Staffing the Special Operations Command-Africa
Human Resource Management is the process of acquiring, training, appraising and compensating employees, and attending to their labor relations, health, safety, and fairness concerns (Dressler, Human Resource Management 13th Edition, 2013). It is the single most important factor that will determine how, when and if the organization will meet their strategic goals. When ignored, the organizational efficiency will be reduced, and the workforce will be required to compensate for the neglected elements. However, when properly managed, the morale and productivity will be visible, and the organization will consistently achieve their objectives enroute to their strategic goals. The strength of an organization resides within its people and investments must be made to manage the human capital properly to achieve long term success. Purpose of Human Resource Management The purpose of the Human Resource Professional is to advise the management team on how to manage their people strategically, as a resource to the organization. In many organizations, the human recourses department is responsible for conducting manpower planning, determining wages and salaries, recruitment and selection, performance appraisals, training and development, and employee welfare and motivation. They also serve as a link between labor management relations and the implementation of organizational policies (Grace, 2009). The primary goal of the human resource professional is to create the inclusion of HR leaders in overall business decision-making and the ability to demonstrate that investment in HR activities and strategy has a tremendous impact on the company’s bottom line (Mayhew, 2014). Human Resources in Organization The Special Operations Command Africa (SOCAF) is a Theater level command headquarters located in Stuttgart, Germany. …show more content…
There are 1400 approved billets from the four armed services authorized for assignment to the command. The headquarters has 11 staff directorates, 230 authorizations and is currently staffed at 84% of its total authorized strength. The human resource department is referred to as the personnel directorate, and it’s staffed with service members from every service.
Personnel Management Directorate Mission
The Personnel Management Directorate advises the Commander and Senior Staff on all policies and procedures pertaining to manpower, personnel, and administration. They provide day-to-day full spectrum Human Resources support to the headquarters staff and subordinate organizations as required (SOCAFRICA, 2014). The chief of personnel is responsible for managing the personnel strength requirements of the command. He utilizes the daily personnel status report generated by each section and subcomponent to validate the strength report produced by the joint personnel service command. When there is a surplus or a vacancy, he uses the gains and loss rosters to determine if the command will exceed its tolerance for the respective specialty. Requisition Personnel vacancies are typically filled automatically. …show more content…
Assignment managers of the respective services are rated on their ability to keep their force adequately supplied with the human resources to accomplish the mission. When the process doesn’t happen automatically, the personnel chief must create a requisition. A requisition is a validated requirement submitted by the personnel officer to fill a vacancy in an organization (Army, Army Regulation 614-185 Requisitions and Assignment Instructions, 1983). The requisition will be reviewed by the personnel command and assigned a priority to be filled. Organizations who are preparing for combat receive the highest priority while those conducting routine missions are ranked by their overall strength. SOCAF is considered a priority level three due to its assigned mission set. Proper Slotting When service members are assigned to an organization, they must be virtually arrived in the system. It allows the personnel command to determine if a service member proceeded on the assignment instructions or choose to retire or become absent without official leave. It also allows the personnel command to see the vacancies and reassign service members automatically. Placing a service member into their allocated slot within the command is a vital and complex function that involves multiple agencies. The departing unit and installation must release the service member, and a new installation and organization must receive the service member. The transactions require multiple entries that must be accurately entered to complete the process successfully. HR Enhancement and Hindrance An organization that utilizes its Human Resource Department to its full capacity will meet their strategic objectives. An organization’s human resource priorities will be communicated in an efficient manner, eliminating the need for temporary
Human Resource Management is the process of acquiring, training, appraising and compensating employees, and attending to their labor relations, health, safety, and fairness concerns (Dressler, Human Resource Management 13th Edition, 2013). It is the single most important factor that will determine how, when and if the organization will meet their strategic goals. When ignored, the organizational efficiency will be reduced, and the workforce will be required to compensate for the neglected elements. However, when properly managed, the morale and productivity will be visible, and the organization will consistently achieve their objectives enroute to their strategic goals. The strength of an organization resides within its people and investments must be made to manage the human capital properly to achieve long term success. Purpose of Human Resource Management The purpose of the Human Resource Professional is to advise the management team on how to manage their people strategically, as a resource to the organization. In many organizations, the human recourses department is responsible for conducting manpower planning, determining wages and salaries, recruitment and selection, performance appraisals, training and development, and employee welfare and motivation. They also serve as a link between labor management relations and the implementation of organizational policies (Grace, 2009). The primary goal of the human resource professional is to create the inclusion of HR leaders in overall business decision-making and the ability to demonstrate that investment in HR activities and strategy has a tremendous impact on the company’s bottom line (Mayhew, 2014). Human Resources in Organization The Special Operations Command Africa (SOCAF) is a Theater level command headquarters located in Stuttgart, Germany. …show more content…
There are 1400 approved billets from the four armed services authorized for assignment to the command. The headquarters has 11 staff directorates, 230 authorizations and is currently staffed at 84% of its total authorized strength. The human resource department is referred to as the personnel directorate, and it’s staffed with service members from every service.
Personnel Management Directorate Mission
The Personnel Management Directorate advises the Commander and Senior Staff on all policies and procedures pertaining to manpower, personnel, and administration. They provide day-to-day full spectrum Human Resources support to the headquarters staff and subordinate organizations as required (SOCAFRICA, 2014). The chief of personnel is responsible for managing the personnel strength requirements of the command. He utilizes the daily personnel status report generated by each section and subcomponent to validate the strength report produced by the joint personnel service command. When there is a surplus or a vacancy, he uses the gains and loss rosters to determine if the command will exceed its tolerance for the respective specialty. Requisition Personnel vacancies are typically filled automatically. …show more content…
Assignment managers of the respective services are rated on their ability to keep their force adequately supplied with the human resources to accomplish the mission. When the process doesn’t happen automatically, the personnel chief must create a requisition. A requisition is a validated requirement submitted by the personnel officer to fill a vacancy in an organization (Army, Army Regulation 614-185 Requisitions and Assignment Instructions, 1983). The requisition will be reviewed by the personnel command and assigned a priority to be filled. Organizations who are preparing for combat receive the highest priority while those conducting routine missions are ranked by their overall strength. SOCAF is considered a priority level three due to its assigned mission set. Proper Slotting When service members are assigned to an organization, they must be virtually arrived in the system. It allows the personnel command to determine if a service member proceeded on the assignment instructions or choose to retire or become absent without official leave. It also allows the personnel command to see the vacancies and reassign service members automatically. Placing a service member into their allocated slot within the command is a vital and complex function that involves multiple agencies. The departing unit and installation must release the service member, and a new installation and organization must receive the service member. The transactions require multiple entries that must be accurately entered to complete the process successfully. HR Enhancement and Hindrance An organization that utilizes its Human Resource Department to its full capacity will meet their strategic objectives. An organization’s human resource priorities will be communicated in an efficient manner, eliminating the need for temporary