Running head: US ARMY HR DEPARTMENT STRATEGIC PLAN

US Army HR Department Strategic Plan

Students Name
Institution Affiliation

US ARMY HR DEPARTMENT STRATEGIC PLAN

US Army HR Department Strategic Plan

Introduction
The US Army is the first and largest arm of the United States Military. Its HR department
is, therefore, the oldest HR department in the history of United States. The department is made
up of more than 20,000 personnel (Short et al., 2013). It only deals with military services. The
department does not have competition because it offers unique services.
Current Situation
The US Army HR Department is considered to be one of the oldest HR department in the
history of United States with respect to human resource management as well as other HR related
issues (Short et .al,. 2013). Despite the fact that the department is the oldest, there are various
challenges that the department is facing when it comes to HR related issues. The following issues
are considered to be the current situation that the US Army Department faces:
First, due to the increasing competition of human resource in private and public sector
organizations, there has been less number of individuals being enlisted in the army thereby
creating a gap among the personnel.
Secondly, use of current technology is also a problem that the department faces. As a
result of globalization, technology comes on body each time. The revolution caused by
technology is also felt in the Army as it is in other organizations in the United States. On the
other hand, personnel with the required skills as well as experience in technology is a problem
that faces the department, because the people prefer private sector technology jobs as there are
well paying (Cesur, Sabia & Tekin, 2013).
Lastly, the HR department is faced with high rate of personnel resignation. HR retention
is a challenges that currently faces the US Army HR department. For example, over the last 5

US ARMY HR DEPARTMENT STRATEGIC PLAN

years more than 2000 personnel have left the Army for greener pastures in private and other
public sector jobs (Cesur, Sabia & Tekin, 2013).
As a result of the above current situation facing the department, there is need for HR
value addition in order to curb the situation.
SWOT Analysis
Strength
Since the organization has been in existence for long, it enjoy human resource monopoly.
It has high number of personnel and its recruitment process is outstanding meaning it is able to
meet the interest of the department.
With a high population of over 150 million people, the HR department has no problem
recruiting the best individuals to join the army (Cesur, Sabia & Tekin, 2013). In addition, provide
the organization to have the best specialists officers as compared to other government
departments both private and public.
Besides, the government is in support of the department hence it enjoys government
assistance in its undertakings. For example, the government via the ministry of defence
financially supports the department when it comes to supporting its functionality (Day, 2013).
Lastly, the department has qualified personnel. They are able to manage day to day activities
undertaken by the organization.
Weaknesses
Due to other factors such as corruption and nepotism, the department is faced with
recruitment and selection process challenges hence a challenge.
The other weakness is that despite the fact that the government is supporting the
department, the support is not enough to keep it running. In various situations, the department is

US ARMY HR DEPARTMENT STRATEGIC PLAN

not able to meet the needs and demands expected of it. The personnel are not well motivated to
undertake their activities.
Also, as a result of dictatorship leadership, the department is not able to execute its
mandate. Contemporary military organizations do not need such leadership style but call for
transformational leadership (Day, 2013).
Opportunities
The HR department with support of technology is yet to meets it goals and objectives
hence an opportunity
Threats
Competition from other organizations either private or public possesses threat to the
Armys HR department.
Important Ares from SWOT Analysis
The three areas are leadership, qualification of personnel and recruitment and selection
process.
Leadership is the way of making thing done by influencing employees to follow a given
procedure willingly. It involves coming up with a well-described objectives, goals, missions and
the vison and guide the workers in the right direction that help in achieving an organization to
reach its targets (Day, 2013). It is also a way of working together with other subordinates through
motivating them toward the accomplishment both the business and its employees. It involves
controlling or directing the human power and resources according to the stated course of action.
All the business/ organization are trying their best to come up with the best leadership strategies
that will help it to remain at the top of its competitors (Hoge et al., 2013). US Army HR

