Towards a U.S. Army officer corps strategy for success : employing talent /

Efficient talent employment is at the core of the Army Officer Human Capital Model. However, the Army's current employment paradigm is unequal to the needs of a professional, volunteer Army facing the twin challenges of a competitive labor market and an increasingly complex global operating environment. It unduly prioritizes "fairness" when making assignments, has a narrowly defined pathway to senior leadership ranks, cannot see the talent it possesses, and suffers from severe principal-agent problems. Optimal employment theories, information age tools, and well-regulated market mechanisms can help the Army match individual officer talents against specific work requirements, reducing risk and achieving the depth and breadth of talent it needs, both now and in the future.

"This is the final monograph in a series of six monographs that analyze the development of an Officer Corps strategy"--P. ii.

"May 2010."

Includes bibliographical references (p. 26-29).

Summary -- Introduction -- Officer employment practices : our biggest area of concern -- Fairness -- Narrow, tradition-bound pathways to success -- The army cannot see its talent -- The "principal-agent" problem -- Theory-talent matching requires both data and incentives -- Towards a talent management approach : green pages -- Operating concept -- Core capabilities -- Changing culture and practice -- Conclusions.

Efficient talent employment is at the core of the Army Officer Human Capital Model. However, the Army's current employment paradigm is unequal to the needs of a professional, volunteer Army facing the twin challenges of a competitive labor market and an increasingly complex global operating environment. It unduly prioritizes "fairness" when making assignments, has a narrowly defined pathway to senior leadership ranks, cannot see the talent it possesses, and suffers from severe principal-agent problems. Optimal employment theories, information age tools, and well-regulated market mechanisms can help the Army match individual officer talents against specific work requirements, reducing risk and achieving the depth and breadth of talent it needs, both now and in the future.

Mode of access: Internet.