Question

How can the Navy more effectively address the changes in skill requirements necessary for its jobs?

How do the economic, technological, and cultural environments affect human resource management in the Navy and other branches of the armed forces

Answer 1

With the change in technology and other fields of knowledge, the skills required by a Navy Personnel are also bound to change according to the changing needs and requirements of a particular job.

The Navy can address the challenges by :

• The Skill-Gap-Analysis is a way of realizing and the identification of the current stage and efficiency of the productivity of the employees or the Navy personnel and to gauge their performance and in order to identify how they need to change in order to benefit the Navy Organisation as a whole.
• Strategic-Human-Resources-Planning: This refers to the design of a process in the Navy wherein the Organisation i.e Navy can gauge and identify the present and the future needs and requirements of the Navy in the form of Man Power hiring.
• Optimizing Hiring: A present and future analysis fo the skills requirement's for organization's such as navy will help in the determination of the adequate skill level and the extra skills that the candidates need to possess in order to be fit for the job in the Navy
• Enhancing Productivity: The Navy can provide means to the candidates in order to better equip or prepare themselves for the skills that are required by the Navy. Some of the methods that are employed are Navy Training SChools, NCC cadet Training, Technical Traning Schools, etc.

The economic, technological, and cultural environments can affect human resource management in the Navy and other branches of the armed forces:

Economic: The impact of the globalization & the employment practices which are changing around the world have evolved the HRM in the Armed Forces and the Navy, with the evolution of the overall HRM practices, the armed forces and the Navy have also implemented effective programs wherein the needs and the remuneration of the army, navy personnel is according to the standards of the basic worker in the globalized world. The economic environment plays a major role in deciding the benefits and the HR policies of the armed forces because a cash strapped country would not be able to afford the maintenance fo the high standards fo the armed and the navy forces while a cash-rich region will implement good standards and HRM practices.

Technological :

The changes in the way the technology has evolved along with the evolution of technology, the performance management system have become more data-intensive and data inclusive. The information system overload has increased due to the increase in data overload. However, the security threat regarding the data exchanges is crucial to the army and the navy forces and hence the security and the firewall systems in order to secure the data and the information are very important. The easy availability of army and navy personnel information and the connectivity can hamper the security and the sovereignty of a nation and hence needs to be protected.

Cultural: The Army and Navy forces have evolved not the cultural front also, the anti-discriminatory policies and the inclusiveness of the people belonging to all colors and creed have enabled a multi-diverse and multicultural society of individuals and personnel. The HRM practices in these branches have evolved in order to provide equal rights for all the personnel. Apart from that many multi-country armies and navy organizations and forces such as the UN peacekeeping forces consists of the people from multicultural and different countries and communities, the HRm practices of the organizations like these are systemized in order to maintain the equality and peace and order situation in these multi-diverse organization.