Fort Polk, LA to Fort Hood, Realignment of the 5th Infantry Division (mechanized) PDF Download
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Author:
Publisher:
ISBN:
Category :
Languages : en
Pages : 316
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Book Description
Author:
Publisher:
ISBN:
Category :
Languages : en
Pages : 316
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Book Description
Author: United States
Publisher:
ISBN:
Category : Four Confederated Bands of Pawnees
Languages : en
Pages : 450
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Author:
Publisher: Department of the Army
ISBN:
Category : History
Languages : en
Pages : 202
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Book Description
A History of Army Communications and Electronics at Fort Monmouth, New Jersey, 1917-2007 chronicles ninety years of communications-electronics achievements carried out by the scientists, engineers, logisticians and support staff at Fort Monmouth, NJ. From homing pigeons to frequency hopping tactical radios, the personnel at Fort Monmouth have been at the forefront of providing the U.S. Army with the most reliable systems for communicating battlefield information. Special sections of the book are devoted to ground breaking achievements in "Famous Firsts", as well as "Celebrity Notes", a rundown on the notable and notorious figures in Fort Monmouth history. The book also includes information on commanding officers, tenants and post landmarks.
Author: Mark Hanna
Publisher:
ISBN:
Category : Digital communications
Languages : en
Pages : 4
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Book Description
A large step toward Information Age war-fighting was completed in March at the Army's National Training Center (NTC), Fort Irwin, Calif. The Army's Experimental Force (EXFOR)-the world's first digitized ground force, the 1st Brigade, 4th Infantry Division (Mechanized)-deployed to the harsh conditions of the Mojave Desert at Ft. Irwin for an intensive, realistic war-fighting exercise against the NTC's vaunted Opposing Force (OPFOR), the 11th Armored Cavalry Regiment. The exercise was the culminating event of the TF XXI Advanced Warfighting Experiment (AWE)-a key part of the Army's Force XXI process of continuous experimentation and transformation which will result in Army XXI-the digitized force for the 21st Century.
Author:
Publisher:
ISBN:
Category : Military planning
Languages : en
Pages : 24
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Book Description
Author: Gerald D. Skidmore
Publisher: HPN Books
ISBN: 1935377264
Category : History
Languages : en
Pages : 193
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Book Description
A history of Killeen, Texas, written by Gerald D. Skidmore, who was managing editor of the Killeen Daily Herald for 42 years and worked 13 years for the Killeen Chamber of Commerce.
Author:
Publisher: DIANE Publishing
ISBN: 1428911162
Category : Military planning
Languages : en
Pages : 311
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Book Description
Author: Benjamin King
Publisher: Combat Studies Institute Press
ISBN:
Category : Technology & Engineering
Languages : en
Pages : 132
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Book Description
"[This book] is a short history of the US Army Training and Doctrine Command (TRADOC) as it is completing four decades of organizational existence"--P. iv.
Author: Boyd L. Dastrup
Publisher: Combat Studies Institute Press
ISBN: 9780983722601
Category : Artillery, Field and mountain
Languages : en
Pages : 334
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Book Description
Author: Casey Wardynski
Publisher:
ISBN:
Category : Political Science
Languages : en
Pages : 50
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Book Description
The U.S. Army has always touted itself as a capstone developmental experience and still does so today- You made them strong-we'll make them Army Strong. The Army is almost universally acknowledged as an organization that powerfully develops talent in areas such as leadership, teamwork behavior, work ethics, adaptability, fitness, and many others. Yet despite this well-earned reputation, the Army must remain vigilant. Authorized strength and inventory mismatches, an inverse relationship between responsibility and formal developmental time, and sparse non-operational development opportunities are serious challenges that the Army must address. Developing talent is important in all high performing organizations, but it is particularly critical to the Army for several reasons. First, the mission of fighting and winning wars requires truly championship-level talent-America's national security depends on it. Second, Americans entrust the very lives of their sons and daughters to the Army-they deserve to be led by superstars. And third, limited lateral entry into midcareer and senior level officer positions means the Army cannot rely upon poaching talent from outside organizations as corporate America does. Instead, the Army must retain and continuously develop its entrylevel talent to meet present and future demands. Army officers are hungry for the development needed to reach their full potential and perform optimally. When they do not get it, they seek it in the private sector. This is why officer developmental programs must be tailored to the needs of every talented individual. In this way, the Army can both deepen and broaden its overall talent distribution, mitigating risk in an increasingly uncertain and rapidly changing operating environment. Current practice, however, generally shunts officers down conventional career paths and through standardized "gates," regardless of their unique talents, experience, or needs. Meeting future challenges may well require a new way of doing business, a comprehensive developmental strategy rooted in sound theory. Several pioneers in the human capital field have provided a ready foundation for such a strategy. Their work demonstrates the criticality of continuing education, genuinely useful evaluations, and properly valued signals to the creation of an outstanding developmental climate. Considering officer development within this context moves the Army beyond a focus upon formal training and education. While these are certainly important, managing the nexus of individual talents and rapidly changing organizational requirements calls for careful attention to many other developmental factors. These include professional networks, mentorship and peer relationships, tenure, individual learning styles, as well as diversity of thought, experience, and culture. Lastly, to reap the full benefit of any developmental strategy, the Army must capture information on the multitude of talents that its officers possess. The uniqueness of each individual cannot be captured via skill identifiers and career field designations alone. Instead, the Army needs a mechanism to track talent development over time, gauging both its breadth and depth. Only then will it be able to effectively employ talent, the subject of the next and final monograph in this series.
