young workforce with a strategic observation: “If we don’t bring more Generation Z
members into this workforce, we will not be able to fulfill our mission” (Shinego, 2025).
This statement reflects deep concern about ensuring continuity and sustainability in
defense workforce development, especially when facing the upcoming retirement wave
of the current generation of senior technical experts.
To realize this vision, the US government has implemented a system of multifaceted
collaborative initiatives between leading research universities, specialized technical
training institutions, and businesses in the defense industry. Scholarship and internship
programs have been significantly expanded in scale, creating opportunities for talented
students to access the defense industry from the early stages of their professional
training (Shinego, 2025). To address the shortage of high-quality human resources in
the semiconductor field, the DoD has expanded $11 million in funding to Purdue
University during 2022-2027 to strengthen training for US’s future microchip workforce,
as Washington consumes approximately 50% of microchips produced worldwide but only
about 12% of microchips are manufactured domestically (Vincent, 2022). Additionally,
the SMART scholarship is a flagship program attracting high-quality human resources to
work for the DoD; SMART has provided 1,419 scholarships, approximately 900
internships completed, and more than 1,000 scholars recruited into civilian work for the
DoD (LMI, n.d.). This program has collaborated with more than 200 sponsoring facilities
and more than 3,500 scholars, from pursuing degrees in key priority defense fields to
employment with the DoD (LMI, n.d.). Notably, in early 2024, five days after the NDIS
was released (January 16, 2024), the DoD announced the X-Force Fellowship program
for undergraduate students, graduate students, and recent graduates to have
opportunities to serve US by solving real national security problems such as hardware
design and prototyping, software development, data analysis and visualization,
technology reconnaissance, communications and marketing strategy, and defense policy
research in collaboration with DoD experts (More House, 2024). This strategy not only
helps nurture future generations of experts but also creates a direct talent pipeline from
educational institutions into the defense industry.
An equally important aspect in the NDIS is the focus on enhancing skills for the existing
workforce through specialized training programs on breakthrough technologies such as
artificial intelligence (AI), quantum computing, and cybersecurity (Vincent, 2024). These
pioneering technology fields not only shape the future of the defense industry but are
also key factors in maintaining the US strategic competitive advantage internationally.
Recent analysis reports from the DoD have indicated a concerning situation: “These
advanced technology fields are facing a serious shortage of highly specialized personnel,
particularly in the context of increasingly intense strategic competition with rival powers”
(Congressional Research Service, 2024). This shortage not only puts pressure on current
projects but also threatens the ability to develop and deploy advanced systems in the
future. The human resource development strategy in the NDIS extends far beyond
merely focusing on technical skills. It simultaneously emphasizes cultivating strategic
thinking and the ability to rapidly adapt to the constantly changing security environment.
In an era where threats develop at breakneck speed and are more diverse than ever
before, the creative thinking ability and rapid adaptability of defense human resources
become determining factors in the success of national security strategies. Therefore, the
DoD believes that the success of the NDIS depends greatly on the ability not only to