Navy is among the most significant systems in the globe. The US Navy has advanced equipment to aid in service delivery. The United States Military Navy lays its foundation on the Continental Navy. The system seized the control of the United States Rivers and played a critical role during the Second World War productivity (Hedge, Borman and Bourne 340).
The Navy Military is managed by the Navy Department which contains various departments such as the Human resource. Training is a significant aspect for the US Navy. The individuals visit the boot camp for the necessary training and can later complete the individual careers. However, the individuals have to complete the personnel qualification standards examinations which prove a person’s responsibility.
Human Resource Process in the United States Navy
The Human Resource department anticipates the development agendas in the US Navy. However, the US Navy has been facing various challenges. The use of technology in line with service personnel has been vital for the productivity in the military. It is clear that the United States Navy Human resource had to invest more resources on the militants. Adequate training and the decision-making process are among the dynamic attributes in the department.
Selection and Placement for the US Navy
Selection and the placement process is a fundamental role for the human resource management. The selection process is a whole affair that involves the utilization of numerous criteria. The selection process deals with gathering information on a particular individual and deciding on the hiring state. The process entails getting the most suitable candidate for a job position. In the United States Navy, the selection and placement process is of critical importance (Rothstein and Goffin 155). The process is carried out without discrimination and enhancing fairness for the selection. However, the process aids in achieving the objectives of the organization.
Placement and selection for the US Navy
The Human resource management in the United States Navy is responsible for the placement and selection process. The selection and placement process is a highly diverse affair. However, the human resource management provides flexible needs to accommodate the various populations. The recruitment principle in the United States Navy is constant despite the variation in the recruitment methods. The recruitment positions include an interested individual to be a US Navy Regular or the Reserve officer.
The Human resource management considers numerous activities that aid on the eligibility process towards the US Navy. Age limit is among the considerations for the eligibility in the United States Navy. However, the age limit can differ depending on the job description. Other aspects such as the physical and educational criteria are a crucial selection and placement attributes for the US Navy productivity (Hedge, Borman and Bourne 340). Every organization requires specific educational qualifications during the recruitment process. Besides, the Navy department plays a significant role in the nation hence the need to recruit individuals with strong educational requirements.
Physical attributes and health are necessary during the selection and placement process. Individuals who join the US Navy should not be pregnant and should not have cognitive problems. The department aims to recruit the best candidates that facilitate in service delivery and achieving the objectives
Educational Programs for the US NAvyThe United States Navy department provides education programs that enable the individuals to study waiting to join the primary training for Navy. The individuals who explore on the educational sector enter into the leadership positions. The forms of leadership include the command levels which vary due to various factors such as experience.
Training in the US Navy Military
Training is an essential Human resource role that equips the employees with the necessary skills to accomplish their tasks. The trainers identify the training needs and provide the trainees with the critical skills. The training program is designed in such a way that it enhances efficiency in the organization.
However, the training program improves consistency and help in the evaluation process. The human resource management utilizes such aspects to aid in the provision of services. Since organization’s efficiency relies on the workforce competency, training is essential not only at the present moment but also in future aspects. The human resource department has a responsibility in designing the tools for the training process. In the case of the United States Military, the human resource department has contributed significantly to the training process. The recruits are trained on various aspects.
The trainees not only learn about the military affairs instead they gain an in-depth understanding ethical standards. However, the military experienced some forms of challenges in the training sector. Training requires a massive investment of resources. However, the utilization of the resources can lead to a sophisticated way of administrative structure. It is therefore apparent that the human resource department has improved the training process in the US Navy.
The training process also entails the empowerment program that aims at enhancing the self-efficacy of the participants. The provision of rewards is also apparent in the United States Navy. Innovativeness is fundamental in the training process. The recruits should be innovative on how to handle challenging scenarios in the field. The aspect of training has been widely used in the United States Military (Kim 47). The human resource department should strive to enhance improvements to meet the daily need of the trainees.
The US Navy combines the hands-on training and the classroom activities. The Navy department involves various training centers depending on an individual’s position in the military. The centers prompt for cultural competency and innovativeness which enhance productivity (Hedge, Borman and Bourne 340). The United States Navy training is considered to be among the best in the world.
The training session also involves healthcare practitioners who help in promoting the quality of health of the recruits. However, the attitudes, as well as the behaviors, are shaped to encourage productivity. The group forms a loyalty bond that helps in managing the stressing conditions at the training sites (Kim 47). During the training session, the militants are taught on how to be proud of their duty.
