Differentiation in Military Human Resource Management

摘要

Under 37 United States Code 1008(b), the President of the United States isrequired to direct a review, at least every four years, of the principles and concepts of the compensation system for the members of the uniformed services. In the three decades during which this legislation has been in effect, seven quadrennial reviews have been conducted, generally under the supervision of the predecessors to what is now the Office of the Under Secretary of Defense for Personnel and Readiness. The Eighth Quadrennial Review of Military Compensation (QRMC) was chartered by the President on January 27,1995. Its staff was active from early 1995 until mid-1997. The Eighth QRMC's presidential charter called for designing a military compensation system suitable for the needs of the Department of Defense (DoD) in the twenty-first century. To accomplish this objective, the Eighth QRMC determined that a comprehensive review of military human resource management (HRM) theory and practice would be required. As a result of that review, it concluded that no one HRM system would meet the varying needs of the diverse elements within DoD, and it recommended a contingency approach based on a process of matching HRM systems to strategic organizational objectives.