Evaluating the Navy's enlisted accessions testing program based on future talent needs

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dc.contributor.advisorSullivan, Joseph
dc.contributor.advisorLarkin, Matthew
dc.contributor.authorRiley, Shereka F.
dc.contributor.departmentBusiness & Public Policy (GSBPP)
dc.dateMar-17
dc.date.accessioned2017-05-10T16:32:01Z
dc.date.available2017-05-10T16:32:01Z
dc.date.issued2017-03
dc.description.abstractIn recent years, non-defense related industries and high-reliability organizations alike have emphasized positive teamwork traits as a part of their criteria for hiring high-quality applicants to maximize workplace efficiency. As a result of targeting these high-quality applicants and creating more efficient leadership training programs, these organizations have surpassed their competitors in their respective industries. Although the U.S. Navy is already considered to be a high-reliability organization, which is known for exceptionally high safety standards and performance, small inefficiencies in the areas of teamwork and leadership exist in the workplace. This thesis conducts a gap analysis to gauge the applicability of the Navy's current accessions testing measures to its future recruiting needs. We found that the Navy is inadequately assessing applicant skills and attributes through its primary use of cognitive testing. Personality traits or non-cognitive traits testing may be used to help the Navy identify the appropriate recruits to compose high-performance teams, particularly in the enlisted ranks. Additionally, personality traits testing may be used for Navy officer accessions to help improve the quality of leaders.en_US
dc.description.distributionstatementApproved for public release; distribution is unlimited.
dc.description.serviceLieutenant Junior Grade, United States Navyen_US
dc.description.urihttp://archive.org/details/evaluatingnavyse1094553037
dc.identifier.urihttps://hdl.handle.net/10945/53037
dc.publisherMonterey, California: Naval Postgraduate Schoolen_US
dc.rightsThis publication is a work of the U.S. Government as defined in Title 17, United States Code, Section 101. Copyright protection is not available for this work in the United States.en_US
dc.subject.authornavy recruitingen_US
dc.subject.authorDODen_US
dc.subject.authortalenten_US
dc.subject.authortalent managementen_US
dc.subject.authorteamsen_US
dc.subject.authorteamworken_US
dc.subject.authorleadershipen_US
dc.subject.authorpersonality traitsen_US
dc.subject.authortestingen_US
dc.subject.authorcognitiveen_US
dc.subject.authornoncognitiveen_US
dc.subject.authorASVABen_US
dc.subject.authorTAPASen_US
dc.subject.authorNCAPSen_US
dc.subject.authorqualificationsen_US
dc.subject.authorratingsen_US
dc.subject.authoroccupational specialtiesen_US
dc.subject.authorhigh-reliability organizationsen_US
dc.titleEvaluating the Navy's enlisted accessions testing program based on future talent needsen_US
dc.typeThesisen_US
dspace.entity.typePublication
etd.thesisdegree.disciplineManagementen_US
etd.thesisdegree.grantorNaval Postgraduate Schoolen_US
etd.thesisdegree.levelMastersen_US
etd.thesisdegree.nameMaster of Science in Managementen_US
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