Motivation in the US Military
Regarding the aspect of human resource management, motivation is a crucial purpose in improving the self-efficacy of an individual. The elements of motivation are apparent in the US Navy. The Navy training focuses in the water survival and activities including physical fitness. Other forms of skills taught in the US Navy program include shipboard firefighting and the essential engineering aspects for the marine systems. Additionally, the US Navy also gain adverse knowledge in the basic seamanship and the utilization of the signals. Logistics is also an apparent affair during the training session. It helps the individuals to form logical reasoning while approaching a particular scenario.
Besides, the recruits are trained on the weapon field maintenance. The training session proves to be essential to the US Navy as well as the defense mechanisms. However, the training session also requires other forms advancement including the utilization of the simulation technology which emulates the real environment (Bradford and McBride 1117).
Performance Management in the US Navy
The efficiency of the human resource department relies on the attribute of the performance management. The system consists of several components such as job description. The recruitment plan should indicate the job descriptions as well as the roles. However, performance management also entails selecting the qualified candidates thus aiding in the overall performance of an institution. The performance can also be evident during the interview session. For instance, in the case of the US Navy, interview sessions are implemented to enable the best candidates to join the group.
The human resource management monitors the effectiveness of the recruits and focuses on the ways to improve their efficiency. The work environment, however, supports the performance management. The applicants should have a clear understanding of the workplace as well as the training session. Performance management is easy to understand, and it is practical. The system should as well monitor the behaviors and the results of the recruits.
The system reduces the organizational cost which may adversely affect the productivity in the sector. The candidates acquire motivation which is fundamental to the delivery of services.
The US Navy faces numerous challenges facilitating the military readiness. The commanders examine the rating regarding the resource system and the training status. Sailor training and retention plays a significant role in enhancing military readiness.
The US Navy requires efficient structures to enhance productivity and improve their output. Process improvement and performance management can help to curb the challenges experienced in the US Navy. Operational intelligence can assist in providing the metrics for service quality.
The challenge affecting the performance vector in the US Navy is the performance appraisal as well as a management system aligning to the changing workplace needs. Sometimes back, the US Navy used to provide ratings on attributes such as teamwork and military character.
The Navy personnel command initiates a new performance management system which faces confrontation due to the availability of the methods which are fully operational. The current human performance feedback provides the need for usability testing to aid in the development of the electronic performance management system. Performance management has therefore proved to be an essential human resource management module. The US Navy should advocate strengthening the performance management to improve the overall performance (Rothstein and Goffin 155). Use of the technology is a critical metric for the performance management. Iterative designs are among the essential modules for the electronic performance management.
Career Development and Succession Planning
Career development and succession planning are useful attributes in an organization. Career development involves adequate preparation to hold the future events not only at the current workplace. The aspects are essential in the military department. Advancement in a person’s career is an example of career development. Improvements in the career development enable the individuals to gain promotion and increase their ranks (Kim 47).
The individuals should work closely towards achieving their goals. In the case of US Navy, there are special programs that help the militants in improving their career. Mentorship programs are also essential towards the success of the US military. The US Navy has a career development board that serves a crucial purpose in career development.
The board sets the educational courses for the military which is vital for career development. Examples of the career development programs for the US Navy include performing to serve.
Succession planning is an essential element for the US Navy. It entails accounting for the civilian workforce and plan for the future. The program ensures that there is a continuous improvement in an organization. The functions of succession planning are provided at the command level. The growth of the succession planning performance requires the Human resource intervention to enhance flexibility.
Succession planning and career development in the US Navy will improve with increased employee retention regarding their performance. Employee retention improves the working morale which is a fundamental issue in active management. Diversification of experiences is also a whole affair that corresponds to the succession of the US Navy.
The US Navy systems are provided with an SSP user’s registration system that involves writing and editing information for ease of management. The system portal is useful in scheduling fleet personnel to enhance individuals’ career development. Use of the automation tools are prerequisites for the career and succession planning. Provision of internship programs is evident in the US Navy. The human resource provides the internship programs to promote career development for the interns. However, career counseling and cross-training aspects are also fundamental issues regarding succession planning.
The aspect of success planning correlates to the succession management. It is a critical management initiative in various disciplines. The military department has utilized succession management to improve the workforce and enhance ease of administration. The factor of control reduces the leadership gaps that may be ineffective in an institution. In the current trend, succession planning and management are of critical importance due to the need of developing top talents. In the US Navy, succession management has been a point of consideration due to the variation of skills for the militants. The career goals are merged with the organizational goals and objectives to aid in service delivery (Rothstein and Goffin 155). The US Navy performs beyond the traditional measures and focuses on succession management which enhances leadership. The program for the US Navy aims at identifying and assessing the command capabilities for the US Navy. It, therefore, helps to increase the ranks for the individuals with exceptional talents and command capabilities.
