PAD 599 Conclusion Paper

CIL Human Resource Management

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Institution

In Central Intelligence Agency, some of the important people involved are the Human Resource Officers who aid the CIA in carrying out and supporting global intelligence actions. Since the experts are trusted, they become the major partner to the CIA. Some of the main roles of the officers are planning, talent attainment, staffing and choosing, workers development, performance management and retention among many others. Moreover, the join with the high officials in developing, implementing and determining the human resource policies, plans and methods that cooperate with CIA and Intelligence talent projects. The paper describes the CIA human resource management systems and processes and also provides ways in which the systems are improved.

The main aim of CIA is to take, analyze and assess outside intelligence to help the president and the high administrative policy makers in making decisions that concern to national security (Brewster et al., 2016). Some steps are adhered to in ensuring that this sensitive sector operates according to the plans put in place. Together with the human resource officers, the team points out the problem influencing the security of the nation. For example, they could investigate on the plans that the terrorists are planning against the nation. They then plan on how to collect the information. In collecting the information, several methods could be used. One of the methods is translating the foreign print media information which acts as an open source. The imagery satellites also take pictures from above, and the image experts provide reports based on what they see for example the number of airplanes that they have identified in the air. While the signal analysts evaluate the coded information, the operational officers include outsiders to provide vital information about their nation.

After the information is collected, it is fully evaluated, and the relevant information is taken into account. In evaluating, some of the actions include determining what might take place, the reason for taking place, time of occurrence and the impact on the nation. Notably, political issues are not involved in analyzing of information. The information is provided to the president every day and also to the intelligence team. CIA analysts, together with the human resource officers, do not form policies since the recommendations are left for other organizations for example State Department or Department of Defense. However, these bodies utilize the information that is given by the analysts. Notably, CIA is not a law enforcement institution since that is the responsibility of the FBI though they work together.

Some requirements must be attained for one to be considered a human resource officer in CIA. One must be a holder of a Bachelor’s degree in one of the human resource disciplines. The person must also have attained experience in establishing interpersonal associations and effective in problem-solving and work management. Also, the person must have adapted working without supervision and doing work keenly since intelligence is a sensitive sector (Wilensky 2015). The person must also be equipped with technological tools especially the ones involving information. Apart from that, the person should have acquired the basic information on projects management and have the capability to interpret the business rules. Finally, the applicant ought to learn how to implement and use the human resource software.

CIA has not fully become effective which means that there is room for improvement. One of the areas that require improvement is on the association between the analysts and the policy makers. Where the analysts get close to the policy makers, they tend to provide reports according to the official's expectations and not what is happening on the ground. This leads to wrong decisions being made and the enemies could get a chance to get into the nation. Notably, when the analysts are too far from the policy makers, their information is less considered as well. This is an area that ought to be an advancement to ensure that the analysts are not closely associated with the policy makers and at the same time, their information, which is the foundation for policies is considered. The other area of improvement is the quality of information. The analysts have to ensure that the information given to the policy developers is of quality. Quality information helps the policy makers gain confidence in the information given, and they get determined to make decisions concerning the security of the nation. Therefore, the information technology tools used should be effective and the information collected in the right ways to convince the law makers that it is the condition of the nation. Also, the intelligence must be made to reduce its distance with policy making process. This is to ensure that the policies that are put into place follow the required processes so that the system can be effective and to ensure that the citizens get to develop confidence about being protected by the state (Lowenthal 2016).

In conclusion, basing the paper on the human resource management systems and processes, it is clear that this is a sensitive sector in the nation and the right processes, as well as improvements, should be implemented to ensure that intelligence is maintained.

References

Brewster, C., Houldsworth, E., Sparrow, P., & Vernon, G. (2016). International human resource management. Kogan Page Publishers.

Wilensky, H. L. (2015). Organizational intelligence: Knowledge and policy in government and industry (Vol. 19). Quid Pro Books.

Lowenthal, M. M. (2016). Intelligence: From secrets to policy. CQ press.