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Human Resource Management and Army Recruiting by James N. Dertouzos,Steven Garber Pdf
U.S. Army Recruiting Command is faced with the challenge of ensuring that the flow of qualified volunteers is adequate to meet future active-duty accession requirements. This report documents research methods, findings, and policy conclusions from a project analyzing human resource management options for improving recruiting production. It details research designed to develop new insights to help guide future recruiter management policies.
Human Resource Management and Army Recruiting by James N. Dertouzos,Steven Garber Pdf
U.S. Army Recruiting Command is faced with the challenge of ensuring that the flow of qualified volunteers is adequate to meet future active-duty accession requirements. This report documents research methods, findings, and policy conclusions from a project analyzing human resource management options for improving recruiting production. It details research designed to develop new insights to help guide future recruiter management policies.
Performance Evaluation and Army Recruiting by James N. Dertouzos,Steven Garber Pdf
Traditional performance metrics, such as number of contracts signed per month per Army recruiter, do not adequately measure recruiter effort, skill, and productivity. The authors develop a "preferred performance metric" that takes into account the difficulty of recruiting different types of youth in various markets and propose short-term changes to the system that would more accurately assess recruiter effort and skill.
National Research Council,Division of Behavioral and Social Sciences and Education,Board on Behavioral, Cognitive, and Sensory Sciences,Committee on the Youth Population and Military Recruitment
Author : National Research Council,Division of Behavioral and Social Sciences and Education,Board on Behavioral, Cognitive, and Sensory Sciences,Committee on the Youth Population and Military Recruitment Publisher : National Academies Press Page : 343 pages File Size : 40,7 Mb Release : 2003-02-01 Category : Social Science ISBN : 9780309085311
Attitudes, Aptitudes, and Aspirations of American Youth by National Research Council,Division of Behavioral and Social Sciences and Education,Board on Behavioral, Cognitive, and Sensory Sciences,Committee on the Youth Population and Military Recruitment Pdf
Recruiting an all-volunteer military is a formidable task. To successfully enlist one eligible recruit, the Army must contact approximately 120 young people. The National Research Council explores the various factors that will determine whether the military can realistically expect to recruit an adequate fighting force-one that will meet its upcoming needs. It also assesses the military's expected manpower needs and projects the numbers of youth who are likely to be available over the next 20 years to meet these needs. With clearly written text and useful graphics, Attitudes, Aptitudes, and Aspirations of American Youth offers an overview of important issues for military recruiters, touching on a number of important topics including: sex and race, education and aptitude, physical and moral attributes, and military life and working conditions. In addition, the book looks at how a potential recruit would approach the decision to enlist, considering personal, family, and social values, and the options for other employment or college. Building on the need to increase young Americans' "propensity to enlist," this book offers useful recommendations for increasing educational opportunities while in the service and for developing advertising strategies that include concepts of patriotism and duty to country. Of primary value to military policymakers, recruitment officers, and analysts, Attitudes, Aptitudes, and Aspirations of American Youth will also interest social scientists and policy makers interested in youth trends.
Human Resource Management in the British Armed Forces by Alex Alexandreou,Richard Bartle,Richard Holmes Pdf
This study of the future of human resource management in the British armed forces considers the impace of the Human Rights Act 1998 and the Macpherson report. It covers ethnic minorities and gay rights as well as other challenging human resource issues.
Albert A. Robbert,National Defense Research Institute (U.S.),United States. Department of Defense. Office of the Secretary of Defense,Brent R. Keltner,Kenneth J. Reynolds,Mark D. Spranca,Beth A. Benjamin
Author : Albert A. Robbert,National Defense Research Institute (U.S.),United States. Department of Defense. Office of the Secretary of Defense,Brent R. Keltner,Kenneth J. Reynolds,Mark D. Spranca,Beth A. Benjamin Publisher : Rand Corporation Page : 128 pages File Size : 49,8 Mb Release : 1997 Category : Business & Economics ISBN : 0833025155
Differentiation in Military Human Resource Management by Albert A. Robbert,National Defense Research Institute (U.S.),United States. Department of Defense. Office of the Secretary of Defense,Brent R. Keltner,Kenneth J. Reynolds,Mark D. Spranca,Beth A. Benjamin Pdf
This report describes and assesses the current military HRM system, identifies and evaluates alternatives to that system, recommends approaches for testing or implementing the most-promising alternatives, and presents conclusions.
