摘要 :
In the Directorate of Manpower Analysis (D Man A), it was clear a few years ago that there was a requirement for a manpower career progression model which demonstrated immense flexibility for modifying scenarios. There is routinel...
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In the Directorate of Manpower Analysis (D Man A), it was clear a few years ago that there was a requirement for a manpower career progression model which demonstrated immense flexibility for modifying scenarios. There is routinely a need to analyze new and different policy options which are difficult and time-consuming to incorporate into existing career progression simulations.
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One of the most challenging aspects of implementing an enterprise-wide business system is achieving integration of the different modules to the satisfaction of diverse customers. The Jet Propulsion Laboratory's (JPL) implementati...
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One of the most challenging aspects of implementing an enterprise-wide business system is achieving integration of the different modules to the satisfaction of diverse customers. The Jet Propulsion Laboratory's (JPL) implementation of the Oracle application suite demonstrates the need to coordinate Oracle Human Resources Management System (HRMS) decision across the Oracle modules.
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The Coast Guard, like the Department of Defense services, is faced with the problems of system-wide social change and the need to manage the integration of individual and organizational goals. A comparative/descriptive analysis of...
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The Coast Guard, like the Department of Defense services, is faced with the problems of system-wide social change and the need to manage the integration of individual and organizational goals. A comparative/descriptive analysis of preliminary and institutionalized OD efforts by the various U.S. Armed Forces to respond to these social pressures is presented. The purpose of this study is to provide inputs and recommendations for general policy use by the Coast Guard planners, in light of the Defense Services' efforts, regarding the feasibility, establishment, and management of a Coast Guard OD Program.
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The report examines the significant actions taken by the U.S. Office of PersonnelManagement in providing leadership to some of the Government's human resource management programs. Specifically, it reviews selected employee benefit...
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The report examines the significant actions taken by the U.S. Office of PersonnelManagement in providing leadership to some of the Government's human resource management programs. Specifically, it reviews selected employee benefits which can help civilian Federal workers balance their work responsibilities and personal needs. Our analysis also addresses the role and responsibilities of Federal agencies in implementing these programs. Finally, the report examines how the Federal Government can improve its status as a model employer in the work and family benefits area.
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Three policies of attention resource allocation between tasks of dynamically varying difficulty are described. These policies--optimal allocation, optimal resource expansion, and non-optimal allocation are distinguished analytical...
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Three policies of attention resource allocation between tasks of dynamically varying difficulty are described. These policies--optimal allocation, optimal resource expansion, and non-optimal allocation are distinguished analytically by the gain of the transfer function between task difficulty and primary and secondary task performance. Eight subjects' time-shared two compensatory tracking tasks in which the control dynamics of the primary task fluctuated continuously between first and second order. Linear control analysis of the difficulty and filtered RMS error performance measures indicated that subjects were initially non-optimal in their allocation policy, failing to guard the primary task in the face of fluctuations in its difficulty. With practice, a trend toward more optimal performance was observed. This appeared to be related to greater automation of performance at the most difficult level. However, close anlaysis and comparison of the variable difficulty data with performance in constant difficulty dual task conditions indicated a persisting limitation in subjects' ability to reallocate resources from the secondary task when required by demand changes of the primary.
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The Director of Engineering tasked the Functional Area Management Office (FAMO),to establish a Human Resource Database. This resulted after FAMO's initial study, Personnel Planning, Identification and Projection (PPIP), to assess ...
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The Director of Engineering tasked the Functional Area Management Office (FAMO),to establish a Human Resource Database. This resulted after FAMO's initial study, Personnel Planning, Identification and Projection (PPIP), to assess resources required to fulfill and maintain ERDEC's workforce. The PPIP outlines current and next generation manpower needs within the framework of the Department of Defense (DoD) Fy94-FY99 Program Objective Memorandum (POM) period. It is based on the 17 June 1994 mini-POM, and customer programs excluding research, development, technology, and engineering (RDTE). The PPIP study served as an eye opener. The urgency of establishing a human resource database for planning became apparent as DoD downsized, increased budget cuts, and instituted hiring freezes. Learning to do more with less has forced our organization into a position to improve resource management. More critically, the unpredictable changes in restrictions placed on limited resources that we face leave us no other alternative than to optimize how we use our resources. The database established for the PPIP study proved to be a useful planning tool that aided in allocating and organizing resources. Moreover, human resource allocation became an integral part in our organization's strategic planning.
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An investigation was conducted, of current methods and procedures used by theoperational Air Force. to gather data relevant to individual job performance. The usefulness of these methods and procedures was evaluated, in terms of t...
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An investigation was conducted, of current methods and procedures used by theoperational Air Force. to gather data relevant to individual job performance. The usefulness of these methods and procedures was evaluated, in terms of their utility for collecting job performance information. or as means of validating current methods. Interviews were conducted with Air Force Headquarters personnel, program managers, and Service members at the operational level in five AFSs: Aerospace Propulsion Specialist (454XO); Communication and Navigation System Specialist (455X2); Aerospace Ground Equipment Mechanic (454X1); Precision Measuring Equipment Laboratory Specialist (324XO); and Aircrew life Support Specialist (122XO). The result is a matrix which summarizes information on the properties of performance information in current and emerging systems in the operational Air Force. We found no central Air Force-wide data bases associated with individual job performance for the systems reviewed. Human resources information systems, Performance measures, Job performance, Personnel evaluation.
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In the past decade, securities markets have undergone tremendous growth and innovation. Responding to concern that the Securities and Exchange Commission's (SEC) workload has outgrown its resources and impaired SEC's ability to fu...
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In the past decade, securities markets have undergone tremendous growth and innovation. Responding to concern that the Securities and Exchange Commission's (SEC) workload has outgrown its resources and impaired SEC's ability to fulfill its mission, GAO undertook a study to (1) determine how the securities markets have changed, (2) identify whether SEC's resource levels have affected its ability to regulate and oversee the markets, and (3) identify any other factors that may affect SEC's ability to fulfill its mission.
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