The Experts below are selected from a list of 118209 Experts worldwide ranked by ideXlab platform
David Preece - One of the best experts on this subject based on the ideXlab platform.
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project management and the integration of human factors in Military System procurement
International Journal of Project Management, 1999Co-Authors: John Strain, David PreeceAbstract:Abstract The emerging discipline of Human Factors Integration (HFI) within defence Systems procurement aims to improve the operational effectiveness of Military Systems by co-ordinating a number of human resource aspects in the System acquisition process. Interest in HFI within the defence community is mirrored by, and is in part a development of, a growing recognition within civil projects that human aspects of System use (for example, the provision of training and reduction in health hazards) require formal methodologies and links to project Work Breakdown structures. HFI requires that linkages are established between the activities of scientists and project managers, but the absence of a clear framework as a basis for these linkages has hindered the goals of HFI. This paper shows how HFI can be effectively coordinated with other technical and management activities in project management. It focuses on, and identifies certain key relationships between, that sub-set of procurement disciplines which have particular relevance for HFI.
John T Warner - One of the best experts on this subject based on the ideXlab platform.
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A Theory of Compensation and Personnel Policy in Hierarchical Organizations with Application to the United States Military
Journal of Labor Economics, 2001Co-Authors: Beth J Asch, John T WarnerAbstract:A large literature attempts to explain compensation and personnel policies in large organizations. Three features of the U.S. Military System—flat rank spreads in pay, a relatively generous pension, and heavy reliance on up‐or‐out promotions—are at variance with common practices in large civilian organizations. This article develops a model of individual decision making in a large, hierarchical organization and uses the model to explain these apparent puzzles. The lack of lateral entry and heterogeneity in entrants’ abilities and preferences for Military service play key roles in the observed policies.
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a policy analysis of alternative Military retirement Systems
1994Co-Authors: Beth J Asch, John T WarnerAbstract:Abstract : In fiscal year (FY) 1990 total Military compensation costs exceeded 45 billion dollars. Given the size of these costs, it is no wonder that the adequacy and efficiency of Military compensation have been topics of constant debate. These debates have become particularly active when changes have occurred in the Military and the environment in which it operates. For example, the recent drawdown has raised the issue of whether the Military compensation System, especially its retirement System, has hampered the Department of Defense's (DoD's) ability to reduce the size of its personnel force. Past study groups and commissions have advanced numerous proposals to alter the Military's compensation System. But to address questions about the appropriateness of the size and structure of the Military System, a theory or model is needed that recognizes the Military's manpower goals, incorporates the essential features of the Military organization, and predicts the behavioral responses of personnel to alternative compensation and personnel policies. Unfortunately, past studies that have developed such models have narrowly focused on the relationship between compensation and retention behavior and the resulting experience structure of the force and have ignored the other consequences of the Military's personnel and compensation System. In particular, less attention has been paid to questions of productivity and specifically the issues of (1) whether the System induces the most able personnel to stay and seek advancement to the highest ranks and (2) whether the System encourages personnel to work hard and effectively.
John Strain - One of the best experts on this subject based on the ideXlab platform.
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project management and the integration of human factors in Military System procurement
International Journal of Project Management, 1999Co-Authors: John Strain, David PreeceAbstract:Abstract The emerging discipline of Human Factors Integration (HFI) within defence Systems procurement aims to improve the operational effectiveness of Military Systems by co-ordinating a number of human resource aspects in the System acquisition process. Interest in HFI within the defence community is mirrored by, and is in part a development of, a growing recognition within civil projects that human aspects of System use (for example, the provision of training and reduction in health hazards) require formal methodologies and links to project Work Breakdown structures. HFI requires that linkages are established between the activities of scientists and project managers, but the absence of a clear framework as a basis for these linkages has hindered the goals of HFI. This paper shows how HFI can be effectively coordinated with other technical and management activities in project management. It focuses on, and identifies certain key relationships between, that sub-set of procurement disciplines which have particular relevance for HFI.
Beth J Asch - One of the best experts on this subject based on the ideXlab platform.
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A Theory of Compensation and Personnel Policy in Hierarchical Organizations with Application to the United States Military
Journal of Labor Economics, 2001Co-Authors: Beth J Asch, John T WarnerAbstract:A large literature attempts to explain compensation and personnel policies in large organizations. Three features of the U.S. Military System—flat rank spreads in pay, a relatively generous pension, and heavy reliance on up‐or‐out promotions—are at variance with common practices in large civilian organizations. This article develops a model of individual decision making in a large, hierarchical organization and uses the model to explain these apparent puzzles. The lack of lateral entry and heterogeneity in entrants’ abilities and preferences for Military service play key roles in the observed policies.
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a policy analysis of alternative Military retirement Systems
1994Co-Authors: Beth J Asch, John T WarnerAbstract:Abstract : In fiscal year (FY) 1990 total Military compensation costs exceeded 45 billion dollars. Given the size of these costs, it is no wonder that the adequacy and efficiency of Military compensation have been topics of constant debate. These debates have become particularly active when changes have occurred in the Military and the environment in which it operates. For example, the recent drawdown has raised the issue of whether the Military compensation System, especially its retirement System, has hampered the Department of Defense's (DoD's) ability to reduce the size of its personnel force. Past study groups and commissions have advanced numerous proposals to alter the Military's compensation System. But to address questions about the appropriateness of the size and structure of the Military System, a theory or model is needed that recognizes the Military's manpower goals, incorporates the essential features of the Military organization, and predicts the behavioral responses of personnel to alternative compensation and personnel policies. Unfortunately, past studies that have developed such models have narrowly focused on the relationship between compensation and retention behavior and the resulting experience structure of the force and have ignored the other consequences of the Military's personnel and compensation System. In particular, less attention has been paid to questions of productivity and specifically the issues of (1) whether the System induces the most able personnel to stay and seek advancement to the highest ranks and (2) whether the System encourages personnel to work hard and effectively.
Olzacka Elżbieta - One of the best experts on this subject based on the ideXlab platform.
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The role of the cultural context in the Russian Military Revolution
'Ural Federal University', 2021Co-Authors: Olzacka ElżbietaAbstract:The article examines the process of Military transformation in Russia between the sixteenth and eighteenth centuries within the framework of the Military Revolution concept. This concept, introduced by British historian Michael Roberts in 1955, was originally used to link changes in the purely Military sphere related to the introduction of gunpowder and the increased number of armed forces with changes in state structures in Western European countries. However, the Military Revolution concept can also be used to describe modernisation processes in non-European countries. Some historians have pointed out that Military reforms often lead to a holistic transformation of the socio-economic System according to European model. Others, including those dealing with the issue of the Military Revolution in Russia, focus primarily on the role of economic, social, and educational backwardness, which resulted in the construction of a modern Military System and a modern state different from that found in the West. This article attempts to compliment this historical perspective by highlighting the importance of the cultural context in the analysis of the Military modernisation in Russia. Thus, it is based mainly on secondary sources, using a cultural perspective for analysing historical processes. It explores the traditional cultural narrative - rooted in Orthodoxy and patrimonial socio-political System - which resulted in the emergence of specific beliefs about waging war and achieving Military victory, as well as, war practices which differed from those in the West. As a result, it is argued that the introduction of similar technological and organisational solutions as part of the Military Revolution process in the state of the tsars was accompanied not only by different political and socio-economic conditions but also by different values, which were reflected in the various ways of reforming the troops and their subsequent use on the battlefields