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首页> 外文期刊>Military review >Understanding Assessments and their Relevance to the Future Success of the U.S.Army
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Understanding Assessments and their Relevance to the Future Success of the U.S.Army

机译：了解评估及其与未来U.S.Army成功的相关性

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Today the U.S. Army is in a war for talent. The continued existence of an all-volunteer force rests on the Army's ability to win this war by appropriately managing its number one resource-people. The director of the Army's Talent Management Task Force (ATMTF), Maj. Gen. Joseph P. McGee,highlights how industry leaders talk about the war for talent regarding the management of their people. "That 'war on talent' is going to be a decisive factor on how we fight future wars. One of [the Army's] strengths is the people that we bring in and the leaders that we develop."1 To address this, the Army is moving away from an industrial-age personnel management system and toward a twenty-first-century talent management system, beginning with the officer corps. The legacy system, built on the tenets of strength management, is data-poor, driven by rigid timelines, and focused on the institution. The new information-age talent management system is data-rich, flexible and transparent, aligns personnel based on talent, and places the preferences of the individual at a premium. Assessments are critical components of a twenty-first-century talent management system that supports the Army enterprise for a few reasons. First, assessments facilitate the collection of granular data needed to drive more informed decisions on personnel by the institution. Next, the use of assessments throughout an individual's career will collectively drive behavior throughout the ranks in a positive way. Third, data collected from assessments gives the Army a better way to identify gaps in its human capital necessary to dominate a peer threat in large-scale combat operations within a multi-domain, highly contested environment.
机译：今天，美国军队正在为人才战争。通过适当管理其1个资源的人们，所有志愿者的持续存在依赖于军队赢得这场战争的能力。军队人才管理工作队（ATMTF），MAJ。Joseph P. McGee Gen突出了行业领导者如何谈论关于他们人民管理人才的战争。 “这对人才的战争”将是我们如何打击未来战争的决定性因素。[军队]的优势之一是我们带来的人民和我们发展的领导者。“1为此而解决这个问题，陆军正在远离工业年龄人事管理系统，并朝着二十一世纪的人才管理系统，从军队队开始。在实力管理的原则上建立了遗留系统，是数据穷人，由刚性时机驱动，并专注于该机构。新的信息时代人才管理系统是基于人才的数据丰富，灵活和透明，对齐人员，并将个体的偏好放在溢价上。评估是20世纪的人才管理系统的关键组成部分，因为有几个人的理由支持陆军企业。首先，评估有助于收集所需的粒度数据，以推动机构的人员更明智的决定。接下来，在个人职业生涯中使用评估将以积极的方式在整个级别中共同推动行为。第三，从评估中收集的数据使军队成为在多领域，高度争议的环境中占据大规模战斗行动中的对同伴威胁所必需的人力资本中的更好的方法。

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