човешките ресурси – -Translation – Keybot Dictionary

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  2 Treffer www.electroniccenter.it  
Оперативна програма „Развитие на човешките ресурси
Human Resources Development Operational Programme
  4 Treffer www.hug-foodservice.ch  
Това стана ясно на среща, на която бяха отчетени резултатите по общинския проект „Шанс за по-добър живот”. Той е на стойност 641 хил.лева, финансиран от ОП”Развитие на човешките ресурси”, като подкрепата е изцяло безвъзмездна.
Darik News reports, that 46 children and youth with disabilities are being cared for in Dobrich in four family type residential centers.  This became clear at a meeting noting the results from a municipality project called "Chance for a Better Life".  The project is budgeted at 641,000 Bulgarian leva and is financed by the OP "Development of Human Resources", with the support being in entirely in the form of a grant.
  13 Treffer www.euinside.eu  
Оттам ние ще разберем и какво да правим с човешките ресурси, какъв профил на квалификация и преквалификация, за да може тези човешки ресурси да бъдат полезни на новите насоки на развитие на икономиката след кризата
Our economy has no profile. They say the economies of all member states will be very different. This will help us realise what we should do with our human resources, what profile of qualification and training the economy would need, so that these human resources could be useful to the new direction of economy's development after the crisis
  www.pure-delight.at  
Развитие на човешките ресурси
A helipad in Sofia
  www.chim.upt.ro  
Adecco Полша – клон на Adecco Global, световен лидер в областта на човешките ресурси.
NetSol Technologies Inc. Pakistan, an international IT provider for the finance and leasing industry
  2 Treffer www.iasoglobal.com  
Развитие на човешките ресурси
Human resources development
  2 Treffer www.xiongyingly.com  
Развитие на човешките ресурси
Human resources development
  7 Treffer bscc.bg  
3. Изготвяне на проектни предложения пред български и международни финансиращи програми и институции – Оперативни програми Конкурентоспособност, Регионално развитие, Административен капацитет, Развитие на човешките ресурси;
3. Preparation of project proposals to the Bulgarian and international funding programs and institutions - OP Competitiveness, Regional Development, Administrative Capacity, Human Resources Development;
  10 Treffer www.baitushum.kg  
Експертите ни в областта на човешките ресурси са специализирани да предоставят услуги, както на компании, които търсят нови служители и управляват персонал, така и на индивидуални потребители, които търсят нова месторабота и се нуждаят от лично или групово кариерно консултиране.
Our human resources professionals are specialized in consulting the companies looking for new employees regarding the recruitment process, staff management and social benefits as well as individual jobseekers in the decision making process for career choice through individual and group career consulting.
  7 Treffer www.bscc.bg  
3. Изготвяне на проектни предложения пред български и международни финансиращи програми и институции – Оперативни програми Конкурентоспособност, Регионално развитие, Административен капацитет, Развитие на човешките ресурси;
3. Preparation of project proposals to the Bulgarian and international funding programs and institutions - OP Competitiveness, Regional Development, Administrative Capacity, Human Resources Development;
  20 Treffer archive.eufunds.bg  
Развитие на човешките ресурси
Human Resources Development
  2 Treffer www.esc.bg  
2001 – 2003 г. – магистратура “Управление на човешките ресурси”, Пловдивски университет “Паисий Хилендарски”
2001-2003 - Master in Human Resource Management, Plovdiv University “Paisii Hilendarski”
  2 Treffer www.dessata.com  
Развитие на административния капацитет, човешките ресурси и специализираното образование
Capacity building, development of HR and specialized education
  23 Treffer www.bilsp.org  
Развитие на човешките ресурси
Human Resources Development
  4 Treffer www.bestongroup.com  
Управление на човешките ресурси
Human resource management
  10 Treffer naxoshotels.gr  
Завършил е специалност “Счетоводство и банкиране” и има следдипломна квалификация по управление на човешките ресурси.
He has a degree in Accountancy & Banking and a postgraduate certificate in HRM.
  171 Treffer www.opac.government.bg  
Това е общ проект на Министерството на регионалното развитие в Полша (Управляващ орган на Оперативна програма „Човешки капитал”), Министерството на финансите в България (Управляващ орган на Оперативна програма „Административен капацитет”), Министерството на вътрешните работи, децентрализацията и електронното управление в Гърция (Управляващ орган на Оперативна програма „Реформа в публичната администрация”), Министерството на финансите в Литва (Управляващ орган на Оперативна програма „Човешки ресурси”), Министерството на администрацията и вътрешните работи в Румъния (Управляващ орган на Оперативна програма „Административен капацитет за развитие”) и Министерството на труда и социалната политика в Чехия (Управляващ орган на Оперативна програма „Развитие на човешките ресурси”).
Among the participants in the seminar were experts in the sphere of offering of electronic services, knowledge and information management, and in the sphere of electronic identification, as well as experts from the European structural funds, from the administration and from the non-governmental sector, the academic circles and the businesses, representatives from the countries that are partners under this projects, from other EU member-countries, and from the European Commission.
  recerca.upc.edu  
Тя улеснява сътрудничеството между звената, управлението на връзките и договорите с клиентите и доставчиците, управлението на връзките с институциите и съответствието с регулациите, управлението на запасите и суровините и материалите, резервните части и готовата продукция, транспорта и специализираната техника, управлението на човешките ресурси и техните характеристики, социалното осигуряване и заплащането, както и общия проектен мениджмънт.
The system provides a connecting function that supports in real time all activities and processes in building organizations of any type and size. It facilitates the cooperation between the units, the management of relations and contracts with customers and suppliers, the management of relations with the institutions and the compliance with the regulations, management of stocks and raw materials and equipment, spare parts and finished products, transport and specialized equipment, management of human resources and their characteristics, social security and salaries , as well as general project management. The product includes data collection, storage, analysis, documentation and dissemination to internal and external stakeholders.
  6 Treffer access2eufinance.ec.europa.eu  
Скоро ще бъдат въведени редовни годишни процедури за подбор на договорно наети лица за ограничен брой общи профили като секретари, административен персонал, персонал в областта на човешките ресурси, финансови мениджъри, одитори, специалисти в областта на информационните технологии и телекомуникациите.
Regular annual selection procedures of contract staff for a limited number of generalist profiles such as secretaries, administrative staff, human resources staff, financial managers, auditors, IT and telecommunications specialists, will be introduced soon.
Des procédures de sélection annuelles d'agents contractuels seront bientôt introduites pour un nombre limité de profils «généralistes»: secrétaires, personnel administratif, personnel spécialisé dans les ressources humaines, gestionnaires financiers, auditeurs, spécialistes en informatique et télécommunications, etc.
