SAS human resource model
Human Resources Management Framework Model (HRFRAM)
Cdr. Dr. Orhan Karasakal
Deniz Kuvvetleri K.ligi
APGE ve BILKARDES Bsk.ligi
Bakanliklar 06100 Ankara
TURKEY
E-mail: okarasa@dzkk.tsk.tr
Human Resources Management includes all processes that enable, guide, execute and control the matching of personnel supply to the jobs required i.e. “spaces vs. faces”. The aim of SAS-059 is to recommend a good approach to Defence HRM to NATO bodies, NATO and PfP nations. The documents and output pertaining from SAS-059 will prove to be invaluable to individuals seeking an understanding and appreciation of (a) the main components of Defence HRM and (b) the relationships between those components.
SAS-059 Human Resource Management FRAmework Model (HRM FRAM) describes HRM related processes throughout an organisation. HRM roles, systems and resources are not considered in the model. The FRAM does not represent a specific model currently in use in any particular country or organisation. It does, however, describe the processes, and the relationships between processes, of a successful personnel management organisation, as agreed on by the SAS-059 study members. The HRM FRAM does not aim to represent a rigid ruleset mandating how a country should conduct its HRM planning and in what order. What it does aim to do, however, is to highlight the key generic processes that should be considered in order for a country to have a comprehensive, all encapsulating, efficient and dynamic system. The output of all the functions mentioned in the model is the ‘Utilisation of Personnel’, i.e. the supply of skilled and educated personnel to the particular organisation. The functions mentioned in this model are not only relevant to HR departments, but to total personnel management systems. It is important to note that nations should not just consider their future Armed Force needs in terms of absolute value requirements. Consideration should also be made concerning the ‘shape’
Cdr. Dr. Orhan Karasakal
Deniz Kuvvetleri K.ligi
APGE ve BILKARDES Bsk.ligi
Bakanliklar 06100 Ankara
TURKEY
E-mail: okarasa@dzkk.tsk.tr
Human Resources Management includes all processes that enable, guide, execute and control the matching of personnel supply to the jobs required i.e. “spaces vs. faces”. The aim of SAS-059 is to recommend a good approach to Defence HRM to NATO bodies, NATO and PfP nations. The documents and output pertaining from SAS-059 will prove to be invaluable to individuals seeking an understanding and appreciation of (a) the main components of Defence HRM and (b) the relationships between those components.
SAS-059 Human Resource Management FRAmework Model (HRM FRAM) describes HRM related processes throughout an organisation. HRM roles, systems and resources are not considered in the model. The FRAM does not represent a specific model currently in use in any particular country or organisation. It does, however, describe the processes, and the relationships between processes, of a successful personnel management organisation, as agreed on by the SAS-059 study members. The HRM FRAM does not aim to represent a rigid ruleset mandating how a country should conduct its HRM planning and in what order. What it does aim to do, however, is to highlight the key generic processes that should be considered in order for a country to have a comprehensive, all encapsulating, efficient and dynamic system. The output of all the functions mentioned in the model is the ‘Utilisation of Personnel’, i.e. the supply of skilled and educated personnel to the particular organisation. The functions mentioned in this model are not only relevant to HR departments, but to total personnel management systems. It is important to note that nations should not just consider their future Armed Force needs in terms of absolute value requirements. Consideration should also be made concerning the ‘shape’