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Military Recruitment Issues and Concerns
Time is a valuable commodity that is always a factor in recruitment operations. In addition to regularly visiting (in my case) twenty-two high schools and two junior colleges, a recruiter must also factor in the time necessary to meet with the family of each future soldier. In many instances, each recruit can represent a full eight-hour commitment on the recruiter's part required to travel to his home, pick him up, and escort him to the office to take a Military Entrance Processing System (MEPS) practice test. That process also includes scheduling time to complete the physical fitness, psychological, and ABVAST exams for each recruit.
Subsequently, each recruit represents additional time necessary to conduct a thorough background check and to verify all of the information provided by the recruit. In many cases, recruits have issues in their past that do not necessarily preclude their serving their country as members of the armed services, but each and every one of those issues may require additional investment of time on the part of the recruiter to obtain formal waivers, such as for violations involving minors in possession of alcohol. Similarly, certain traffic violations also require formal waivers and where the recruit has accumulated more than four violations in two years, a consultation with the MEPS physician is mandatory to determine whether or not a psychological consultation and evaluation is necessary for that recruit.
However, some of the most frustrating aspects of time management in military recruiting arise in connection with recruits backing out of their commitment at or prior to departure time after all the recruiter's time has already been invested in that recruit. Finally, the same issue arises in connection with the Command Reports that must be completed by the recruiter for every recruit who drops out during Boot Camp.
In addition, the Marines have a much smaller force than the army. On the other hand, the army cannot be as selective as the marines because it needs to maintain a much higher number of troops. The article explains that the army "needs 80,000 new soldiers this year and must find them in a populace that is in many ways less willing and less able to serve than earlier generations
Introduction The aviation field within the armed forces has serious problems as almost all the related services are making reports that they have training, pilot retention, and general machinery maintenance challenges (Burke, 2018; Deal, 2019; United States Government Accountability Office, 2019). The reason for this malaise is not clear but there are two possible originating problems that are just as common to military aviation as they are to the other branches
Abstract This paper explores the opportunities and challenges of integrating social media in military communication. The underlying social media trends, technology evolution, and trends in technology are explored to synthesis the cost-benefit analysis inherent in social media and military. The paper concludes with measures that ought to be incorporated to ensure the integration of social media with no security vulnerabilities. Introduction The 21st Century has experienced a revolution in global communication. Social media
The need for reforms to the conscription process is a way for the government to maintain an effect outlet for the Turkish society to reaffirm its loyalty and respect for the army. This profound and traditional respect for the army has been waning following the high number of military casualties leading to a decline of celebrations held as new recruits' board buses for training (Kuru and Stepan 130). The gathering
The subjects were 613 injured Army personnel Military Deployment Services TF Report 13 admitted to Walter Reed Army Medical Center from March 2003 to September 2004 who were capable of completing the screening battery. Soldiers were assessed at approximately one month after injury and were reassessed at four and seven months either by telephone interview or upon return to the hospital for outpatient treatment. Two hundred and forty-three soldiers
Second of all, the Army needs to have the ability to rapidly and efficiently alter payment policies to reply to altering market conditions and goal requirements. Third, payment policies need to be straightened with bigger human capital approaches to produce the greatest worth and lessen expenses. Lastly, policy must support a hierarchy of strategic goals and results for efficiently contending for skill, motivating and fulfilling efficiency, and acknowledging unique contributions