Many times human resource professionals are under the impression that money is the biggest motivator for candidate attraction and employee retention. Anyone who has knowledge of Maslow's Hierarchy of Needs, it becomes easier to understand that salary truly only fulfills the most primary level of physiological needs. Items such as training and advancement opportunities fulfill higher levels of needs, such as the fourth layer, the need for esteem, and the fifth and highest level, self-actualization ("Abraham Maslow," 2005).
This realization can be readily applied to the military environment. Attracting and retaining talented candidates for the military is always a top concern, at this point in history even more so. Certainly some are motivated by sign on bonuses, but as Connolly's article demonstrates, this isn't the most powerful motivator. Therefore, focusing on other aspects of the benefits of the military may be a more successful method of attracting and...
Focusing on the advancement opportunities, the training that can apply outside of military life, the educational opportunities may be more effective.
In the end, Connolly's article brings to light a very important fact. Although money may motivate someone to join an organization, it will not necessarily ensure that they will stay. Organizations, no matter what sector they reside in, have to attract and retain good people in order to be successful. By focusing on meeting higher levels of needs, other than monetary, the military may be able to increase their effectiveness in hiring and retention.
Hiring and Retaining Quality Employees /Concept Definition This is basically going out there for the best in the market, bringing them on board by hiring their services. But again hiring the best is not enough; retaining them is a much bigger task that many find it very difficult. This concept further entails going out in the labor market and recruiting quality employees whose portfolios speak for themselves .This requires one to exercise
One has to wonder how much positive reinforcement will only be reinforcing the sense of entitlement they have received from their parents vs. The hard work and responsibility required to succeed in business. Even Skinner, the researcher who articulated the major theoretical constructs of reinforcement and who was a strong advocate of positive reinforcement, recognized the possibility to encourage negative behavior with positive reinforcement. On this matter, he said,
How do you justify to your staff the fact that Muffy is making a higher salary than any of them and that they did not have the chance to interview for the position? There are two answers that immediately come to mind - I can't or she was way qualified... From the perspective of I can't, I would focus on two specific points. Either she is getting too much or the
growing imperative to be globally competitive as well as the increasing sophistication of customer needs, organizations must hire the highest quality employees. Unfortunately, however, many companies do not have an effective hiring system in place. Since the hiring process has been such a fundamental part of an organization's human resources ongoing responsibility for such a long time, it is often taken for granted and not reviewed and critiqued on
Human Resources is an important part of any organization: it serves as the oil that helps the business's engine come to life. The parts all depend on the guidance, training, foresight, initiative, and diligence that HR staff exercise. HR is responsible for new hires, making sure the right persons are placed in the right roles, overseeing training, and providing assistance to employees seeking to discuss issues at the workplace. HR
Statement of the Problem The integration of veterans into different business sectors is not a novel idea. Numerous sectors and organizations have been dedicated to facilitating employment of veterans. In the construction sector, different institutions such as Veterans Build America and Hire Our Heroes have made significant strides towards this endeavor. Nonetheless, regardless of the presence of such institutions and assimilation programs for coupling veterans with jobs in the construction sector,