Agency’s Law and Ethics of Hiring a Diverse Workforce Assignment | Get Paper Help

 

Evaluation of Agency’s Public Personnel Administration

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Introduction

The success of the U.S Army can be attributed to the human resource management (HRM) department. The department has been dedicated to creating an effective culture that unites soldiers against their backgrounds and personalities, working towards the goals of promoting security globally. The HRM department deals with recruiting workers, designing educational and training programs, and ensuring that soldiers are motivated to keep them focusing on their duties. Despite some weaknesses such as lack of enough funding, U.S Army HRM department has supported the recruitment and retention of skilled teamwork able to reduce international conflicts and promote world security.

Organizational Design

The HRM department has been used in Army leadership in personnel management and personnel administration. The human resource management department of the U.S Army has various strengths. The department concentrates on the wellness of the soldiers by creating various programs that promote training and preparation for deployment and military knowledge. A program such as Warrant Officer Education System (WOES) is an approach used by HRM based on a select-utilize-train concept to prepare officers in training for promotion. The components of army HRM makes the department ready to handle its operations. These primary components are business process redesign, web technology, organizational change, and corporate database. Therefore, HRM takes the U.S Army as a business corporation, ensuring that the employees hired have qualified and ready to be incorporated in the business operations. The department also facilitates the creation of concepts that promote unity among the soldiers, training, and preparation for deployment (Greene, 2019). The success of the U.S Army can thus be traced to an effective HRM group.

The HRM department is faced with the issue of creating an army retention program, considering that most soldiers prefer to stop working after deployment due to the trauma and loss in the war. It thus requires the department to be hiring continuously so that there can be enough soldiers in the army. The HRM department has a weakness is creating counseling programs, hiring trained staff, and ensuring that all soldiers undergo evaluation. It is a requirement in the U.S Army for officers to undergo counseling, especially after deployment (Kaufman, 2019). However, the organization has limited resources, thus unable to hire enough equipped counselors. In addition, it is hard to convince the soldiers to receive counseling, explaining why the number of U.S soldiers with mental issues has gone up.

Global Linkages and Personnel Management

The U. S Army HRM is in charge of creating global linkages by creating opportunities for individuals from other nations to apply for a position in the army. The diversity of the soldiers requires the application of various personnel management theories to promote diversity and teamwork. The strategic contingency theory proposed by Hickson in 1971 focuses on the goals of the U.S Army of protecting citizens and promoting security without considering the personality of an individual (Kaufman, 2019). The approach is used in the hiring process by considering the skills and expertise of possible soldiers and not their personality. The soldiers are then united by creating an organizational culture that guides their behavior and actions.

Institutional theory is the other approach applicable by the U. S Army HRM in preparing the soldiers for their duties. The theory deals with creating stability and promoting change in institutions. U. S Army requires being stable, with employees loyal to the institution, such that they cannot work with enemies or selling their colleagues out during the war. Stability is achieved by promoting teamwork and loyalty tests among the soldiers (Greene, 2019). Change is a necessary process that is achieved through training, for instance, educating the soldiers of the new equipment discovered and how they can be used in the field.

Personnel management can also be achieved by using the human capital theory. Soldiers are an essential human capital in the U.S Army, and the human resource department has to understand the skills of each individuals. When soldiers are deployed, the team should be made up of people with different skills and expertise, such as knowledge of computers and the internet, multiple languages, negotiations, weaponry knowledge, medical expertise, and others. It will help the team survive by assisting each other when faced with a hard situation in the field.

The U. S Army HRM should consider the Abraham Maslow model to ensure the satisfaction of the soldiers and motivate them when in deployment. There are five needs the army should ensure that the employees can achieve. These are physiological needs, safety needs, love needs, esteem, and self-actualization needs Peng et al., 2019). U. S Army should ensure that when deploying their soldiers, they get food, water, warmth, and rest so that they can face the enemy without fear. They should also be provided with safety equipment and strategic tactics that will protect them from direct attack. Each need is necessary and should be promoted so that the HRM can retain the army members with much ease.

Personnel Recruitment and Hiring Practices

The U. S Army HRM has various goals when it comes to hiring and recruiting soldiers. The group aims at having trained and equipped teamwork, ready to be deployed at any part of the country to promote security. There are several factors considered in the recruitment criteria, and they are age, physical appearance, and fitness, education, nationality and residency, tattoos, and piercings on the body. The background of the applicants is essential. It helps understand the history of crime and imprisonment, establishing whether the individual is fit to protect human life (Merlini et al., 2019). The hiring process also helps understand the past on weaponry use, and military education and training, thus increasing the chances of such a person to be hired.

If a person passed the general criteria, they are required to meet with an officer selection Officer (OSO). The process involves filling in the application and carry out initial screening. Some of the documents required in this stage are the medical records, four references, high school diploma, social security card, citizenship certificate where applicable, birth certificate, and others. The candidates are then allowed to select the mode of entry, and HRM explains these options so that applicants can choose where they can top serve. The last process after training is translating from the enlisted candidates to officer states. HRM sees through all these procedures, ensuring a smooth and successful recruitment and training process.