In Kürze werden regelmäßige jährliche Ausleseverfahren für Vertragsbedienstete für eine begrenzte Zahl allgemeiner Berufsprofile eingeführt. Diese betreffen Sekretariats- und Verwaltungsaufgaben, Personalwesen, Finanzverwaltung, Rechnungsprüfung sowie Informations- und Kommunikationstechnologien.
Pronto se iniciarán procedimientos anuales periódicos para la selección de agentes contractuales de perfil general en un número limitado de campos como secretaría, personal administrativo, recursos humanos, gestores financieros, auditores o expertos en informática y telecomunicaciones.
Tra breve verranno introdotte procedure annuali di selezione di personale a contratto per un numero limitato di profili generici tra cui: personale di segreteria, personale amministrativo, personale addetto alle risorse umane, amministratori finanziari, revisori, esperti di informatica e di telecomunicazioni.
Brevemente, passarão a ser organizados regularmente processos de seleção anuais de agentes contratuais para um número limitado de perfis de generalistas, tais como, secretários, pessoal administrativo, gestores de recursos humanos, gestores financeiros, auditores, especialistas de informática e telecomunicações.
Σύντομα θα θεσπιστούν τακτικές ετήσιες διαδικασίες επιλογής συμβασιούχων για περιορισμένο αριθμό κατηγοριών γενικών καθηκόντων, όπως γραμματείς, διοικητικοί υπάλληλοι, προσωπικό υπηρεσιών ανθρωπίνων πόρων, οικονομικοί διεθυντές, ελεγκτές και ειδικοί τεχνολογίας πληροφοριών (ΤΠ) και τηλεπικοινωνιών.
Voor een beperkt aantal algemene profielen zoals secretariaats- en administratieve medewerkers, HR-personeel, financieel managers, accountants en ICT-personeel, vindt voortaan jaarlijks een selectieprocedure plaats.
V dohledné době budou zavedena každoroční výběrová řízení na pozice smluvních zaměstnanců pro omezený počet všeobecných pracovních profilů, jako jsou pracovníci sekretariátu, administrátoři, pracovníci z oblasti lidských zdrojů, finanční manažeři, auditoři a odborníci z oblasti IT a telekomunikace.
Der vil snart blive indført årlige regelmæssige udvælgelsesprøver for kontraktansatte inden for en række generalistprofiler såsom sekretærer, administrativt personale, personaleressourcer, finansielle forvaltere, revisorer og it- og telekommunikationsspecialister.
Peagi hakatakse korraldama korrapäraseid iga-aastaseid lepinguliste töötajate valikumenetlusi üldist laadi ametikohtadele nagu sekretärid, haldustöötajad, personalitöötajad, finantsjuhid, audiitorid, IT ja telekommunikatsiooni spetsialistid.
Sopimussuhteisen henkilökunnan tavanomaisesta vuotuisesta valintamenettelystä tietyille yleisaloille, kuten sihteeritehtävät, hallinto, henkilöstöhallinto, varainhoito, tilintarkastus, tietotekniikka ja televiestintä, ilmoitetaan lähiaikoina.
Rövidesen megindítjuk az éves kiválasztási eljárásokat, amelyek célja korlátozott számú általános profilú szerződéses munkatársak (titkárok, igazgatási tisztviselők, HR-munkatársak, pénzügyi tisztviselők, auditorok, valamint számítástechnikai és telekommunikációs szakemberek) kiválasztása.
Wkrótce wprowadzone zostaną regularne, coroczne procedury naboru pracowników na stanowiska o charakterze ogólnym, tj. sekretarskie, administracyjne, w dziedzinie zasobów ludzkich, zarządzania finansami, audytu oraz specjalistów w dziedzinie IT i telekomunikacji.
În curând se vor organiza proceduri anuale de selecţie a personalului contractual, în anumite domenii generale precum: secretariat, administraţie, resurse umane, gestionare financiară, audit, IT şi telecomunicaţii.
V blízkej budúcnosti sa majú zaviesť pravidelné každoročné výberové konania zmluvných zamestnancov na obmedzený počet všeobecných profilov, ako sú sekretári, administratívni zamestnanci, zamestnanci v oblasti ľudských zdrojov, finanční manažéri, audítori, špecialisti na IT a telekomunikáciu.
Kmalu bodo uvedeni redni letni izbirni postopki za pogodbene uslužbence za omejeno število splošnih delovnih mest, denimo za tajnike, upravno-administrativno osebje, kadrovsko osebje, finančne vodje, revizorje, strokovnjake za računalništvo in telekomunikacije.
Snart kommer vi att införa regelbundna årliga urvalsprocesser för kontraktsanställda med vissa allmänna yrkesprofiler som sekreterare, administrativ personal, personaladministratörer, ekonomiansvariga, revisorer och it- och telekomspecialister.
Drīz regulāri notiks gadskārtējas atlases procedūras, kurās izraudzīsies ierobežotu līgumdarbinieku skaitu profesijās, kurās ir vajadzīgas vispārīgas zināšanas, piemēram, sekretāriem, administratīvajiem darbiniekiem, personāla nodaļas darbiniekiem, ekonomistiem, revidentiem, datorspeciālistiem un telekomunikāciju speciālistiem.
Dalwaqt se jiġu introdotti proċeduri ta' selezzjoni regolari għal staff b'kuntratt għal għadd limitat ta' profili ġenerali bħal segretarji, staff amministrattiv, riżorsi umani, maniġers finanzjarji, awdituri u speċjalisti tal-IT u t-telekomunikazzjonijiet.
Nósanna imeachta roghnúcháin bliantúla rialta d'fhoireann ar conradh do líon teoranta próifílí ginearálaithe amhail rúnaithe, foireann riaracháin, foireann acmhainní daonna, bainisteoirí airgeadais, iniúchóirí, speisialtóirí TF agus teilchumarsáide, tabharfar isteach iad go luath.
  ec.europa.eu  
Българската държавна администрация получава подкрепа чрез проект, финансиран по линия на ЕСФ, за модернизиране на управлението на човешките ресурси.През 2013 г. ще стартира единен информационен портал, който ще подобри в значителна степен вътрешния подбор, идентифицирането на нуждите от обучение и наемането на държавни служители.Това ще даде възможност на служителите бързо да откриват свободните позиции, от които се интересуват, а същевременно ведомствата ще могат да откриват – по един прозрачен начин – необходимите експерти за конкретни задачи.Чрез проследяване на индивидуалното кариерно развитие, системата ще мотивира служителите да показват добри резултати, като в същото време мениджърите по човешки ресурси ще могат да откриват хора с потенциал.Инициативата е в съответствие с основната цел на правителството за изграждане на модерна държавна администрация – около 300 служители и ръководители от звената по човешки ресурси от цяла България ще бъдат обучени за работа със системата.
Government administration is getting a boost in Bulgaria with an ESF co-funded project for modernising human resources management. A single information portal is to be launched in 2013 which will greatly improve the internal selection, training needs and deployment of civil servants. This will allow staff to quickly identify vacancies of interest, while the administration can find – in a transparent manner – the expertise needed for particular tasks. By tracking individual career development, the system will motivate staff to perform well, while allowing HR managers to identify those with potential. The initiative is in line with the government’s goal to build a modern state administration – some 300 HR administrators from across Bulgaria will be trained to use the system.
L’administration bulgare bénéficie d’un coup de pouce grâce à un projet, cofinancé par le FSE, de modernisation de la gestion des ressources humaines. Un portail d’information unique, dont le lancement est prévu en 2013, améliorera grandement la sélection interne des fonctionnaires, la réponse à leurs besoins en formation et leur déploiement. Le portail permettra aux membres du personnel d’identifier rapidement les postes vacants susceptibles de les intéresser, et à l’administration de trouver – de manière transparente – des personnes disposant de l’expertise nécessaire pour des tâches particulières. Le système, grâce à sa fonction de suivi de l’évolution de carrière individuelle, incitera le personnel à exécuter ses missions de façon satisfaisante et permettra aux responsables des RH d’identifier les collaborateurs présentant un haut potentiel. Cette initiative est conforme à l’objectif que s’est fixé le gouvernement de mettre sur pieds une administration d’État moderne – quelque 300 administrateurs des RH répartis dans toute la Bulgarie seront formés à l’utilisation du système.
Die staatliche Verwaltung Bulgariens wird durch ein vom ESF kofinanziertes Projekt für die Modernisierung der Personalverwaltung unterstützt. Im Jahr 2013 wird ein einheitliches Informationsportal eingerichtet, das die interne Auswahl der öffentlichen Bediensteten deutlich verbessern wird; auch das Erkennen von Weiterbildungs-Anforderungen und der Einsatz an der richtigen Arbeitsstelle werden dadurch optimiert. Auf diese Weise können die Mitarbeiter für sie interessante offene Stellen direkt erfassen, während die Verwaltung auf transparente Art und Weise die Arbeitskräfte ausfindig machen kann, deren Erfahrung sich für eine bestimmte Aufgabe eignet. Durch die Auswertung der beruflichen Entwicklung der einzelnen Mitarbeiter motiviert das System diese, bessere Leistungen zu erbringen. Außerdem kann die Personalverwaltung mithilfe des Systems diejenigen mit Potenzial ausmachen. Die Initiative entspricht auch dem Ziel der Regierung, eine moderne staatliche Verwaltung einzurichten; daher werden rund 300 Personalverwalter aus ganz Bulgarien im Umgang mit diesem System geschult.
Government administration is getting a boost in Bulgaria with an ESF co-funded project for modernising human resources management. A single information portal is to be launched in 2013 which will greatly improve the internal selection, training needs and deployment of civil servants. This will allow staff to quickly identify vacancies of interest, while the administration can find – in a transparent manner – the expertise needed for particular tasks. By tracking individual career development, the system will motivate staff to perform well, while allowing HR managers to identify those with potential. The initiative is in line with the government’s goal to build a modern state administration – some 300 HR administrators from across Bulgaria will be trained to use the system.
Government administration is getting a boost in Bulgaria with an ESF co-funded project for modernising human resources management. A single information portal is to be launched in 2013 which will greatly improve the internal selection, training needs and deployment of civil servants. This will allow staff to quickly identify vacancies of interest, while the administration can find – in a transparent manner – the expertise needed for particular tasks. By tracking individual career development, the system will motivate staff to perform well, while allowing HR managers to identify those with potential. The initiative is in line with the government’s goal to build a modern state administration – some 300 HR administrators from across Bulgaria will be trained to use the system.
Government administration is getting a boost in Bulgaria with an ESF co-funded project for modernising human resources management. A single information portal is to be launched in 2013 which will greatly improve the internal selection, training needs and deployment of civil servants. This will allow staff to quickly identify vacancies of interest, while the administration can find – in a transparent manner – the expertise needed for particular tasks. By tracking individual career development, the system will motivate staff to perform well, while allowing HR managers to identify those with potential. The initiative is in line with the government’s goal to build a modern state administration – some 300 HR administrators from across Bulgaria will be trained to use the system.
Government administration is getting a boost in Bulgaria with an ESF co-funded project for modernising human resources management. A single information portal is to be launched in 2013 which will greatly improve the internal selection, training needs and deployment of civil servants. This will allow staff to quickly identify vacancies of interest, while the administration can find – in a transparent manner – the expertise needed for particular tasks. By tracking individual career development, the system will motivate staff to perform well, while allowing HR managers to identify those with potential. The initiative is in line with the government’s goal to build a modern state administration – some 300 HR administrators from across Bulgaria will be trained to use the system.
Government administration is getting a boost in Bulgaria with an ESF co-funded project for modernising human resources management. A single information portal is to be launched in 2013 which will greatly improve the internal selection, training needs and deployment of civil servants. This will allow staff to quickly identify vacancies of interest, while the administration can find – in a transparent manner – the expertise needed for particular tasks. By tracking individual career development, the system will motivate staff to perform well, while allowing HR managers to identify those with potential. The initiative is in line with the government’s goal to build a modern state administration – some 300 HR administrators from across Bulgaria will be trained to use the system.
Government administration is getting a boost in Bulgaria with an ESF co-funded project for modernising human resources management. A single information portal is to be launched in 2013 which will greatly improve the internal selection, training needs and deployment of civil servants. This will allow staff to quickly identify vacancies of interest, while the administration can find – in a transparent manner – the expertise needed for particular tasks. By tracking individual career development, the system will motivate staff to perform well, while allowing HR managers to identify those with potential. The initiative is in line with the government’s goal to build a modern state administration – some 300 HR administrators from across Bulgaria will be trained to use the system.
Government administration is getting a boost in Bulgaria with an ESF co-funded project for modernising human resources management. A single information portal is to be launched in 2013 which will greatly improve the internal selection, training needs and deployment of civil servants. This will allow staff to quickly identify vacancies of interest, while the administration can find – in a transparent manner – the expertise needed for particular tasks. By tracking individual career development, the system will motivate staff to perform well, while allowing HR managers to identify those with potential. The initiative is in line with the government’s goal to build a modern state administration – some 300 HR administrators from across Bulgaria will be trained to use the system.
Government administration is getting a boost in Bulgaria with an ESF co-funded project for modernising human resources management. A single information portal is to be launched in 2013 which will greatly improve the internal selection, training needs and deployment of civil servants. This will allow staff to quickly identify vacancies of interest, while the administration can find – in a transparent manner – the expertise needed for particular tasks. By tracking individual career development, the system will motivate staff to perform well, while allowing HR managers to identify those with potential. The initiative is in line with the government’s goal to build a modern state administration – some 300 HR administrators from across Bulgaria will be trained to use the system.
Government administration is getting a boost in Bulgaria with an ESF co-funded project for modernising human resources management. A single information portal is to be launched in 2013 which will greatly improve the internal selection, training needs and deployment of civil servants. This will allow staff to quickly identify vacancies of interest, while the administration can find – in a transparent manner – the expertise needed for particular tasks. By tracking individual career development, the system will motivate staff to perform well, while allowing HR managers to identify those with potential. The initiative is in line with the government’s goal to build a modern state administration – some 300 HR administrators from across Bulgaria will be trained to use the system.
Government administration is getting a boost in Bulgaria with an ESF co-funded project for modernising human resources management. A single information portal is to be launched in 2013 which will greatly improve the internal selection, training needs and deployment of civil servants. This will allow staff to quickly identify vacancies of interest, while the administration can find – in a transparent manner – the expertise needed for particular tasks. By tracking individual career development, the system will motivate staff to perform well, while allowing HR managers to identify those with potential. The initiative is in line with the government’s goal to build a modern state administration – some 300 HR administrators from across Bulgaria will be trained to use the system.
Government administration is getting a boost in Bulgaria with an ESF co-funded project for modernising human resources management. A single information portal is to be launched in 2013 which will greatly improve the internal selection, training needs and deployment of civil servants. This will allow staff to quickly identify vacancies of interest, while the administration can find – in a transparent manner – the expertise needed for particular tasks. By tracking individual career development, the system will motivate staff to perform well, while allowing HR managers to identify those with potential. The initiative is in line with the government’s goal to build a modern state administration – some 300 HR administrators from across Bulgaria will be trained to use the system.
Government administration is getting a boost in Bulgaria with an ESF co-funded project for modernising human resources management. A single information portal is to be launched in 2013 which will greatly improve the internal selection, training needs and deployment of civil servants. This will allow staff to quickly identify vacancies of interest, while the administration can find – in a transparent manner – the expertise needed for particular tasks. By tracking individual career development, the system will motivate staff to perform well, while allowing HR managers to identify those with potential. The initiative is in line with the government’s goal to build a modern state administration – some 300 HR administrators from across Bulgaria will be trained to use the system.
Government administration is getting a boost in Bulgaria with an ESF co-funded project for modernising human resources management. A single information portal is to be launched in 2013 which will greatly improve the internal selection, training needs and deployment of civil servants. This will allow staff to quickly identify vacancies of interest, while the administration can find – in a transparent manner – the expertise needed for particular tasks. By tracking individual career development, the system will motivate staff to perform well, while allowing HR managers to identify those with potential. The initiative is in line with the government’s goal to build a modern state administration – some 300 HR administrators from across Bulgaria will be trained to use the system.
Government administration is getting a boost in Bulgaria with an ESF co-funded project for modernising human resources management. A single information portal is to be launched in 2013 which will greatly improve the internal selection, training needs and deployment of civil servants. This will allow staff to quickly identify vacancies of interest, while the administration can find – in a transparent manner – the expertise needed for particular tasks. By tracking individual career development, the system will motivate staff to perform well, while allowing HR managers to identify those with potential. The initiative is in line with the government’s goal to build a modern state administration – some 300 HR administrators from across Bulgaria will be trained to use the system.
Government administration is getting a boost in Bulgaria with an ESF co-funded project for modernising human resources management. A single information portal is to be launched in 2013 which will greatly improve the internal selection, training needs and deployment of civil servants. This will allow staff to quickly identify vacancies of interest, while the administration can find – in a transparent manner – the expertise needed for particular tasks. By tracking individual career development, the system will motivate staff to perform well, while allowing HR managers to identify those with potential. The initiative is in line with the government’s goal to build a modern state administration – some 300 HR administrators from across Bulgaria will be trained to use the system.
Government administration is getting a boost in Bulgaria with an ESF co-funded project for modernising human resources management. A single information portal is to be launched in 2013 which will greatly improve the internal selection, training needs and deployment of civil servants. This will allow staff to quickly identify vacancies of interest, while the administration can find – in a transparent manner – the expertise needed for particular tasks. By tracking individual career development, the system will motivate staff to perform well, while allowing HR managers to identify those with potential. The initiative is in line with the government’s goal to build a modern state administration – some 300 HR administrators from across Bulgaria will be trained to use the system.
Government administration is getting a boost in Bulgaria with an ESF co-funded project for modernising human resources management. A single information portal is to be launched in 2013 which will greatly improve the internal selection, training needs and deployment of civil servants. This will allow staff to quickly identify vacancies of interest, while the administration can find – in a transparent manner – the expertise needed for particular tasks. By tracking individual career development, the system will motivate staff to perform well, while allowing HR managers to identify those with potential. The initiative is in line with the government’s goal to build a modern state administration – some 300 HR administrators from across Bulgaria will be trained to use the system.
Government administration is getting a boost in Bulgaria with an ESF co-funded project for modernising human resources management. A single information portal is to be launched in 2013 which will greatly improve the internal selection, training needs and deployment of civil servants. This will allow staff to quickly identify vacancies of interest, while the administration can find – in a transparent manner – the expertise needed for particular tasks. By tracking individual career development, the system will motivate staff to perform well, while allowing HR managers to identify those with potential. The initiative is in line with the government’s goal to build a modern state administration – some 300 HR administrators from across Bulgaria will be trained to use the system.
Government administration is getting a boost in Bulgaria with an ESF co-funded project for modernising human resources management. A single information portal is to be launched in 2013 which will greatly improve the internal selection, training needs and deployment of civil servants. This will allow staff to quickly identify vacancies of interest, while the administration can find – in a transparent manner – the expertise needed for particular tasks. By tracking individual career development, the system will motivate staff to perform well, while allowing HR managers to identify those with potential. The initiative is in line with the government’s goal to build a modern state administration – some 300 HR administrators from across Bulgaria will be trained to use the system.
  10 Treffer www.nato.int  
В редица случаи предимството се корени в използването на нововъведение в някой от основните компоненти на способностите. Като примери могат да се цитират римската фаланга (новост в организацията), барута (технологична новост), криптографията (нов процес) и професионалните армии (новост в човешките ресурси).
In many cases, the source of this competitive advantage resulted from exploitation of an innovation in a key component of capability. Examples include the Roman Phalanx (organisational innovation), gunpowder (technology innovation), cryptography (process innovation) and professional armies (people innovation). In some cases, however, innovation solely at the component level is inadequate to significantly enhance war-fighting capability. This is often the case when technology innovation enables an order-of-magnitude improvement (which corresponds to a factor of ten change) in a vital dimension of warfare. This ten-fold improvement occurred with carrier aviation (range of engagement), mechanised warfare (speed of manoeuvre), and air defence (detection range). In each of these cases, various combinations of technology, process, organisational and people innovation were required to realise new war-fighting capability. These cases highlight the challenges associated with identifying and exploiting new sources of power to develop new capabilities. They also shed light on the critical success factors for military transformation.
Dans de nombreux cas, la source de cet avantage concurrentiel a été le résultat de l'exploitation d'une innovation dans un composant essentiel pour les capacités. Au nombre des exemples figurent la phalange romaine (innovation organisationnelle), la poudre à canon (innovation technologique), la cryptographie (innovation au niveau des processus) et les armées professionnelles (innovation au niveau des personnes). Dans certains cas cependant, la seule innovation au niveau des composants s'avère inadéquate pour renforcer de manière importante la capacité de combat. Cela survient souvent lorsque l'innovation technologique permet une amélioration de l'ordre de magnitude (qui correspond à un facteur de changement de dix) dans un domaine militaire essentiel. Cette multiplication par dix est survenue avec l'apparition de l'aviation embarquée sur des porte-avions (portée de l'engagement), des unités de combat mécanisées (rapidité de manouvre) et de la défense aérienne (portée de la détection). Dans chacun de ces cas, diverses combinaisons de technologies, de processus, d'organisation et de personnes ont été requises pour obtenir une nouvelle capacité de combat. Ces cas illustrent les défis associés à l'identification et à l'exploitation de nouvelles sources de puissance afin de développer de nouvelles capacités. Ils révèlent également les facteurs de réussite cruciaux pour une transformation militaire.
In vielen Fällen war die Ursache dieser Wettbewerbsvorteile das Ergebnis der Nutzung einer Innovation in einem Schlüsselbereich der Fähigkeiten. Beispiele hierfür sind die römische Phalanx (organisatorische Innovation), das Schießpulver (technologische Innovation), die Kryptographie (Verfahrensinnovation) und die Einführung von Berufsarmeen (personelle Innovation). In manchen Fällen reicht jedoch eine ausschließlich auf der Komponentenebene festzustellende Innovation nicht aus, um die Gefechtsführungsfähigkeit deutlich zu verbessern. Dies ist häufig der Fall, wenn eine technologische Innovation in einem entscheidenden Bereich der Kriegführung eine Verbesserung einer gewissen Größenordnung (entsprechend einer Veränderung um den Faktor zehn) ermöglicht. Eine derartige zehnfache Verbesserung ergab sich durch den Einsatz von Flugzeugträgern (Einsatzreichweite), durch den Einsatz von Kampffahrzeugen (Geschwindigkeit) und durch Möglichkeiten der Luftabwehr (Ortungsreichweite). In jedem einzelnen Fall waren verschiedene Kombinationen von Innovationen auf den Gebieten Technologie, Verfahren, Organisation und Menschen als Ressource erforderlich, damit wirklich eine neue Gefechtsführungsfähigkeit entwickelt werden konnte. Diese Beispiele verdeutlichen die Herausforderungen im Zusammenhang mit der Identifizierung und Nutzung neuer Machtquellen für die Entwicklung neuer Fähigkeiten. Sie lassen auch erkennen, welche Faktoren für den Erfolg der militärischen Umgestaltung den Ausschlag geben.
Todas las transformaciones militares concluidas con éxito han dado como resultado el desarrollo de nuevas capacidades de combate, cuyo desarrollo casi siempre implica modificaciones en algunos o todos los principales componentes de tecnología, proceso, organización y personal. La red resultante de estos cambios tuvo un impacto revolucionario sobre la ventaja competitiva en el campo de batalla cuando los enemigos fueron incapaces de desarrollar capacidades comparables. En muchos casos esta ventaja competitiva se obtiene gracias a la explotación de una innovación en un componente clave de las capacidades. Se pueden citar como ejemplo las falanges romanas (innovación organizativa), la pólvora (innovación tecnológica), la criptografía (innovación en los procesos) y el ejército profesional (innovación de personal). Sin embargo, en algunos casos la innovación a nivel de un solo componente no es suficiente para influir de manera significativa en las capacidades bélicas. Eso ocurre frecuentemente cuando la innovación tecnológica provoca una mejora en el orden de magnitud (que corresponde a un factor de cambio multiplicador diez) de un aspecto esencial de la acción bélica. Este tipo de avance se produjo con la aviación (radio de acción), la guerra mecanizada (velocidad de maniobra) y la defensa aérea (radio de detección). En cada uno de estos casos se precisaron diversas combinaciones de tecnología, procesos, organización y personal para conseguir nuevas capacidades bélicas. Constituyen ejemplos de los retos que plantea la identificación y aprovechamiento de nuevas fuentes de potencial para desarrollar nuevas capacidades, y evidencian los factores críticos para el éxito de la transformación militar.
In molti casi, la fonte di questo vantaggio concorrenziale è stata determinata dallo sfruttamento di una innovazione in una componente essenziale delle capacità. Tra gli esempi: la falange romana (innovazione organizzativa), polvere da sparo (innovazione tecnologica), crittografia (innovazione nel processo) ed eserciti professionali (innovazione nel fattore umano). In alcuni casi, comunque, l'innovazione solo a livello di componente è insufficiente a migliorare in modo significativo le capacità belliche. Ciò si verifica spesso quando l'innovazione tecnologica determina un miglioramento dell'ordine di grandezza (che corrisponde ad un fattore di cambiamento dieci) in un vitale aspetto della guerra. Questo miglioramento decuplicato si è verificato con l'aviazione imbarcata su portaerei (raggio d'azione), con la guerra meccanizzata (rapidità di manovra), e con la difesa aerea (raggio di individuazione). In ciascuno di questi casi sono state necessarie varie combinazioni tra innovazione tecnologica, processo, organizzazione e fattore umano per realizzare una nuova capacità bellica. Questi casi sottolineano le sfide associate all'individuazione e allo sfruttamento di nuove fonti di potenza per sviluppare nuove capacità e fanno anche luce sui fondamentali fattori del successo per la trasformazione militare.
Em muitos casos, a origem desta vantagem competitiva resultava da exploração de uma inovação numa componente chave das capacidades. Exemplos incluem a Falange Romana (inovação organizacional), a pólvora (inovação tecnológica), a criptografia (inovação processual) e os exércitos profissionais (inovação ao nível do pessoal). Nalguns casos, contudo, a inovação ao nível de uma só componente não é suficiente para melhorar significativamente as capacidades de combate. É o que muitas vezes acontece quando a inovação tecnológica permite um melhoramento da ordem da magnitude (que corresponde a um factor de mudança dez) num domínio militar vital. Esta multiplicação por dez ocorreu com o aparecimento dos porta-aviões (alcance do ataque), das unidades de combate mecanizadas (velocidade de manobra) e da defesa aérea (alcance da detecção). Em cada um destes casos, foi necessária a combinação de várias inovações ao nível da tecnologia, do processo, da organização e do pessoal para obter uma nova capacidade de combate. Estes casos realçam os desafios associados à identificação e exploração de novas fontes de poder para desenvolver novas capacidades. Também clarificam os factores críticos de sucesso para a transformação militar.
Σε πολλές περιπτώσεις, η πηγή αυτή του ανταγωνιστικού πλεονεκτήματος προέκυπτε από την αξιοποίηση μιας καινοτομίας σε ένα σημαντικό στοιχείο της δυνατότητας. Στα παραδείγματα περιλαμβάνονται η Ρωμαϊκή Φάλαγγα (οργανωτική καινοτομία), η πυρίτιδα (τεχνολογική καινοτομία), η κρυπτογράφηση (καινοτομία στη μέθοδο) και οι επαγγελματικοί στρατοί (ανθρώπινη καινοτομία). Ωστόσο, σε κάποιες περιπτώσεις, η καινοτομία από μόνη της είναι ανεπαρκής για να ενισχύσει σημαντικά την δυνατότητα διεξαγωγής πολέμου. Και συχνά αυτό συμβαίνει όταν η καινοτομία στην τεχνολογία καθιστά εφικτή τη βελτίωση σε τάξη μεγέθους (κάτι που αντιστοιχεί σε ένα παράγοντα δέκα αλλαγών) σε μια καίρια διάσταση της πολεμικής σύρραξης. Αυτή η δέκα πλευρών βελτίωση συνέβη με τις αεροπορικές μεταφορές (ακτίνα εμπλοκής), τον μηχανοκίνητο πόλεμο (ταχύτητα ελιγμού), και την αεράμυνα (ακτίνα ανίχνευσης). Σε κάθε μία από τις περιπτώσεις αυτές, απαιτήθηκαν διάφοροι συνδυασμοί από καινοτομίες στην τεχνολογία, τη διαδικασία, σε οργανωτικό επίπεδο και τους ανθρώπους για να υλοποιηθεί η νέα δυνατότητα διεξαγωγής πολέμου. Οι περιπτώσεις αυτές τονίζουν τη πρόκληση που σχετίζεται με τον προσδιορισμό και την εκμετάλλευση των νέων πηγών δύναμης για την ανάπτυξη νέων δυνατοτήτων. Επίσης διαλεύκαναν τους κρίσιμους παράγοντες για την επιτυχία του στρατιωτικού μετασχηματισμού.
V mnoha případech vyplýval zdroj této konkurenční výhody z využití inovace v některé klíčové složce potenciálu. Mezi příklady patří římská falanga (organizační inovace), střelný prach (technologická inovace), kódování (procesní inovace) a profesionální armáda (personální inovace). V některých případech je však inovace pouze na úrovni jedné složky pro podstatné zvýšení bojových schopností nedostačující. Je tomu tak často v případě, kdy technologická inovace umožňuje podstatné zlepšení (které odpovídá faktoru desetinásobné změny) v rozhodujícím rozměru válčení. Toto desetinásobné zlepšení se uskutečnilo u letadlových lodí (dosah střetnutí), mechanizovaného válčení (rychlost manévru) a u protivzdušné obrany (dosah zjištění). V každém z těchto případů byly vyžadovány různé kombinace technologické, procesní, organizační a personální inovace k realizaci nového bojového potenciálu. Tyto případy zdůrazňují výzvy spojené s identifikací a využitím nových zdrojů síly pro rozvoj nových schopností. Také vrhají světlo na kritické faktory úspěchu pro vojenskou transformaci.
I mange tilfælde skyldtes denne konkurrencemæssige fordel, at der skete en fornyelse i en central komponent inden for kapaciteter, som blev udnyttet. Sådanne eksempler er: den romerske falanks (organisatorisk innovation), krudt (teknologisk innovation), kryptografi (procesmæssig innovation) and professionelle hære (menneskelig innovation). I nogle tilfælde er innovationer, der kun finder sted på komponentniveau, utilstrækkelige, hvis krigsførelseskapaciteten for alvor skal øges. Det er ofte tilfældet, når teknologiske innovationer gør det muligt at gennemføre en omfattende forbedring (svarende til en faktor 10-forandring) i en afgørende dimension af krigsførelsen. Denne tifoldige forbedring skete fx i forbindelse med transportflyene (indsættelsens rækkevidde), den mekaniserede krigsførelse (manøvrehast) og luftforsvar detektionsrækkevidde. I hvert af disse tilfælde var det nødvendigt at gennemføre forskellige kombinationer af teknologi, proces, organisation og menneskelige innovationer med henblik på at realisere den nye krigsførelseskapacitet. Disse tilfælde understreger de udfordringer, der er i forbindelse med at identificere og udnytte nye magtressourcer med henblik på at udvikle nye kapaciteter. De kaster også lys på de afgørende succesfaktorer bag enhver militær transformation.
Paljudel juhtudel oli konkurentsieelise allikas uuenduste rakendamine mõnes võime põhikomponendis. Näidetena võib nimetada Rooma faalanksit (organisatsiooniline uuendus), püssirohtu (tehnoloogiline uuendus), krüptograafiat (protsessiuuendus) ja elukutselist sõjaväge (inimfaktori uuendus). Mõnel juhul ei piisa sõjapidamisvõime märgatavaks tõhustamiseks aga üksnes komponenditasandil tehtud uuendustest. Nii juhtub sageli siis, kui tehnoloogilised uuendused võimaldavad mõnes sõjapidamise elutähtsas aspektis teha eriti mahukaid täiustusi (vastavad kümnekordsele muutusele). Niisugune kümnekordne täiustus leidis aset, kui kasutusele võeti lennukikandjatel lennukid (lahingutegevuse ulatus), mehhaniseeritud sõjapidamine (manöövrite kiirus) ja õhukaitse (avastamisraadius). Kõigil nimetatud juhtudel oli uue sõjapidamisvõime realiseerimiseks vaja mitmesuguseid kombinatsioone tehnoloogilistest, protsessi-, organisatsioonilistest ja inimestega seotud uuendustest. Nende näidete varal saab selgeks, millised väljakutsed on seotud uute võimete arendamiseks vajalike uute energiaallikate tuvastamise ja rakendamisega. Need heidavad valgust ka sõjalise ümberkujundamise eduks vajalikele teguritele.
Sok esetben ennek a versenyelőnynek a forrása egy kulcsfontosságú képesség összetevőben végzett innováció kiaknázásából fakadt. A példák között szerepel a római falanx (szervezeti újítás), a lőpor (technológiai újítás), a kriptográfia (folyamatbeli újítás) és a hivatásos hadseregek (személyi újítás). Bizonyos esetekben azonban az innováció egyedül összetevő szinten elégtelen ahhoz, hogy jelentősen fokozza a háború megvívásának képességét. Ez gyakran előfordul, ha a technológiai innováció nagyságrenddel mérhető fejlődést tesz lehetővé (amely tízszeres szorzónak felel meg) a hadviselés egy létfontosságú vonatkozásában. Ez a tízszeres minőségjavulás az anyahajókra alapozott repüléssel (harcérintkezés távolsága), a gépesített hadviseléssel (manőverezési sebesség) és a légvédelemmel (észlelési távolság). Ezen esetek mindegyikében a technológia, a folyamat, a szervezeti és személyi innováció különböző kombinációjára volt szükség új háborús képességek realizálásához. Ezek az esetek kiemelik az új erőforrások új képességek kifejlesztése céljából való azonosításával és kihasználásával járó kihívásokat. Egyúttal fényt vetettek a katonai átalakítás kritikus sikertényezőire is.
Oft var ástæðan fyrir yfirburðum sú að virkjuð hafði verið ný hugmynd í mikilvægum færnisþætti. Sem dæmi má nefna breiðfylkingu Rómverja (skipulagsnýjung), byssupúður (tækninýjung), dulmál (ferlistengd nýjung) og atvinnuheri (mannahaldsnýjung). En stundum dugar ný hugmynd, sem snertir einungis einn af grunnþáttunum, ekki ein og sér til þess að breyta hernaðargetu með afgerandi hætti. Þetta á oft við þegar tækninýjung veldur algerum straumhvörfum (t.d. tífaldri getuaukningu) á mikilvægu sviði hernaðar. Slík tíföldunaráhrif urðu t.a.m. þegar flugmóðurskip voru tekin í notkun (árásir á fjarlægari skotmörk), vélahersveitir voru stofnaðar (sneggri árásir) og loftvarnir teknar upp (skotmörk greinast fyrr). Í öllum þessum tilvikum þurfti að koma til margvísleg samtvinnun hugmynda á sviði tækni, ferla, skipulags og mannahalds til að innleiða nýja aðferð við stríðsrekstur. Þessi dæmi sýna vel hvað til þarf að koma þegar menn finna og virkja nýjar orkulindir til að þróa nýja getu. Þær varpa einnig ljósi á það sem ræður úrslitum um árangur þegar umbreyting í her á sér stað.
Daugeliu atveju šio konkurencinio pranašumo šaltinis buvo pagrindinių pajėgumų komponentų naujovės. Tokių naujovių pavyzdžiai gali būti: romėnų falangos (organizacinė naujovė), parakas (technologinė naujovė), kriptografija (proceso naujovė) ir profesionalios armijos (žmogiškoji naujovė). Tačiau kai kuriais atvejais naujovių vien tik komponentų lygmeniu nepakanka, kad kovinis pajėgumas gerokai sustiprėtų. Taip dažniausiai būna tada, kai technologijos naujovės leidžia pasiekti dydžio eilės patobulinimą gyvybiškai svarbioje karybos srityje. Tokio dešimteriopo patobulinimo pavyzdžiai – lėktuvnešių aviacija (panaudojimo diapazonas), kovos mašinos (manevro greitis) ir oro erdvės gynyba (aptikimo diapazonas). Kiekvienu šių atvejų, kad būtų pritaikytas naujas kovinis pajėgumas, prireikė įvairiausių technologijos, proceso, organizacijos ir žmogiškųjų naujovių derinių. Šie pavyzdžiai rodo lemiamus karinės pertvarkos sėkmės faktorius.
W wielu przypadkach, źródłem tej przewagi konkurencyjnej było wykorzystanie innowacji w jakimś kluczowym elemencie zdolności. Przykłady to falanga rzymska (innowacja organizacyjna), proch strzelniczy (innowacja technologiczna), kryptografia (innowacja odnosząca się do procesu) oraz profesjonalizacja sił zbrojnych (innowacja odnosząca się do zasobów ludzkich). Jednak w niektórych przypadkach innowacje wyłącznie na poziomie komponentów są nieadekwatne do znaczącego wzmocnienia zdolności do prowadzenia działań wojennych. Jest tak często wtedy, gdy innowacja technologiczna umożliwia udoskonalenia dotyczące rzędu wielkości (który odpowiada jednemu z czynników dziesięciowymiarowej zmiany) w jakimś żywotnym wymiarze działań wojennych. Takie dziesięciokrotne udoskonalenie zaszło w przypadku lotnictwa wykorzystującego lotniskowce (zakres działania), zmechanizowanych działań wojennych (szybkość manewrowania) oraz obrony powietrznej (zakres wykrywania). W każdym z tych przypadków niezbędne były różne połączenia technologii, procesu, innowacji organizacyjnych i dotyczących zasobów ludzkich, aby możliwe było pozyskanie nowych zdolności w zakresie prowadzenia działań wojennych. Te przykłady uwypuklają wyzwania związane z identyfikowaniem i określaniem nowych źródeł mocy służących do wypracowywania nowych zdolności. Rzucają także światło na najważniejsze czynniki, od których zależy sukces transformacji wojskowej.
În multe cazuri, sursa acestui avantaj în cadrul competiţiei a fost exploatarea unei inovaţii, într-una dintre componentele principale ale capabilităţii. Exemplele includ falanga romană (inovaţie organizaţională), praful de puşcă (inovaţie tehnologică), criptografia (inovaţie la nivelul proceselor) şi armatele profesionale (inovaţie la nivelul oamenilor). Totuşi, în unele situaţii, numai inovaţia la nivelul componentelor nu este adecvată pentru a spori semnificativ capabilitatea de ducere a războiului. Acesta este deseori cazul atunci când inovarea tehnologică permite îmbunătăţirea într-o măsură oarecare a performanţelor doar pe o anumită dimensiune vitală a ducerii războiului. Aşa s-a întâmplat cu aviaţia purtată (raza tactică), războiul mecanizat (viteza de manevră) şi apărarea anti-aeriană (raza de detecţie). În toate aceste cazuri, au fost necesare diferite combinaţii ale inovaţiilor la nivelul tehnologiilor, proceselor, formelor de organizare şi al oamenilor, pentru a realiza noua capabilitate de ducere a războiului. Aceste exemple subliniază provocările asociate identificării şi exploatării noilor surse de putere pentru dezvoltarea noilor capabilităţi. De asemenea, acestea pun în lumină factorii de succes ai transformării militare.
