Human Resources

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by Nicholas O'Connor4 views·Updated May 14, 2021
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  1. imagine you're the head coach for your sports team, whether
  2. it be football, baseball, basketball or soccer.
  3. You want the right person in the perfect position to
  4. propel your team to victory.
  5. Here's the catch though.
  6. You have so much on your plate from play, calling
  7. to strategy, Even scheduling, you're gonna need some help to
  8. make this work.
  9. That's where the assistant coach comes in.
  10. These assistants know all the players more intimately.
  11. They know their strengths and their weaknesses.
  12. They give you all the information you'll need to know
  13. about putting players in the best position for your team
  14. to succeed.
  15. No, I want you all to imagine that you're not
  16. just a head coach for a team but you're the
  17. commanding officer for your unit and these assistant coaches are
  18. your human resource specialists.
  19. This is the future of the uh one occupational field
  20. and success and implementation of this idea is closer to
  21. our graphs than we may all imagine.
  22. First step to make this possible.
  23. It's by automating current administrative processes and streamlining them so
  24. that they're more user friendly to all occupations throughout the
  25. Marine Corps.
  26. The next step would to be consolidate our resources.
  27. We need to centralize our oversight of these processes into
  28. regional consolidated personnel administrative centers, otherwise known as CPAC's.
  29. That will primarily be located on major installations that will
  30. serve our regions.
  31. Once we have accomplished this, we must work to create
  32. a talent management software that will assist our human resource
  33. specialists to capture critical intangibles and our marines that will
  34. be an asset to our commanders when making personal decisions
  35. and mitigate risks and failures of these missions.
  36. This profile will look similar to a resume or possibly
  37. a biography as their career progresses, marines and their leadership
  38. will be able to highlight a pash their passions, special
  39. skills, strengths and weaknesses in these missions.
  40. Once we complete the groundwork for this, we can rebrand
  41. ourselves as human resource specialists, but we cannot stop with
  42. a new name and logo.
  43. We must also bolster our school's curriculum.
  44. We must not only have a grasp on administrative and
  45. clerical knowledge, but in leading communicating, analyzing and coaching.
  46. Once implemented, human resource specialists will be a force multiplier
  47. when assisting commanders and talent management and human analysis, consultation
  48. that have currently been untapped by conventional assets in this
  49. organization, When our human resource specialists are in field operations
  50. or deployed in foreign countries, they will be capable of
  51. liaising with operation centers in order to better account for
  52. personnel As well as utilized talent management software to analyze
  53. human resources available to our commanders and provide them with
  54. the tools necessary and assigning personnel to specialist missions based
  55. off of their strengths and their cohesion.
  56. With 13 May.