Technology for the United States Navy and Marine Corps, 2000-2035: Becoming a 21st-Century Force Volume 4: Human Resources (1997) / Chapter Skim
Currently Skimming:
1 Human Resource Issues for the Navy and Marine Corps
1 Human Resource Issues for the Navy and Marine Corps
Pages 16-35
The Chapter Skim interface presents what we've algorithmically identified as the most significant single chunk of text within every page in the chapter.
Select key terms on the right to highlight them within pages of the chapter.
From page 16... ...
It is possible, however, to extrapolate developments that are evolving from current technology and global trends. The panel sought to determine what might be done now to encourage the evolution of capabilities and practices that will ensure the effective and efficient acquisition and management of human resources needed by the Navy and Marine Corps to meet operational requirements in 2035.
|
From page 17... ...
if our nation's naval forces are to develop and maintain the human resources the human performance and competence they will need to meet the challenges of the 21st century. These eight strategic objectives are discussed in the remainder of this report.
|
From page 18... ...
Community college graduates offer several advantages. First, on average, they have higher test scores than high school graduates.
|
From page 19... ...
Review of past Navy Department programs for lateral entry and analysis of lessons learned from them will be needed to recommend policies and procedures for similar programs to be initiated today or in the future.3 KEEPING PEOPLE LONGER Overall, the Navy's retention pattern falls somewhere between the extremes of the Air Force (on the high side) and the Marine Corps (on the lowest side)
|
From page 20... ...
During the 1980s the average wage of young men, the main source of military personnel, fell relative to inflation. After large pay raises in the early 1980s, military pay remained flat relative to inflation.
|
From page 21... ...
areas, the Navy could develop a unified and effective plan for increasing retention. ASSESSING TODAY'S QUALITY The Navy' s recruit quality has improved dramatically since the early 1980s.6 For example, in FY 1980 the Navy recruited 75 percent HSDGs and 51 percent in the upper mental groups personnel classified in Categories I to IIIA on the Armed Forces Qualification Test.
|
From page 22... ...
The Center for Naval Analyses devised an index7 to measure the changes in crew quality based on the influence of crew characteristics on SORTS scores. The Personnel Quality Index includes five components: (1)
|
From page 23... ...
Recent data suggest that quality as measured by the Personnel Quality Index is leveling off. Projections indicate that the average tenure will return to pre-drawdown levels by about FY 2005.
|
From page 24... ...
1997. Costs and Benefits of Aging the Navy's Enlisted Force, CNA annotated beefing 97-14, Center for Naval Analyses, Alexarldria, Va., p.
|
From page 25... ...
The declining wages of high school graduates have helped all the armed services achieve their recruiting goals over the past 15 years. Youth earnings that rise faster than the Navy's budget would put considerable pressure on recruiting commands and all other aspects of the human resource system.
|
From page 26... ...
First, current technology could provide test composites that differentiate and predict the demands of different jobs; it would better match people to jobs.9 Second, computer technology and optimal control techniques could be used to optimally distribute personnel across jobs and enhance overall productivity. Research suggests that the cost of such changes would be low relative to the benefits.
|
From page 27... ...
The move toward recruiting more community college graduates may also require changes in thinking about enlistment and reenlistment bonuses. In current practice, money is allocated separately for the two programs.
|
From page 28... ...
Fiscal restraints, among other considerations, compel the Navy to build ships that will operate with smaller crews at the same time that naval operational environments require it to increase its capabilities. Fortunately, advances in technology make satisfaction of both of these demands possible, and this will be accomplished if technology investments are made now to ensure that these advances are included in the design of future ship classes.
|
From page 29... ...
Current investments in personnel research and development may deserve review and continuing oversight to ensure that proper levels and priorities have been established to seek these advances. It should be noted that reducing ship manning has corollary benefits in that it reduces the shore infrastructure and overhead required to maintain current manning levels.
|
From page 30... ...
To do so will require rethinking culture and tradition, technology, and ship design. An effort to answer the following questions may be in order: What cultural changes offer promise for reducing total ship life-cycle-related Navy manning?
|
From page 31... ...
The Navy should eliminate the need for human monitoring and assessment of purely mechanical functions, eliminate excessive layers of supervision, and expand the concept of just-in-time manning. Key elements that should be examined in detail include watch standing, damage control, maintenance and repair, and training.
|
From page 32... ...
· Design ships for inherent resistance to damage. · Provide more automation of damage control functions (e.g., remote controlled fire suppression and extinguishing; robust sensor and alarm systems with video surveillance that are installed in all spaces and that distinguish among and report fire, smoke, heat, and rate and depth of flooding)
|
From page 33... ...
Some areas to consider in new designs are lowdensity arrangement, double hull, size for passive vulnerability, enclaved or zonal manning and systems, blast-tolerant bulkheads and materials, and no-corners housekeeping. Training Training is a force multiplier that allows manning reductions through better use of personnel on board.
|
From page 34... ...
Mindmachine communication of this sort is of direct interest to the naval forces. It will leverage human performance potential, act as a force multiplier, and permit manning reductions.
|
From page 35... ...
1993. Analysis of the Navy's Commercial Activities Program, VRM 92-226.10, Center for Naval Analyses, Alexandria, Va.
|
Key Terms
This material may be derived from roughly machine-read images, and so is provided only to facilitate research.
More
information on Chapter Skim is available.