Setting Military Compensation to Support Recruitment, Retention, and Performance by Beth J. Asch Pdf
Drawing on a large body of research, this RAND Arroyo report, part of a series, provides an examination of the role of military compensation as a strategic human resource tool, how well it fulfills that role, and how it could be improved.
The study on "Military Recruiting" explores the complexities of military recruitment and presents them in a global economic science context. It is not only a primary scientific study on employer attractiveness of state institutions on the example of the German Federal Armed Forces, offering a comparison with other European armies and the US military, but covers the theme of employer branding from work-life balance to global economic aspects. For the implementation of the results the two levels of internal and external influencing factors that affect the choice of the employer were determined: "instrumental dimension (objective (pre-)knowledge)" and "symbolic dimension (subjective emotions)". A particular intention of this work is to show how scientific research in civil-military context and civilian use may not only complement each other but also constitute an interdependent benefit extension. The core study covers not only "The attractiveness of the Bundeswehr as an employer in the light of the public good problem" and the recruitment in the military context, but also recruiting in general. Under this approach the Bundeswehr is exemplified as a state institution in the research focus of the recruitment of public employers. The analytic approach, the found correlations and implications may serve as a basis for public employers and government as well as for private companies. For this purpose, individual topics were embedded as self-contained subject areas (see Table of Contents and List of Figures) in the overall context. Beyond that, general government and policy-making aspects such as the problem of provision of public goods and geopolitical issues like the establishment of global public goods has been addressed with the understanding of the attached security concerns to sufficient degree.
Recruiting the Cyber Leader by U. S. Military,Department of Defense (Dod),Wallace Nicholson Pdf
For the first time since the creation of the Special Forces branch in 1987, the Army authorized the creation of a new branch, the Cyber branch. With this, the Army joined the ranks of other organizations in this rapidly expanding arena. The Army found itself in a situation where it needed to quickly fill the positions required of this new branch. To accomplish this goal, the Army developed a recruitment strategy based on the Army human resource management model. The purpose of our research is to evaluate the effectiveness of that model to recruit Cyber Operations Officers and to examine the effects of its continued use. To perform this evaluation, we conduct an operational assessment that included identifying and assessing measures of performance (MOPs) and measures of effectiveness (MOEs) based on data collected from Army institutions, a survey of the Cyber Branch population, and the Person-Event Data Environment database. Our research also examined recruitment strategies and practices in other selected organizations to identify practical recommendations for improvements to current Army practices. The results of this research suggest that while the Army was generally successful in accomplishing the identified tasks of its recruitment strategy, there were inconsistencies in its application. Additionally, through analysis of the survey data we were able to identify attributes that had the most impact on achieving desired effects. Finally, we found that the Army did not recruit in accordance with best practices for the cyber workforce and that it did not use available tools to measure aptitude in its recruitment and the selection process. We identify some practical implications and provide recommendations for further research in this fast-paced operational environment. I. INTRODUCTION * A. BACKGROUND-CYBER BRANCH * 1. Creation of the Cyber Branch/17 Career Management Field * 2. Recruiting the Cyber Operations Officer (17A) * B. PROBLEM STATEMENT * C. PURPOSE OF THE STUDY * 1. Research Questions * 2. Potential Benefits and Limitations of the Study * II. LITERATURE REVIEW * A. ORGANIZATIONAL