Case Studies•
on August 12th, 2006•
I. Modernizing Navy Practices
The Manpower, Personnel, and Training (MPT) Enterprise recruits and trains Sailors and, then, schedules to position them in the right jobs. However, technology has not always supported these efforts. Recent advancements in human performance management and technologies now give us the ability to transition the Navy from stove-piped MPT functions to a Human Resource (HR) management approach. The foundation of this approach is creating a linkage between the actual tasks Sailors perform and the Knowledge, Skills, Abilities and Tools (KSATs) they need to be successful in their work. 
Case Studies•
on April 13th, 2006•
The Navy has embarked upon an ambitious goal called Sea Warrior – to integrate the Navy’s Manpower , Personnel, and Training organizations (MPT), both Active and Reserve, into a single, efficient, information-rich human resource management system. Its focus is on growing individuals from the moment they walk into a recruiting office through their assignments as master chiefs or flag officers, using a career continuum of training and education that gives them the tools they need to operate in an increasingly demanding and dynamic environment. Through Sea Warrior , Navy Detailers can identify Sailors’ precise capabilities and match them to well-articulated job requirements that far exceed the simplistic criteria used today. In addition, by using the system, the Navy will implement different types of incentives and flexible rotation dates and move the Navy toward a job-based compensation system.
ARLINGTON, Va. (NNS) — The Office of Civilian Human Resources (OCHR) and Navy Civilian Community Management (CCM) are partnering to identify Navy civilian employees’ competencies, with CCM collecting the data and performing the analysis needed to identify competencies for each of the 21 civilian communities within the Navy.
A key to understanding the Navy’s capabilities is knowing what competencies civilians have, said Deputy Assistant Secretary of the Navy for Civilian Human Resources Patricia Adams.
Case Studies•
on June 27th, 2004•
CHALLENGE (S) INITIATIVE SEEKS TO ADDRESS
A strategic model was developed to support Oklahoma’s comprehensive workforce development system. This model identified the need for a skill alignment process, which would identify and align Oklahoma business skill needs with local labor force skill sets. This process would then feed into a skill development process as well as a refined labor exchange process. The skill development process would allow for the creation of appropriate skills development opportunities for emerging, incumbent and transitional workers. The refined labor exchange process would foster the creation of employment opportunities with prospective employees to create a successful job match
Case Studies•
on October 9th, 2002•
Taconite University – or TacU – was one of five Targeted Industry Partnerships (TIP’s) initiated by the Minnesota State Legislature and the Minnesota State Colleges and Universities (MnSCU) system.
This particular TIP was aimed at several educational, training, workforce, and communications objectives relating to the mining industry in northeastern Minnesota:
