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The stated purposes of the Management Science Faculty Fellowship Project were to: (1) provide a comprehensive analysis of KSC management training for engineers and other management professionals from project/program lead through e...
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The stated purposes of the Management Science Faculty Fellowship Project were to: (1) provide a comprehensive analysis of KSC management training for engineers and other management professionals from project/program lead through executive levels; and (2) development of evaluation methodologies which can be used to perform ongoing program-wide course-to-course assessments. This report will focus primarily in the first stated purpose for the project. Ideally, the analysis of KSC management training will build in the current system and efficiently propose improvements to achieve existing goals and objectives while helping to identify new visions and new outcomes for the Center's Management Training Mission. Section 2 describes the objectives, approach, and specific tasks used to analyze KSC's Management training System. Section 3 discusses the main conclusions derived from an analysis of the available training data. Section 4 discusses the characteristics and benefits envisioned for a Management Training System. Section 5 proposes a Training System as identified by the results of a Needs Assessment exercise conducted at KSC this summer. Section 6 presents a number of recommendations for future work.
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Genera Peter J. Schoomaker Chief of Staff, Army has several initiatives that impact officer personnel management. His focus is identifying and preparing select Army leaders for key positions within joint interagency and multinatio...
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Genera Peter J. Schoomaker Chief of Staff, Army has several initiatives that impact officer personnel management. His focus is identifying and preparing select Army leaders for key positions within joint interagency and multinational and Service organizations. This paper will discuss select aspects of the personnel system and required changes in OPMS and DAPAM 600-3 that are needed in order to correctly identify select and develop Army leaders to build the bench of the future.
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THE MANAGERIAL ENVIRONMENT is a course in a series of five parts including exercises, handouts, and teaching components of the National Security Agency MD-300 training program for middle managers. Designed to build knowledge and s...
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THE MANAGERIAL ENVIRONMENT is a course in a series of five parts including exercises, handouts, and teaching components of the National Security Agency MD-300 training program for middle managers. Designed to build knowledge and skills in the competency areas measured by the Management Excellence Inventory, the Management Development Program builds competencies that model effective performance by Federal managers. Toward this end, participants in the course, with the assistance of their supervisors, develop and implement an Individual Management Development Plan designed to meet a manager's particular goals for progressive growth.
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This guide was developed for those newly assigned Chiefs of Base Administration who have had limited exposure to the multi-elements of base administration, and limited experience leading 15 to 30 subordinates. The guide introduces...
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This guide was developed for those newly assigned Chiefs of Base Administration who have had limited exposure to the multi-elements of base administration, and limited experience leading 15 to 30 subordinates. The guide introduces the elements of base administration, and provides the practical knowledge to get starter and survive on the job. It covers preparation and evaluation, administrative communication, hints for success, civilian personnel management, and resource management at base level.
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This document describes the procedures performed to add 1999 and 2000 personnel data to the Longitudinal and Core data sets of the Officer Longitudinal Research Data Base (OLRDB) and the Core Data Set of the Officer Standardized E...
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This document describes the procedures performed to add 1999 and 2000 personnel data to the Longitudinal and Core data sets of the Officer Longitudinal Research Data Base (OLRDB) and the Core Data Set of the Officer Standardized Educational Testing Data Base (OSETDB). These data sets, which were designed for research purposes, contain historical and current data on U.S. Army Officer personnel. The OLRDB contains career history data primarily from the 1979 through 2000 Officer Master Files (OMF) and the Separation Officer Master Files (SOMF). A secondary data source was included to record early separations due to incentive programs. These data were captured from the Voluntary Separation Incentive/Special Separation Benefit (VSI/SSB) file. The OSETDB contains academic measures for officer personnel commissioned between 1980 and 1990 in the form of standardized scores. The testing data consists of the Scholastic Aptitude Test (SAT) from the Educational Testing Service and the American College Test (ACT) from The American College Testing Program for the academic years 1973 through 1985.
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Manpower planning in a personnel system consisting of one personnel group, located in different organizational units is considered. The ease with which personnel availability can be matched to personnel requirement, when the flexi...
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Manpower planning in a personnel system consisting of one personnel group, located in different organizational units is considered. The ease with which personnel availability can be matched to personnel requirement, when the flexibility within the personnel group is used is analyzed. This is done by comparing the performance of integrated planning, coordinated planning, and decomposed planning. Results are derived by simulation experiments.
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The Officer Personnel Management System (OPMS) has been with us for about ten years. From the beginning, OPMS has been more a patchwork quilt than a single piece of cloth. It was designed only to fix those aspects of the then curr...
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The Officer Personnel Management System (OPMS) has been with us for about ten years. From the beginning, OPMS has been more a patchwork quilt than a single piece of cloth. It was designed only to fix those aspects of the then current system (circa 1970) that were perceived to be broken. With a decade of living with the system it seems appropriate to pause and examine its worth. Specifically, does OPMS do what it was designed to do and will it meet the needs of the Army of the future. This is the seminal question confronting the Department of Army, OPMS Study Group. My purpose is to submit ideas in the essay format to the Study Group for their consideration. I plan to explain within the historical context the way we manage, promote and select for command officers of the Regular Army. My overall goal is to see the present system fine-tuned to better serve our Army and our Nation.
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This publication is intended to provide technical staffing information that will assist the safety manager in realizing and maintaining a proper balance of manpower resources. To this end, certain related segments of the total sta...
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This publication is intended to provide technical staffing information that will assist the safety manager in realizing and maintaining a proper balance of manpower resources. To this end, certain related segments of the total staffing process are considered. In the following section, the safety office structure is viewed under various organizational concepts. After that, manpower management is looked at from the HQDA perspective in terms of programming, budget, and authorization. Next is a discourse on the relevance and application of Army staffing guides. Then, manpower surveys are discussed in light of how and why they are conducted. Finally, workload documentation and its importance in justifying manpower allocations is addressed.
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This research provides the functional requirements and scope for a personnelplans, programs, and policy management information system. Important cause and effect relationships among personnel policies and force structure effects a...
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This research provides the functional requirements and scope for a personnelplans, programs, and policy management information system. Important cause and effect relationships among personnel policies and force structure effects are being lost over time. The intent of this research is to recover this data and design an information system that enables users to interactively view and mine historical trends and relationships from various perspectives. The objective is to provide more timely and robust personnel plans, programs, and policy analysis by utilizing a lessons learned approach. This research covers an operating environment, key terms, functional areas, system operating characteristics, functional definitions, the technical approach, and a development plan.
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As requested in the Committee's joint conference report on the Department ofDefense's fiscal year 1990 appropriations and in discussions with the House Subcommittee on Defense, we obtained information on (1) prior Navy studies of ...
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As requested in the Committee's joint conference report on the Department ofDefense's fiscal year 1990 appropriations and in discussions with the House Subcommittee on Defense, we obtained information on (1) prior Navy studies of the feasibility of moving the Naval Personnel Command from Washington, D.C. and (2) possible duplication of functions between a new Navy headquarters Fleet Liaison Branch and the Enlisted Personnel Management Center, Located in New Orleans, Louisiana.
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