Employee Skills Training

The U. S Army HRM is charge of creating training and education programs to promote competence, skills, expertise and knowledge among the hired and existing soldiers. Therefore, the applicants have to be willing to undergo training for a specified period of time, equipping them with the skills and knowledge required for field practice. The training programs are mandatory, and thus only the physically and mentally fit are hired to join the U. S Army. HRM ensures that training does not revolve around the use of guns and other weapons but also teamwork, language, providing first-aid and field practices such as camouflage (Merlini et al., 2019). These practices ensure that the hired team is prepared to protect human life and also themselves.

Training is a continuous process in U. S Army to make sure that soldiers are always physically-fit. Commissioning programs are taken by the leaders who analyze a situation, for instance, in war and give the go-ahead to other soldiers on how to act. The programs prepare the soldiers with war tactics such as how and where to attack and enemy. Soldiers have to be commission before acting by the team leader. The HRM department has technical programs such as on aircraft and vehicles to enable soldiers in the field to ensure that the equipment such as vehicles of war are always operational. Advanced training equips some interested officers with knowledge of medicine and aircraft. Soldiers have doctors and pilots among them whom they require to complete their tasks successfully. Medical soldiers assist their colleagues when wounded in the field to avoid death. Pilots are used in evacuating soldiers and civilians in a war zone, with the knowledge of being able to avoid being hit by enemies.

College programs enable to soldiers to improve their education, preparing them for higher ranks or other complicated tasks. The U.S Army has various departments, such as information technology experts who coordinate with soldiers in the field (Peng et al., 2019). Such soldiers receive college training so that they can know how to guide their teams while on the field, warn them and protect them from possible danger.

Recruiting and Training Recommendations

U.S Army HRM department should invest in an applicant tracking system. The software will automate the job posting process and finding candidates that are qualified. U.S Army is among the institutions experiencing high job turn over, creating a need to add more employees annually. The software will enable posting on multiple sites, sorting the applicants in scheduling interviews.

Since U.S Army hires from different parts of the world, HRM should consider using social media as a recruitment tool. It will get to more candidates from different regions of the world are qualified, they can schedule for online interview using the applicant tracking system. The method will also provide a wide range of applicants, thus providing an opportunity to hire only the best and qualified.

Conclusion

The human resource management department in the U.S Army is in charge of recruiting soldiers, designing educational and training programs, and promoting organizational culture. The department ensures that all soldiers are bound by the virtues and principles of the institution against their personal interests. The department makes sure that only the skilled soldiers are hired, and then they undergo training to make sure that they can carry out their duties effectively. The department motivates the soldiers by ensuring that are their needs are achieved, and that promotes achieving the goals of the U.S Army.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

References

 

Greene, J. (2019). MILITARY CONTRACTING, FOREIGN WORKERS, AND WAR. Empire’s Labor: The Global Army That Supports US Wars, 1.

Kaufman, B. E. (2019). Managing the human factor: The early years of human resource management in American industry. Cornell University Press.

Merlini, K. P., Bupp, C. P., Merlini, P. G., & Garza, M. M. (2019). Linking inclusion to intent to leave through burnout in a military context. Military Psychology, 31(6), 490-498.

Peng, J., Zhang, J., Zheng, L., Guo, H., Miao, D., & Fang, P. (2019). Career Calling and Job Satisfaction in Army Officers: A Multiple Mediating Model Analysis. Psychological reports, 0033294119862990.

Assignment 3: Agency’s Law and Ethics of Hiring a Diverse Workforce, Part 3

 

Due Week 7 and worth 250 points

Refer to the Scenario for Assignments 1, 2, 3, and 4

Write a four to six (4-6) page paper in which you:

Analyze at least two (2) laws or two (2) court decisions that have implications to the agency’s personnel management. (Title this section “Laws Affecting the Agency”)

Evaluate the agency’s approach to LGBTQ issues, highlighting the strengths and weaknesses. (Title this section “Personnel Recruitment and Hiring Practices”)

Evaluate the agency’s approach to ethics and diversity training programs provided for new and existing employees, highlighting the strengths and weaknesses. (Title this section “Ethics and Diversity Training”)

Recommend at least two (2) actions the agency could take to improve in the areas of recruiting and training a diversified workforce. (Title this section “Recommendations for Recruiting and Training a Diversified Workforce”)

Appropriately incorporate at least four (4) quality sources. A quality source can be either popular, such as a news article, or scholarly, such as peer reviewed works. In the case of public administration, government websites are appropriate quality resources. Note: Wikipedia, SparkNotes, and similar websites do not qualify as academic resources. Visit the Strayer University Library at http://research.strayer.edu to conduct research.

Your assignment must follow these formatting requirements:

Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions.

Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.

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