THEORIES AND FRAMEWORK FOR HUMAN RESOURCE MANAGEMENT AND RECRUITING * 1. HRM Definitions * 2. HRM Constructs: Soft and Hard * 3. HRM Models * 4. Analytic View of HRM Models * 5. HRM Models in Practice * 6. Assessing Effectiveness of HRM Models * 7. Recruitment Strategies: Recruitment and Selection * B. REVIEW OF HRM FOR RECRUITING IN SIMILAR ORGANIZATIONS * 1. The Office of Personnel Management (OPM) * 2. The Federal Civilian Workforce * 3. Non-government Civilian Organizations * 4. DOD and the U.S. Army * 5. The Military Human Resource Model * 6. The Army Human Resource Model * 7. Specialty Recruitment in the Army * C. THE RECRUITMENT OF CYBER OPERATIONS OFFICERS (17A) * 1. DOD Cyber Workforce Strategy * 2. Critical Element #1: Assessing Cyber Aptitude * 3. Critical Element #2: Transition Opportunities * 4. Critical Element #3: Advertising DOD Cyberspace Workforce Opportunities * 5. Army Recruitment of Cyber Operations Officers * III. METHODOLOGY * A. RESEARCH GOALS * 1. Quantitative Approach * 2. Qualitative Approach * B. DATA COLLECTION * 1. PDE Data * 2. Cyber Operations Survey Data * 3. Data Collected from Army Institutions * 4. Army Recruitment Strategy for Cyber Operations Officers * 5. Measures of Effectiveness * 6. Data Collected from Other Government and Nongovernment Organizations * C. COMPARATIVE ANALYSIS * D. SUMMARY * IV. QUANTITATIVE RESEARCH FINDINGS
United States. Congress. House. Committee on Appropriations. Subcommittee on Department of Defense
Author : United States. Congress. House. Committee on Appropriations. Subcommittee on Department of Defense Publisher : Unknown Page : 564 pages File Size : 54,7 Mb Release : 2006 Category : Government publications ISBN : LOC:00170222982
Department of Defense Appropriations for 2006: Army recruiting and retention programs by United States. Congress. House. Committee on Appropriations. Subcommittee on Department of Defense Pdf
Author : United States. Department of the Army Publisher : Unknown Page : 52 pages File Size : 50,9 Mb Release : 1980 Category : Electronic ISBN : IND:30000090190541
Navigating Current and Emerging Army Recruiting Challenges by Beth J. Asch Pdf
The authors of this report draw on a large body of research on recruiting and examine tools and resources--including recruiters and recruiting management, eligibility criteria, and pay and bonuses--that can help the Army meet recruiting challenges.
Human Resource Management by Talya Bauer,Berrin Erdogan,David Caughlin,Donald Truxillo Pdf
Winner of the 2020 Most Promising New Textbook Award from the Textbook & Academic Authors Association (TAA) Human resources is rapidly evolving into a data-rich field but with big data comes big decisions. The best companies understand how to use data to make strategic workforce decisions and gain significant competitive advantage. Human Resource Management: People, Data, and Analytics introduces students to the fundamentals of talent management with integrated coverage of data analytics. Features tied to SHRM competencies and data exercises give students hands-on opportunities to practice the analytical and decision-making skills they need to excel in today’s job market. Engaging examples illustrate key HRM concepts and theories, which brings many traditional HRM topics to life. Whether your students are future managers or future HR professionals, they will learn best practices for managing talent in the changing workplace. A Complete Teaching & Learning Package SAGE Premium Video Included in the Interactive eBook! SAGE Premium Video tools and resources boost comprehension and bolster analysis. Videos featured include Inside HR interviews where students can hear how real companies are using HR to gain competitive advantage, as well as SHRM and TedTalk videos. Interactive eBook Includes access to SAGE Premium Video, multimedia tools, and much more! Save when you bundle the interactive eBook with the print version. Order using bundle ISBN: 978-1-5443-6572-5. SAGE coursepacks FREE! Easily import our quality instructor and student resource content into your school’s learning management system (LMS) and save time. SAGE edge FREE online resources for students that make learning easier.
Author : United States. Department of the Army Publisher : Unknown Page : 20 pages File Size : 55,9 Mb Release : 1989 Category : Electronic ISBN : MINN:31951002979420X