Во многих случаях, источник такого конкурентного преимущества организации был результатом использования инноваций в ключевом компоненте потенциала. К примерам этого относятся римская фаланга (организационная инновация), порох (технологическая инновация), криптография (процессуальная инновация) и профессиональные армии (инновация, связанная с использованием людей). В некоторых случаях, однако, для значительного повышения боевого потенциала бывает недостаточно инновации исключительно на уровне компонентов. Это часто происходит, когда технологическая инновация позволяет достигнуть такого уровня эффективности в важнейшем аспекте боевых действий, который на порядок выше предшествующего (что соответствует коэффициенту изменения равному десяти). Такое десятикратное повышение боевой эффективности произошло с появлением авианосной авиации (дальность поражения противника), механизации боевых действий (скорость маневра) и противовоздушной обороны (дальность обнаружения). В каждом из этих случаев для реализации боевого потенциала требовались различные сочетания инноваций в области технологий, процессов, организаций и использования людей. Эти примеры подчеркивают проблемы, связанные с выявлением и использованием новых источников мощи для создания нового потенциала. Они также проливают свет на важнейшие факторы успеха военной трансформации.
V številnih primerih je konkurenčna prednost nastala zaradi izkoriščanja neke novosti v ključni sestavini zmogljivosti. Dobri primeri so rimske bojne vrste (novost v organizaciji), smodnik (novost v tehnologiji), kriptografija (novost v procesih) ter profesionalne vojske (kadrovska novost). V nekaterih primerih pa novosti zgolj na ravni sestavin niso dovolj za kakšno večjo okrepitev bojne zmogljivosti. To se pogosto zgodi takrat, ko novosti v tehnologiji omogočajo desetkratno izboljšanje neke ključne razsežnosti vojskovanja. Do takega izboljšanja je prišlo pri letalonosilkah (večje območje delovanja), mehaniziranem bojevanju (večja hitrost manevra) in zračni obrambi (večji doseg odkrivanja izstrelkov). V vsakem od teh primerov so bile za realizacijo novih bojnih zmogljivosti potrebne različne kombinacije novosti v tehnologiji, procesih, organizaciji in kadrih. Te spremembe kažejo na izzive, povezane s prepoznavanjem in izkoriščanjem novih virov moči za razvoj novih zmogljivosti. Prav tako pa so osvetlile kritične dejavnike uspeha za vojaško preoblikovanje.
Birçok durumda bu avantaj temel bir yetenek unsurundaki yenilikten sonuna kadar yararlanılmasından kaynaklanmıştır. Örneğin, Romalıların Phalanx formasyonları (organizasyonda yenilik), barut (teknolojide yenilik), kripto (süreçte yenilik), ve profesyonel ordular (insan unsurunda yenilik). Ancak bazı durumlarda sadece unsur düzeyinde yapılan yenilikler savaşma yeteneğini önemli ölçüde arttırmaya yetmemiştir. Bu da özellikle teknolojideki yeniliklerin savaşın hayati bir boyutunun büyüklüğe göre dizilişinde bir gelişmeye (bu da on kat artış anlamına gelir) imkan tanıdığı durumlarda böyle olmuştur. Bu on kat büyüme uçak gemisi hava unsurunda (angajman menzili), mekanize savaşta (manevra hızı) ve hava savunmada (tespit mesafesi) gerçekleşmiştir. Bu durumların her birinde yeni bir savaş yeteneğini gerçekleştirebilmek için teknoloji, süreç, organizasyon ve insan unsurlarındaki yeniliklerin çeşitli birleşimleri gerekmiştir. Bu örnekler yeni yetenekler geliştirebilmek için gereken yeni güç kaynaklarının belirlenmesi ve bunların kullanılması ile ilgili sorunların altını çizer, ve aynı zamanda askeri dönüşümde başarının önemli faktörlerine ışık tutar.
Daudzos gadījumos konkurences priekšrocību avots ir bijis kāda principiāla spēju komponenta inovācijas izmantošana. Šeit piemēri ir Romiešu falanga (organizatoriska inovācija), šaujampulveris (tehnoloģiska inovācija), kriptogrāfija (procesa inovācija) un profesionālās armija (cilvēku inovācija). Tomēr dažos gadījumos tikai komponenta līmenī veikta inovācija nav pietiekama, lai būtiski uzlabotu kara cīņas spēju. Tas bieži vien notiek tikai tad, kad tehnoloģiska inovācija ir bijis ārkārtas uzlabojums (kas atbilst desmitkārtīgai pārmaiņai) kādā vitālā karamākslas dimensijā. Šāds desmitkārtējs uzlabojums ir noticis aviācijas pārvadājumu sērā (lidojuma attālums), mehanizētajā karadarbībā (manevru ātrums) un gaisa aizsardzības jomā (uztveršanas diapazons). Katrā no minētiem gadījumiem, jaunas kara vešanas spējas īstenošanai bija nepieciešamas dažādas tehnoloģiju, procesa, organizācijas un cilvēku inovatīvās kombinācijas. Šie gadījumi pasvītro tos izaicinājumus, kas ir saistīti ar jaunu spēka avotu identificēšanu un ekspluatēšanu, lai attīstītu jaunas spējas. Tie izgaismo militārās transformācijas kritiskos veiksmes faktorus.
У багатьох випадках конкурентні переваги створювались в результаті застосування нової технології на рівні головного компонента ресурсного потенціалу. Можна згадати приклади римської фаланги (організаційна інновація), винайдення пороху (технологічна інновація), криптографії (інновація процесу), професійної армії (інновація в компоненті людських ресурсів). Однак в інших випадках інновація на рівні окремого компоненту не може забезпечити суттєве вдосконалення загальної бойової спроможності. Зокрема, це стосується тих ситуацій, коли технологічна інновація забезпечує десятикратне вдосконалення важливого аспекту бойових дій. Таке десятикратне вдосконалення мало місце, коли з’явилась авіація, що базується на авіаносцях (радіус дії), механізовані війська (швидкість маневру) та протиповітряна оборона (діапазон виявлення). В усіх цих випадках для реалізації нових можливостей виникала потреба в різних комбінаціях технології, процесу, організації та людських ресурсів. Ці приклади свідчать про складність завдань, які постають в процесі визначення і використання нових джерел розвитку військової спроможності. Вони також дають уявлення про ті фактори, які є принципово важливими для успіху військової трансформації.
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