Sample HR Management Essays on Organizational Assessment Tools

While the United States military personnel may dismiss the civilian and business contexts for demonstrating a lack of discipline and leadership in their operations, I believe that the country’s army has also demonstrated ineffectiveness in these aspects. Despite the U.S. army having divested itself from previous operational concepts to test and develop new concepts to address emergent national security challenges, various gaps still exist within the army. The gaps are related to existing practices, structures, and behaviors (personal, organizational, and institutional).

Numerous gaps exist within the U.S. Army including the lack of engagement of the organizational members and lack of the relevant authorities in assessing the strategic environment. Lack of engagement of the organizational members in the formulation and implementation of internal changes is one of the gaps that exist within the U.S army (McConville & Wada, 2016). Having served within the U.S army before, I noticed that leaders make internal change-related decisions that impact other organizational members without engaging the human resource personnel in such processes. Another gap is the lack of proper assessment of the strategic military environments by the relevant authorities (Robertson, 2014). During my years of service within the U.S. army, I noticed that senior leaders fail to make assessments of the strategic environments to identify which internal processes and structures would need to be adjusted, realigned, or created.

Closing these gaps would require the U.S. Army leadership to adopt some strict measures. As a leader within the U.S Army, I would close the gaps by putting into place a strategy that would require that all army personnel be involved in internal decision-making processes that may influence their roles and responsibilities. I would also ensure that the U.S. army implements a policy that requires senior leaders to conduct an effective assessment of strategic environments to identify what internal processes and structures need to be changed or realigned. With this approach, various organizational needs including human personnel needs would be met.

The U.S. army is crucial and its internal changes need to align with changes in strategic environments. Therefore, senior leaders within the U.S. army should make effective assessments and adjustments to the relevant organizational structures, practices, and behaviors. Achieving this would require the U.S. army to put in place a well-designed strategy.

 

 

References

McConville, J. C., & Wada, D. S. (20 September 2016). U.S. Army Talent Management Strategy Force 2025 and Beyond.

Robertson, W. G. (2014). The Staff Ride (Vol. 70, No. 21). Government Printing Office.