Qualitative Analysis of the Assignment of Human Resource Officer (HRO) Subspecialty Codes to HR Billets

摘要

This study examines the knowledge, skills and abilities (KSA) represented by U.S. Navy Subspecialty (SSP) codes assigned to Human Resource Officers (HRO) and the qualitative fit to Human Resource (HR) billets. The HRO designator subspecialty code assignment process and the process of assigning SSP codes to HR billets was examined, as well as the current process used by Major Manpower Claimants (MMC), Subject Matter Experts (SME) and resource sponsors to assign SSP codes to HR billets. A researcher-developed survey of 183 HROs and/or supervisors found: (a) There is a reality-driven trend (insufficient inventory) whereby HR assignment and placement officers respond to end-user demands, and mismatch HROs to billets without requisite KSAs; (b) Many of these officers compensate for KSA-billet incongruence through coping behaviors, i.e., taking outside courses, OJT, and a can-do culture. One way to mitigate the mismatch phenomenon for obtaining SSP codes is to establish a consistent approach, i.e., HR community leaders ensure that all relevant HR SSP codes are obtained through the Naval Postgraduate School (NPS). Additional controls and oversight are needed to ensure that Navy policy (push-driven) is not shortcircuited by end-user demands (pull-driven), i.e., compounding costs and degrading missions, functions, and tasks.