Responsibilities Of The National Defense University

Organizations are growing in size each and every day, which in turn creates a high demand for employees. This outcome, however, needs a systematic approach to determine the right employee for the right position. The process has become so large that organizations need specialized help from Human Resource Management (HRM) departments to ensure that the requirements of the position are met. Therefore, the HRM department provides the function of job analysis in order to select the right individual for the position. "Job analysis is a complex and vital part of every HRM program, as well as an important systematic process used within an organization to determine future members of the workforce." Job analysis

Managers responsible for job placement should keep in mind the organizational requirements and culture, since all companies do not have the same job design. Individuals should be flexible enough to fit into the culture of an organization (Grote, 1996).

foreign policy, strategic goals, emerging security concerns, and regional affairs. Earning this graduate degree will further develop my understanding in these critical areas and, most importantly, teach me the skills to stay ahead in the rapidly changing international relations and security environment. Furthermore, I want to enhance the effectiveness of the Army in its many existing partnerships with nations around the world and help shape new ones as my career progresses. It only took a few times out in the villages of Afghanistan to realize that without Afghanistan's Government and their Security Forces as the face of coalition initiatives, the people would never support any of those initiatives. After this lesson in counterinsurgency, I then learned the importance of the alliances we hold with other nations from my most recent assignment to Japan. With our military resources spread across the globe and security challenges from countries like China and North Korea it is evident how crucial our allies and partners like Japan, South Korea, Australia and the South East Asian Nations are to help deter aggression and promote regional stability. I strongly believe our international partnerships are one of, if not, the most critical component of international security and will only continue to increase in importance with the growing number of threats we face. Again, it is because of this I desire a professional academic background in all the complexities of international security and I believe the international security program has all the right components to send me back to the Army a leader in this

Supporting job descriptions because it is a valuable tool in recruiting and hiring (Doggett, 2002). It assists in identifying candidates who are not qualified for a certain position, thereby reducing the odds of making a poor employment decision. Perhaps their greatest value is defining for new employees what is expected from them (Doggett, 2002). There is considerable evidence to show that many a potentially good employee was lost because he never knew what was expected of him and he and his boss were seeing his accomplishments from totally different perspectives.

Positive outcomes for the University of Delaware through the partnership touch on all valued Guiding Principles driving the core of the University’s mission and vision: Delaware First, Diversity, Partnership, Engagement, and Impact. The partnership and its subsequent programming also address the top three Grand Challenges as outlined in the University’s Strategic Plan, Delaware Will Shine: Educating the Global Citizen, Advancing Cultural Understanding and Creative Expression, and Bridging Opportunity

The Department of Defense (DoD) is the United States’ oldest government agency with history tracing back to 1789 after the American Revolutionary War. Since then the DoD has grown and evolved into the largest government organization of America. It serves as the executive sector of the federal government that oversees all things dealing with national security issues and protocols within the United States. The Department of Defense administers the Pentagon and the United States Military. It is currently overseen by the Secretary of Defense, Ashton Carter, who assumed office in February of 2015. Along with the President, Department of Homeland Security, and the National Security Administration, the Department of Defense’s main mission is to control military affairs and maintain the security of the United States as they are responsible for supervising all five branches of the Armed Forces that include: Army, Marine Corps, Navy, Air Force, and Coast Guard as well as managing national security conflicts. The DoD is accountable for managing an inventory of weapons, supplies, and installations for military units to keep Americans safe from foreign threats. Their mission is to provide military forces to deter war and ultimately protect the security of our nation. As the oldest and largest government agency, the DoD also serves as the United State’s largest employer, serving 1.3 million men and women on active duty and 742,000 civilian personnel.

In the last few weeks you have reviewed a majority of Intelligence Community members. This week you explore DIA and the military services. What do you find are the biggest differences between civilian IC members and the military. What legal restrictions do the DoD entities have to follow that don't apply to the civilian agencies?

stewardship of the future of the Army. The Army is made up of strategic leaders who

Over the past few weeks the primary and consistent theme is that the Army War College students of class 2016 are the future strategic leaders of our respective militaries, organizations, and Nations. Individual acknowledgement of this fact is both daunting and somewhat intimidating, however it is an opportunity that I am prepared to take head on. As students we were introduced to the four mission specific outcomes, which the United States Army War College (USAWC) integrates throughout the curriculum in an attempt to focus our visualization of becoming a senior leader. The four mission specific outcomes are: Strategic Advisor and Communicator, Strategic Planner, Strategic Theorist, and Strategic Leader at the Strategic Level. As I reflect

The goal of selection programs are to capitalize on individual differences in order to select the applicants who possess the greatest amount of particular characteristics that have been assess to be the most important for job success (Cascio & Aquinis, 2011). This goal can be met by utilizing a classical approach to personnel selection. The classical approach to personnel selection starts with the job analysis. From the job analysis sensitive, relevant and reliable criteria are selected on a basis of importance to describe the job specifications that represent knowledge, skills, abilities and other characteristics (KSAOs) that potential applicants are desired to have for the job (Cascio & Aquinis, 2011).

Recruitment is one of the critical functions of an organization; therefore, it requires massive financial and managerial efforts to access a right person. For an efficient and accurate recruiting, job analysis is ameliorated, however, very few HR managers and personnel are aware of the importance as well as the approaches to analyzing a job position to create a pool of right candidates. In fact, job analysis is the building block of the assessment of the potential candidates to make proper decisions regarding final selection. Job analysis is known as a process of identifying, collecting, describing, analyzing, and reporting critical information about the requirements of a job position (Torrington, 2009).

According to the text Job Analysis is “To make intelligent decisions about the people-related needs of a business, two types of information are essential: (1) a description of the work to be done, the skills needed, and the training and experience required for various jobs, and (2) a description of the future direction of a business. (Cascio, 2006, p.157)

It helps to determine the right job for employees according to theirs strengths and weaknesses.

Job analysis plays a critical role because it defines how human resources will be utilised in the organisation in getting the right candidates for the job. The job analysis breaks down the job according to tasks to be performed by the incumbent and the requirements needed from the incumbent to fill the position.

* Planning the workforce: it is very important to analyze how many individuals are required in an organization; what will the pay scale be (depending on the nature of the work); what will the reporting line be; what are the job requirements; on what basis will each individual be judged etc. All this needs to be planned before the hiring process begins.