Motivating Employees In The Military

The common perception of a recruiter is evolving quickly in the workplace (Boswell 2001). Where once recruiters were viewed as a tool to simply acquire candidates, modern recruiters have greater responsibilities to their clients. These responsibilities can include tasks such as organizing paperwork, completing pre-screening measures, and even occasionally preparing training curriculum (Darrell 2002). Recruiters are further expected to provide quality screening of candidates and ensure the optimal match for each applicable position within a company (Posner 2006). As with any other job within a company, recruiters must take this work seriously and avoid procrastination to ensure a smooth transition for their candidates into the new workplace. Should the transition fail to be smooth, the full blame modernly falls on the recruiter who failed to use proper coordinating strategy.

One of the tools Sharp managers use to retain the employees is re-recruitment of current employees rather than new ones. Re-recruiting recognizes employees for their contributions, renews their sense of self-worth and loyalty, and ensures their longevity. The management places employees in three different categories based on their performance. The categories include great, good and low-performing employees. The management meets with employees in each category individually. However, when they meet with their great performers, they let them know they are a valuable asset to

Recruitment and retention is paramount to meeting both the tactical or strategic goals of any organization.

Modern recruiting methods in the world is growing and changing, and so is the world of recruiting. Technology has changed the way people do things, like the internet and smartphones have made information available at anytime and anywhere, it is also

Motivational factors in this theory comes from the need to explore and master environments meaningful to the individual. With this motivation, change is possible as the person re-organize and re-establish their occupational roles. Possible changes in the women veterans living with PTSD participating in this group include: Veteran will be able to recognize areas of occupation in which their traumatic experience has impacted. Veterans will be able to recognize environmental triggers related to PTSD then exercise learned coping techniques to address the issue. Veteran will utilize resources (leader, peers, family etc.) available to them to verbalize moments of distress freely. Using both extrinsic and intrinsic sources as suggested in MOHO, group

As in my experience, the recruiters lacked multiple competencies. They were incompetent concerning evaluation, laws, communication as well as employee relations. HR professionals are required to have current knowledge about HR management as well as specific HR activities. Professional certification has grown in importance as it establishes proficiency and credibility as an HR professional. There are numerous HR certifications available including, HRCI certification Professional in Human Resources (PHR), Human Resources Business Professional (HRBP), Senior Professional in Human Resources (SPHR) along with much more. These certifications expire, requiring a recertification process which assures that professional possess the necessary current knowledge to successfully perform their

Every company must motivate their employees to ensure the maximum performance is achieved out of each employee for the company and employee long-term success. In this essay, I will focus on three ways that the US Army motivates employees. The programs include the Awards Program, Counseling, and the Uniform Code of Military Justice (UCMJ). In the military and in the civilian sector the ultimate goal is for employees to be happy as they perform their daily duties and make the most profit for the company. It's hard to get top performance out of people who don't enjoy coming to work. For these reason Companies utilized many forms of motivating employees to ensure the ultimate goal is achieved, increase and maintain profit. Walt Disney at some point

Human motivation is a subject that has been studied extensively with a myriad of theories, techniques and ideas. However, even with all the information available for managers and leaders to study, being able to effectively motivate employees is a skill that many struggle with. In the Air Force, there is a tendency to use a higher rank and position to tell subordinates to, just do it because I told you to. Plunkett, Allan and Attner (2012) define motivation as the result of the interaction of a person's internal needs and external influences, which determine how a person will behave (p. 398). As an example, most motivational techniques used in the military are normally intrinsic in nature and many leaders utilize the content, operant and cognitive process theories of motivation. Baack (2012) describes content theories as factors within individuals, notably needs, that lead to behaviors, operant process theories explore external factors that increase and decrease behaviors and cognitive process theories which examine the thought processes or mental reasoning processes that lead to behaviors. One of the things that makes the military unique, in comparison to civilian organizations, is that the military tries to institutionally satisfy the basic human physiological needs of its members. Adequate housing, food and clothing are either provided at no cost or a monetary allowance in addition to base pay is given

Now that the definition of recruitment is clear it time to explore the different strategies that are used in the recruitment process. Kevin Ryan, successful CEO of Guilt Goupe, states, “Recruiting is so important that we intentionally overinvest in it” (Ryan, 2012, p.45). This statement shows how important recruitment is. Being a recent college graduate that landed a job fresh out of college within my field and now seeking work, I can say first hand that the recruitment process is not done in one certain way, but in a variety of ways. One of the most common ways to get recruited is by referral. Referrals take place when current workers of an organization inform their associates about job openings and recommend they apply. In certain instances, when there is an extreme

You know a bad hire can mean trouble, until you do something about it. But why bother with doing repairs when you can avoid it in the first place? Modernizing HR practices and outsourcing recruitment to hawk-eyed professionals is all you need to do.

The next area of discussion of human resource management staffing is recruitment. Recruitment is the process of attracting people who might make a contribution to the organization. It is often stimulated when an existing employee leaves an organization or when the organization is expanding. So recruiting can be defined as the process of generating a pool of qualified applicants for organizational jobs (Mathis & Jackson, 2008). It is important that human resource managers understand labor markets.

Organizations rely on their staff. There are several important elements regarding the staff of these organizations. One of the most important elements regarding organizations' staff refers to the motivational strategy that these organizations develop. This is because the performance level of the staff is significantly influenced by employees' motivation.

Recruiting the right candidates for position can certainly be one of the biggest HR challenges that any organization can face. This can be especially true when business needs are rapidly growing or in high turnover industries. I have recently worked in a recruiting role and have witnessed the difficulty that turnover can cause when recruiting and retaining employees.

Recruiting highly capable employees has become more than an art, it has now become a strategy. And taking a strategic approach means utilizing a strong recruitment and selection process to attract the right candidates to my organization. The strategy has grown, there are several effective recruitment and selection strategies that are far more advanced than simply asking the right questions.

The HR managers need to undertake all the responsibilities in relation to the organizations goals-whether that’s recruitment, termination, appraisals, training or development of the policy. In Human resource planning, it is always vital to remember to match the future requirements with the supply of labor today so as to provide appropriate training and development. “Charged with finding and attracting the best employees to an organization, recruiting has extraordinary potential to infuse an organization with talented and passionate employees (Vallerand & Houlfort, 2003)”. “Recruiting research focuses on what types of recruiting messages and what recruiting sources will attract high quality applicants (Barber, 1998)”. However, a candidate who is interested in the job would read the message in a different way like the duties, tasks and the goals of the company as compared to those who would look at the message just to pay their bills. The recruiters should scan through the employees in various way in order to pick the right candidate whose skill sets match the demand of the job rather than the most appealing personality traits (for example, fun-loving).