![]() ![]() The end state is an effective talent management system that continues to inform the Talent Management Task Force and serves as a bridging strategy to IPPS-A. The way ahead is to implement system enhancements based on user feedback and, most importantly, to educate the field on the AIM2 marketplace and the capabilities it provides. Moreover, HRC recognized that unit participation is critical to a well-functioning market but was lacking in the last iteration of the marketplace. ![]() From these initial efforts, HRC gained valuable information regarding portal usage (expressing preferences and populating resumes) and constructive feedback. While AIM2 is still in its early stages, the phased pilot programs conducted throughout fiscal years 20 proved it to be exceptionally useful. This increased transparency and knowledge facilitates the assignment of uniquely talented officers to units with specific requirements. Similarly, units are able to share detailed information about each of the jobs in the marketplace. The portal greatly increases information about an officer through a resume that offers relevant information not otherwise contained within the traditional officer record brief. This marketplace allows both officers and units to advertise themselves, express their preferences, and interact with one another in order to shape both parties' interests to increase satisfaction and meet requirements. It exercises a regulated market mechanism that enables interaction among the Soldier, the unit, and the assignment manager within an intuitive marketplace. Simultaneously, Soldiers must capitalize on self-improvement opportunities to enhance their own development.ĪIM2 is a web-based, active component officer talent management portal designed to enhance talent management processes. The brigade-level commands further distribute Soldiers to specific positions that provide opportunities for them to lead, hone their knowledge and skills, and further develop individual talents.Ĭommanders counsel and mentor Soldiers and evaluate their performance and future potential to serve at higher levels within the Army. HRC primarily distributes the Army's personnel inventory down to the brigade level in accordance with the Army Manning Guidance. HRC approaches talent management as a shared responsibility among the various branch proponents, boards of directors led by senior Army leaders, unit commanders, and individual Soldiers.
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