US ARMY HR DEPARTMENT STRATEGIC PLAN

department is not left out to apply the best strategic strategies to sustain its competitive
advantages toward its competitor.
Employees motivation implies engaging an individual or group capacity to perform
toward achieving the company goals and objectives (Hoge et al, 2013). Good leadership in the
military is today perceived to be a driving motive toward a successful business. Employees
motivation and inspiration is a strategy that every leader should put into consideration.
Employees who are motivated work very hard and this help the company to achieve its targets
with minimal time and hence high profits. A good department should be in a position to
recognise success and how to inspire and motivate those who deserve it.
An efficient leadership style is related to job satisfaction. Therefore, hardworking military
personnel should be recognised and praised by giving them incentives in the form of bonuses and
rewards. For example, Maslow theory consists of five needs; these are from lower to upperphysiological needs, social needs, self-actualization needs, esteem needs and safety needs.
Physiological needs and safety needs that are lower level has been understood by the workers
hence making the higher level needs to be more reliable (Cesur, Sabia & Tekin, 2013).
Individuals with varied skills are willing to work with the department because they offer there
employee incentive, rewards, recognition and performance programs that are the preferable way
to motivate there employees and are made to bring out the best from every individual. The
success of US Army Resource department is huge because of skillful and well train employees.
The department has developed a system to educate their personnel via several military courses.
This theory is also referred to transformational leadership; it relies on a special behaviour
pattern used by supervisors/ leaders to motivate employees to work hard. Management theory is
based on punishments and rewards. When employees do their designed activities well and in a

US ARMY HR DEPARTMENT STRATEGIC PLAN

successful manner they are motivated by reward and incentives, while failure leads to threatening
and punishments. The leader identifies the strengths of an employee and utilises his/ her
capability to generate high profits. There are three different types of management styles, strategic
management, bureaucratic management and participative management style which when well
applied they can help a company to achieve its target goals without any implications. Army HR
department is applying different management strategies to remain in front of its competitors and
offering high marketable services to the customers (Short et .al,. 2013).
The department should combine the three managements style to access its strength and
weakness. The US uses this theory to determine the objectives, goals, mission statements, vision
and its the initial course of action. Participative management style involves both the
managements and the subordinates in decision making before anything is done. It helps to create
a cohesive environment between the stakeholders (Cesur, Sabia & Tekin, 2013). Participative
management style and democratic management style have some similarities where workers take
a greater part in making any decision. US Army HR department encourages the workers to give
their ideas that can help the company to achieve its main purpose.
The recruitment and selection process should be transparent and free from things such as
social dissolution to support military functions and objectives. Corruption and nepotism should
also be stopped for a well-functioning department.
Evaluation Process
The strategic plan will be evaluated in two-fold: First, a team of internal and external
auditors will be employed to determine the success of the strategic plan. The plan will be
evaluated based on its values to the department as well as the entire army (Short et al., 2013).

US ARMY HR DEPARTMENT STRATEGIC PLAN

Secondly, the impacts of the plan on the organization or the department will be summed up to
determine the reliability of the strategic plan.
Conclusion
This strategic plan will offer the department the best chance to outline its functions and
goals in the best way possible. Leadership and personnel motivation its key towards a functional
strategic plan.

US ARMY HR DEPARTMENT STRATEGIC PLAN

References
Bluth, E. I., Truong, H., Nsiah, E., Hughes, D., & Short, B. W. (2013). The 2013 ACR
Commission on Human Resources Workforce Survey. Journal of the American College
of Radiology, 10(10), 750-756.
Cesur, R., Sabia, J. J., & Tekin, E. (2013). The psychological costs of war: military combat and
mental health. Journal of Health Economics, 32(1), 51-65.
Day, H. R. (2013). Race relations training in the US military. Handbook in intercultural training,
Issues in training methodology, 2.
LeardMann, C. A., Powell, T. M., Smith, T. C., Bell, M. R., Smith, B., Boyko, E. J., ... & Hoge,
C. W. (2013). Risk factors associated with suicide in current and former US military
personnel. Jama, 310(5), 496-506.