<div class="description">
<p>The purpose of this research is to examine the Human Resource community's ability to effectively manage  its human capital (active duty officers) and to establish this as the foundation for value creation. In today's market, be  it on Wall Street, Main Street or Army Navy Blvd., value creation is dominated by human capital and other intangible  assets. Ironically, these most important assets are the least understood, least prone to measurement, and hardest to  manage. Thus, an analysis for improvement using a systems control theory model provided an important step forward  in the Navy's inability to better manage its human capital. An assessment was conducted through interviews of  community managers, SME and participants, and a review of previous manpower studies. This research revealed  critical control points whereby the HR community manager (OCM) could leverage considerable change within the  system to gain the desired effects of the human resource succession-management plan. These control points were  found through analysis of inputs, processes, and outputs pertaining to an HR officer's promotion, assignment, and  education. This analysis showed the HR community manager could influence human resource career progressions  through the education process. The management of Education Skill Requirements, and interaction with Naval  Postgraduate School faculty, will ensure alignment and acquisition of knowledge, skills, and abilities. These skills  will support HRO and the warfighting enterprises to ensure a succession-management plan that reduces gaps and  mismatches of human resource billets.
</p>
<br>Subjects: Employees; Manpower; Management; Universities and colleges; Graduate work; Human capital</div>
<div class="fn value">
Blackston, Derrick E.</div>
Internet Archive identifier