Recruitment and Army

Human Resources Management (HRM) has many applications in the business world. This paper will identify three key lessons learned about HRM. It will also outline how these concepts can be applied in the real world to enhance professional effectiveness. This paper will then tie together how these lessons relate to effective HRM concepts, practices and systems. Lastly, this paper will outline specific thinking and behavior changes as well as actions that will lead to successful implementation of these key lessons learned into daily management practices.

Because of the large number of soldiers who are dying, new recruits are sent to join the company.

Gómez-Mejía, L. R., Balkin, D. B., & Cardy, R. L. (2016). Managing human resources (7th ed.). Harlow: Pearson.

While many people believe that an all-volunteer service could be more efficient, the United States government should institute a combination of a draft and volunteer service as its military service profile. An all-volunteer service is one which derives its manpower from volunteers rather than conscription or mandatory service. Conscription (or drafting) is the compulsory enlistment of people in some sort of national service, such as military service. Many arguments are presented in support of both the draft and the all-volunteer force. These arguments are analyzed in the following categories: military effectiveness; cost and other economic considerations; and morality. Even though the United States changed to an all-volunteer service in 1973, the country reserves the right to renew conscription in the event of an emergency.

As a former member of the recruiting organization, I have intimate knowledge of how the organization works, its overall mission and the impact of how not accomplishing that mission affects not only the state of Georgia, but the entire United States Army and the Department of Defense. The key points I will address in this research paper are the following: 1) to detail the major changes that should be enacted in order to move the organization into a different mindset; 2) to attempt to share the strategic plan of the Defense Department, in regards to its

As a former member of the recruiting organization, I have intimate knowledge of how the organization works, its overall mission and the impact of how not accomplishing that mission affects not only the state of Georgia, but the entire United States Army and the Department of Defense. The key points I will address in this research paper are the following: 1) to detail the major changes that should be enacted in order to move the organization into a different mindset; 2) to attempt to share the strategic plan of the Defense Department, in regards to its

Boxall, P and Purcell, J (2011), The Goals of Human Resource Management, Strategy and Human Resource Management, 3rd Edition, Palgrave Macmillan, New York, pp. 1-36.

2. Leatherbarrow, C., Fletcher, J. & Currie, D. (2010) Introduction to Human Resource Management. 2nd Edition. London: CIPD

Currie, D (2010). Introduction to Human Resource Management. 2nd ed. London: Chartered Institute of Personnel Development. 293

Gerhart, B., Hollenbeck, J., Noe, R., & Wright, P. (2009). Fundamentals of human resource management (3rd ed.). New York, NY: McGraw-Hill.

M. Marchington & A. Wilkinson, 2008, Human Resource Management at Work 4th Edition, London, CIPD

Alexander, M., 2003. A handbook of Human Resource Management Practice. 9th ed. London: Kogan Page

Accompanied with the current shift towards more organic organisation structures and more emphasis on the learning organisation, mentoring provides a more all round experience to the mentees by getting them confident with their role with the organisation. It also improves communication throughout the organisation by allowing mentees to give feedback and learn in a not so formal fashion which helps people feel more relaxed and develops the formal and informal culture of the organisation.

Bohlander and S. Snell. (2011). Managing Human Resources, 6th Edition. Toronto, Ontario, Canada: Nelson Education Ltd., p. 175.

The recruitment literature according to Breaugh and Starke (JoM, 2000) had been bombarded by criticisms for the lack of substantiated research materials and unanswered questions. The Handbook of Industrial and Organizational Psychology by Guion 1976, devoted one chapter only about recruitment process despite the numerous studies published during 1976. There were questions circulating in the recruitment literature which failed to address the key factors