Introduction
Army civilians are a particular group of corps who work in cohorts with the army to help it accomplish its mission. They play a significant role in fulfilling the soldier’s mission by coordinating providing leadership and intelligence. Human resource management must, therefore, ensure that the army civilians are recruited competitively to get top talents. If the skills are appropriately managed, the coordination will be successful, and the army will achieve its goal. An organization’s army civilians can improve when the talents are well recruited, managed, and appraised.
Ways to Improve/Attract/Retain Talent Management
Talent attraction is a core factor in the performance of an organization. The civilian army talents can be attracted when the company leverages technology platforms such as LinkedIn, which has a talent pool. Using the platform makes it easy to pick talents and experience from the best pool. Unlike other organizations using traditional recruitment, the ones using the platform are more likely to get the best talents to fill the position. Further, offering higher compensation benefits makes the place of work more appealing to other places and hence helps in obtaining better ratings (Tamunomiebi & Worgu, 2020). Further, focusing on marketing makes it easy for an organization to attract talents to serve as army civilians.
Turnover is likely to increase when employees need more room for learning and improvement. Focusing on the employee’s educational needs is critical to retain them and ensuring they remain motivated and productive in the organization. When human resource management conducts constant training, needs assessment and offers training to improve the employee’s expertise. Since more people leave employment to advance their education and careers, learning opportunities are vital in retaining employees. Offering employees flexible work arrangements and making them work from home will likely improve retention.
The compensational strategies must be improved to ensure that the employees get the most competitive packages (Dexter, 2020). Since the corporate landscape is dynamic and keeps changing, it is essential for organizations to have a research and development department to analyze the competitors and offer better services compared to the competitors. Employee extrinsic motivation, such as rewards and recognition, is key to retaining top talents and ensuring higher productivity.
Appraisal Performance Standards
The appraisal is an evaluation process to ensure that the work is done in line with the required standards. The process is critical in improving productivity and using human resources effectively. The management by objective is an effective appraisal that follows up on employees’ operations to ascertain that they are congruent with the required standard. When an organization focuses on appraisal, it will improve its outcome by clarifying expectations, helping with documentation, and ensuring that employee growth is guaranteed (Tamunomiebi & Worgu, 2020). Performance appraisal allows feedback, ensures that all negative behavior is modified, and offers adequate data to help managers make the necessary changes for future job improvement.
Improve Data Systems (Tracking Systems)
Data and tracking systems are essential in organizations since they ensure that every time is accounted for in the organization. When the data systems are improved to track employee performance, idle time is evaluated and put to good use (Dexter, 2020). Through the data systems, it becomes easy to improve the set goals that are measurable and actionable. Organizations can make good use of the employees and resources when they are well monitored.
Problems Facing Army Civilians in Organizations
The prerequisite for bettering army civilian’s operations is understanding the problems in the organization. Some of the problems include technological changes, flexibility, remote work, and competition. The changes in technology and failure to adapt make the older generations unable to cope. As new technology changes how people communicate in the organization, the older generation may need help to express themselves. Failure to express their feelings jeopardizes the working relationships in the place of work. Technology further introduces remote work, which is more flexible; therefore, people who prefer working away from home tend to leave organizations (Dexter, 2020). As people leave their current positions, take up other roles, and start working from home, understaffing becomes an organizational challenge.
Leadership plays a crucial role in companies and ensures that all the people are motivated and have a chance to offer feedback. Failure to provide leadership leaves the army civilians devastated and likely to quit their position. Other than quitting, lack of motivation lowers performance and jeopardizes the outcome in the organization. Hiring practices must be consistent to ensure the people hired have the right talents and skills for the role (Tamunomiebi & Worgu, 2020). It is imperative to note that using inconsistent processes may cost the organization money and lead to hiring unqualified people to fill the roles. Further, the employees must continually be appraised to ensure that they operate as per the organizational goals. Human resource management must make essential changes in the recruitment and management of employees to improve performance.
Conclusion
Army civilians are essential employees who help organizations achieve their goals. However, as the corporate landscape changes, it becomes more challenging to maintain the best talents as they move to other organizations with flexible work arrangements that offer flexible work arrangements. Human resource management must, therefor,e, ensure that all the employees are recruited using a similar approach to ensure consistency. Therefore, the human resource department must ensure that the employees are hired using consistent means and given competitive compensational benefits.
References
Dexter, J. C. (2020). Human resources challenges of the military to civilian employment transitions. Career Development International, 25(5), 481–500. Web.
Tamunomiebi, M. D., & Worgu, V. O. (2020). Talent management and organizational effectiveness. Journal of Contemporary Research in Social Sciences, 2(2), 35-45. Web.