Apparently, the US Navy introduces a spectrum of skills and knowledge to the military including the aircraft maintainers as well as the high-end scientists. The individuals grow in the career path through succession management and career development. The human resource department in the US Navy has been forecasting on vacancies to build a talent pool approach. However, there have been advancements in the US Navy on the transfer of knowledge to the team members as well as preserving the institutional memory.
Leadership Succession in the US Navy
Leadership succession is among the attributing factors for the development of the US Navy. The human resource management has prepared the military teams for the leadership transitions. The leadership transition is a factor that can be influenced by the career development. In this case, the US Navy contributes towards career development and training. However, the militants are taught on the urgency nature of the combat as well as the complexity in the organizational size.
Preparedness and having the right posture for the job is critical for the US Navy culture. Military succession on leadership is evident in sharing of ideas which are beneficial to the military department and the entire nation. The succession plans in the US Navy involve immediate succession. The succession can arise due to the presence of crisis of loss of the Navy officer. The succession plans help to enhance continuity of the Navy system. A leader can be lost due to an attack or battle thus the need for an immediate action to restore the hierarchy of command.
The designated individual is granted the responsibility to execute the operations as per the chain of command. Ambiguity in the chain of command may lead to loss of lives of the soldiers and poor mission planning. However, during the training sessions, the US Navy human resource provides the operating procedures and rehearses the leadership succession affairs to the other team members. Following the matter of succession planning, the subordinate staff can assume the roles of the senior officers. The aspect helps to recognize the chain of command as well as the Navy stricture.
Contingency Planning
The US Navy utilizes the contingency planning methods to curb the occurrence of a disaster. However, the plans articulate the necessary measures to undertake in case of a disaster occurrence. It is therefore evident that the US Navy is prepared for the implementation and execution of the military tasks. The succession plans include selecting the long-term leaders by experience, location as well as the ability. The leadership plans mitigate the risks and disaster which may adversely affect the US Navy system. The provision of technical education and skills grants the selected individuals with the courage to handle and execute various mandates.
Strategic Succession Plan
The US Navy also encourages the use of the strategic succession plan. The management has a responsibility to implement numerous policies that are important in curbing the organization crisis. The strategic plans involve the lengthy and complicated programs as well as the provision of team skills for the benefit of the US Navy. Additionally, the military department draws the majority of the leaders from within the military unit due to the familiarization of the Navy culture. The US military, however, has partnered with educational institutions for the provision of experiential opportunities. The competent individuals in the US Navy are granted more significant responsibilities. The succession allows a continuous flow of the service provider in the US military.
The strategic plans can face challenges after their approval. It, therefore, calls for the commitment of the executive to implement the programs. In the US Navy, there is no room for the indispensable leaders. Majority of the leaders in the military are encouraged to communicate with the other team members. The US military has demonstrated leadership traits in their operations. The commanders are responsible to the daily events happening in the organization. However, the deputies can be accorded the tasks in case of time constraints.
Conclusion
In summation, the United States Military Navy has proved to be of great importance in the United States. However, the military consists of the management department which is responsible for activities such as recruitment. The human resource department in the United States Navy plays an enormous role in the recruitment and placement process. The agency also contributes significantly towards career development and training. The military requires extensive training which equips them with the necessary skills. The educational qualifications are also essential to the US Navy.
The individuals are granted opportunities to advance on their education as a way of enhancing productivity. The individuals who develop on their education level are given leadership roles thus improving their ranks of command. It is therefore apparent that the human resource department has numerous responsibilities for the US Navy. Performance management and succession planning are also crucial in the United States military. There is the need to perform analysis to determine the performance of the team members. The individuals whose performs meets the criteria level can receive advancements on their career. Additionally, motivation and the provision of awards improve the self-esteem of the team members.
The human resource management has utilized various mechanisms to enhance in enhancing the social state of the personnel. Professional counseling has also been evident for the US Navy. The aspect of advice improves the health state of a person. The nation spends a considerable number of resources on the military department. The funds allocated correspond to the kind of services delivered to the country. Provision of the succession planning is apparent in the US Navy human resource department. It entails the continuity of the Navy operations despite the risks and disaster occurrence. Contingency planning is among the methods utilized for the succession planning. The militants are taught on the command duties and tactics that may enhance effective succession. Eventually, the US Navy human resource management uses the HRM process efficiently to improve service delivery. However, specific gaps require being filled. For instance, technology use is essential for the delivery of services. It should, therefore, be encouraged to enhance the development of a workforce.
Work Cited
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Preferred By Different Career Success Orientations.” International Journal of Training and Development 9.1 (2005): 47-61. Web.Rothstein, Mitchell G., and Richard D. Goffin. “The Use Of Personality Measures In Personnel
Selection: What Does Current Research Support?.” Human Resource Management Review 16.2 (2006): 155. Web.