Strategic human capital management is a persistent challenge that many leaders of organizations face. Deploying the right skill sets, in the right places, at the right time is a delicate balance that all Human Resource (HR) managers should strive to achieve. Effective workforce planning is an essential tool to forecast suitable workload staffing levels, and justify budget allocations, so that the organizational leadership can achieve their stated long-term goals and objectives (Keel, 2006). Like many other organizations, the operating environment of the Army National Guard (ARNG) has been impacted by changes in national security, technology, budgets, demographics, and other factors. However, the full-time manning model has not transformed along with the ARNG's new organizational situations and missions. This may have resulted in a full-time labor force that is insufficient to accomplish the work required (Blum, 2007). The following qualitative dissertation study was designed to gain attitudinal insight, from a purposefully selected population, regarding the suitability and supportability of the current ARNG full-time manning model to meet the current and long-term strategic needs of the organization. A content examination of the attitudes reflected that significant weaknesses exist in the current ARNG manpower model. Key findings suggested a considerable gap in the published guidance and formulas used by the present model to compute ARNG manpower authorizations. A strongly perceived shortcoming was also observed regarding the correct mix and number of personnel. Furthermore, the study found that a majority of participants believed that alternative critical mission factors and key characteristics should be taken into consideration when computing FTS/FTM authorizations. A rank order of these factors and characteristics is provided in the study's findings. Research recommendations include improving the personnel resource administrator's general knowledge about the current manpower models, updating the present FTS manning guidelines, and continuing to work with lobbyists to seek a more abbreviated ramp-up of authorization percentages and gain congressional approval to base the ramp-up on more near-term requirements. A more complex and long-term recommendation was that the leadership of the National Guard Bureau and the Department of the Army reconsider the attributes of the present ARNG FTS manpower models.
|School Location:||United States -- Arizona|
|Source:||DAI-A 69/12, Dissertation Abstracts International|
|Subjects:||Management, Public administration, Military studies|
|Keywords:||Army National Guard, Business, Full-time manning, Government, Human resource management, Manpower models, Workforce planning|
Copyright in each Dissertation and Thesis is retained by the author. All Rights Reserved
The supplemental file or files you are about to download were provided to ProQuest by the author as part of a
dissertation or thesis. The supplemental files are provided "AS IS" without warranty. ProQuest is not responsible for the
content, format or impact on the supplemental file(s) on our system. in some cases, the file type may be unknown or
may be a .exe file. We recommend caution as you open such files.
Copyright of the original materials contained in the supplemental file is retained by the author and your access to the
supplemental files is subject to the ProQuest Terms and Conditions of use.
Depending on the size of the file(s) you are downloading, the system may take some time to download them. Please be