![]() ![]() Preference - Interests, career ambitions, and personal life goals. Skill - a person’s proficiency and ability to perform a job-related activity that contributes to effective performance or learning.īehavior - a person’s values, attitudes, and temperament as evidenced through their actions. Knowledge - A topically organized set of facts and information acquired by a person through experience, education, or training, which supports work related performance. It is important to note however, that a team of Army scientists and practitioners from multiple disciplines have invested a significant amount of time and resources to ensure our definitions and lexicon are linked with civilian talent management lexicon outside the Army, while also ensuring its linkage to our existing Army publications and doctrine. ![]() ![]() This weighs so heavily within Army talent management principles the Army included preference in the KSB-P lexicon as well as ensured that preference from both officers and units is a primary factor in slating officers during ATAP. The Army places great importance on preference within an officer or Soldier’s career. The Army has made a conscious decision to deviate from the traditional KSAO lexicon and adopted KSB-P for our talent management purposes. Desired KSB-Ps are the attributes which may be helpful or nice to have but not a requirement to be successful in the position” ( CDRs Guide to ATAP, 6 ). “Required KSB-Ps are the attributes which are a must-have prior to assuming the position. KSAOs have assisted the civilian sector in hiring actions as well as internal and external talent management efforts. In the civilian world, they have been used for years under the moniker of Knowledge, Skills, Abilities, and Other Characteristics (KSAOs), and in terms of research and science, KSAOs have been the language of civilian personnel systems for the better part of a century. ![]() KSBs are not new to personnel management. To better understand KSB-Ps, a brief overview of their origins is helpful. The goal of this article is to demystify KSB-Ps for officers, so they feel comfortable and confident using them during the ATAP market. The impact of KSB-Ps on both units and officers are pervading all facets of the Army to include how the Army acquires, develops, employs and retains talent. Underlying these changes are data points and metrics within an officer’s talent profile known as Knowledge, Skills, Behaviors, and Preferences (KSB-Ps). The changes you are seeing include, but are not limited to, a new assignment process known as the Army Talent Alignment Process (ATAP), new initiatives to create flexible and stable career paths for officers, new assessments to test and validate the cognitive and non-cognitive skills of our officers, and new promotion authorities which allow for the merit-based promotion of our Officer Corps. Talent Management is about modernizing the Army’s personnel management systems and methods, and it is about getting the right person in the right job, at the right time (over time). Talent Management is the buzzword behind all of the changes to officer personnel management over the last few years. ![]()
0 Comments
Leave a Reply. |
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |