Social Security Administration: Management
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1. Analyze the organizational design of the Social Security Administration's human resource management in relationship to the entire organization. Assess its strengths and weaknesses. (Title this section Organizational Design)
2. Assess the Social Security Administration in terms of its global or international linkages, highlighting its application of theory to its approach to personnel management. (Title this section Global Linkages and Personnel Management)
3. Analyze at least three (3) of the major components of the Social Security Administration's human resource system's goals and practices regarding the recruitment and hiring of a qualified workforce. (Title this section Personnel Recruitment and Hiring Practices)
4. Evaluate the Social Security Administration's approach to training and programs provided for new and existing employees for the development of knowledge, skills, and overall competencies, highlighting the strengths and weaknesses. (Title this section Employee Skills Training)
5. Recommend at least two (2) actions the Social Security Administration could take to improve in the areas of recruiting and training a qualified workforce. (Title this section Recruiting and Training Recommendations)
6. Include at least four (4) peer-reviewed references (no more than five [5] years old) from material outside the textbook. Note: Appropriate peer-reviewed references include scholarly articles and governmental Websites (Include no more than one non-government Website)
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Solution Summary
The answer to this problem explains management issues in the Social Security Administration . The references related to the answer are also included.
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In compliance with BrainMass rules this is not a hand in ready assignment but only guidance.
1. Organizational Design: The organizational design of the Social Security Administration's human resource management is that at the top are the Deputy Commissioner, Human Resources and the Assistant Deputy Commissioner, Human Resources. Reporting to them are Associate Commissioner, Office of Personnel, Associate Commissioner, Office of Labor Management & Employee Relations, Associate Commissioner Office of Civil Rights and Equal Opportunity, and Associate Commissioner, Office of Learning. The organizational design of the Social Security Administration's human resource management is functional design (3). The functions identified are personnel, labor management & employee relations, Civil Rights & Equal Opportunity, and Learning. The organizational design of the entire organization is also a functional design. There are deputy commissioners for the functions of budget/finance/quality/management, communications, disability/adjudication/review, human resources, legislation & congressional affairs, operations, retirement & disability policy, and information systems. In addition, there are the Chief Strategic Officer, Inspector General, and General Counsel. All these functional heads report to the Commissioner, Carolyn W. Colvin. The strengths of the Social Security Administration's organizational design is that it allows specialization, increases efficiency and productivity(1). Each unit including the human resources operates a self-contained organization, required to carry out its specific role. Employees who know their jobs and roles well proceed with confidence and with little mistakes. There is scope for knowledge sharing & lateral job moves. The head of the department is experienced and the employees have the opportunity to move up within their functions. For example, Reginald F. Wells is experienced in human resources and he is the Deputy Commissioner, Human Resources. The main weaknesses of this design are that even though employees in the function are very efficient, they have problems when working with other units. There can be breakdown of ...
Education
- BSc , University of Calcutta
- MBA, Eastern Institute for Integrated Learning in Management
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