Approved for public release, distribution is unlimited / This thesis examines the process by which enlisted goal shares are generated by Commander, Navy Recruiting Command (CNRC) and assigned to Navy Regional recruiting commands. Through use of an econometric goaling and forecasting model employed by CNRC and a less complicated weighting system used by Regions, goal shares are generated using factors believed to accurately predict future recruiting success. The factors used in the new contract prediction model include local economic conditions, population demographics, and recruiting resources. This thesis evaluates these factors to obtain a clear understanding of how each affects the establishment of goal shares. The various levels within the recruiting organization are analyzed, to include a discussion on how each of these levels prioritizes assigned goals, specifically accessions and new contract objectives, and the reasons why these priorities differ across levels within the organization. The thesis analyzes the role of past production data and Production per Recruiter (PPR) in establishing goal. Recruiter incentives and potential impacts of these incentives on the attainment of quality contracts are also discussed. Finally, the accuracy of CNRC forecasts is evaluated and recommendations are made to help ensure the continued success of these forecasts well into the future. This thesis finds CNRC's goaling forecasts to be quite accurate; however, with more precise data for a few specific variables within the goaling model, it is believed the accuracy of forecasts could be improved. Additionally, this thesis finds that due to current recruiter incentives, recruiters may not be motivated to contract the best possible candidates for enlistment at all times. / Lieutenant, United States Navy

This study analyzes the responses of enlisted reserve personnel to the 2000-2001 Navy Reserve Career Decision Survey using multivariate logistic regression. Enlisted Naval Reservists' retirement intentions are assessed with respect to the effect of demographic and military background characteristics, unit-type, and reserve experiences. Among the reserve experience variables, perceptions about the importance of training, accomplishment recognition, family impact, civilian job impact, education benefits, leadership, career development, personal meaning, and time spent working in a primary designator are all significant influences on career plans. Marital status, pay grade, time in the Selected Reserves, and prior duty status are also significant predictors. While unit type and rating variables are not individually significant, each group of variables is jointly significant. Marital status, pay grade, time in service, and reserve experience variables have the greatest effects on a respondent's intent to stay to retirement and should be considered when evaluating and creating retention policies and/or programs for the Naval Reserve organization. It is recommended that follow-on studies be conducted to compare the 2005 responses with the 2000-2001 responses to the Reserve Career Decision Survey to provide a better understanding of enlisted reserve retirement intentions in the 9/11 military environment.

Approved for public release; distribution is unlimited / This study seeks to identify successful youth development programs and the reasons for their success; to describe the Junior Reserve Officers' Training Corps (JROTC) and its achievements; to compare JROTC with successful youth development programs; and to explore the impact of JROTC on military recruiting. The descriptive analysis and comparison of programs are based on an extensive review of previous research. The effects of JROTC on recruiting were examined through longitudinal data files, covering military enlistments from 1990 through 2001, obtained from the Defense Manpower Data Center. The results show that JROTC is similar to a number of other programs in successfully promoting youth development. Nevertheless, no single program can match JROTC in its size, level of funding, and scope of accomplishments. Further, information on enlistments suggests that JROTC assists military recruiting in several ways: 85,000 graduates of JROTC joined the military in the period studied; the first-term attrition rates of JROTC graduates were consistently lower than those of all recruits; and the positive effects of JROTC were most noticeable among certain demographic groups. Further research is recommended to study added dimensions of youth development, various other effects of JROTC on recruiting, and the economic implications of the program. / Major, United States Marine Corps

Approved for public release, distribution is unlimited / This thesis examines factors relating to youth interest in joining the Navy among the Hispanic population in South-Central Los Angeles, California. The study begins with a comprehensive review of literature on Hispanics of Mexican origin. Informatio on youth interest in the Navy is gleaned from personal interviews with teachers, counselors, JROTC instructors, military recruiters, and local clergy. The results suggest that Hispanic youths are limited from pursuing higher education because of poor academic preparation, underdeveloped English-language skills, poverty, and crime. The population also faces unique cultural and regional challenges that stem from historical influences and the close proximity of Mexico to the U.S. Additionally, evidence suggests that high school teachers and administrators are often barriers to youth awareness of military service. It is recommended that the Navy or Department of Defense form partnerships with schools and community organizations in largely Hispanic regions to identify and overcome the various obstacles that limit youth from pursuing higher education, learning about opportunities for military service, and qualifying for the Navy's officer programs. / Lieutenant, United States Navy

"The purpose of this study was to identify factors that most influence prospective female volleyball student-athletes' selection of an NCAA Division I university. This research was an applied, cross-sectional study using a multi-method approach of collecting data using surveys and telephone interviews. The sample in this study was approximately 500 Division I female collegiate volleyball players from sixty-four universities"--Abstract. / Typescript. / "Spring Semester, 1998." / "Submitted to the Department of Physical Education in partial fulfillment of the requirements for the degree of Doctor of Philosophy." / Advisor: Robert A. Rider, Professor Directing Dissertation. / Includes bibliographical references (leaves 124-131).

Digitized by Kansas Correctional Industries

Police officers are frequently viewed as being unable to perform the duties assigned to them by society. Criticism has focused on inappropriate reaction to social unrest and an inability to control crime. Improving the selection process of police officers has been proposed as an appropriate means of improving police officer performance. The problem is how to improve the selection process to select individuals who will perform at the highest level. This study attempted to determine if personality traits of standout police officers, as measured by psychological tests, differ significantly from personality traits of recruit police officers. Considerable research in Oregon has been done on personality traits of police officers. The research has dealt with testing police officer applicants and recruit police officers. This study compared the psychological profile of police academy trainees with the psychological profile of standout police officers. The standout police officers were identified in a study by John Koroloff. The standard t test was used for a comparison of personality traits based on test scores from the Law Enforcement Assessment and Development Report (LEADR), the Psychopathic Deviate scale (PD) and the MacAndrew Alcoholism scale (MA) of the Minnesota Multiphasic Personality Inventory (MMPI), and the Wonderlic Personnel Test. The LEADR consists of the 16 Personality Factors (16PF), the Clinical Analysis Questionnaire (CAQ), and second-order factors. A comparison was also made of the age difference between the two groups. The hypothesis that there is no statistically significant difference between the two groups was only partially supported. Statistically significant differences were found on the Intelligence, Low Energy Depression, Paranoia, Psychasthenia, Depression, and Psychoticism scales of the LEADR; on the Psychopathic Deviate and MacAndrew Alcoholism scales of the MMPI; and on the age difference. / Graduation date: 1992

Sammanfattning: Föreliggande studie syftar till hur sociala medier har förändrat den traditionella rekryteringsprocessen. Sociala medier är ett ämne och område i rekryteringssammanhang som är relativt outforskat och nytt och därmed har studien en explorativ och induktiv karaktär. Studien syftar till att kartlägga, beskriva samt att undersöka hur tre globala, ett internationellt, och ett nationellt företag använder sig utav sociala medier i sina rekryteringsprocesser.  Genom kvalitativa intervjuer har fyra frågeställningar besvarats som berör hur sociala medier används i företagens rekryteringsprocesser, om sociala medier har påverkat det traditionella tillvägagångssättet att rekrytera, problem som kan uppstå när sociala medier används i rekryteringsarbetet samt hur användandet av sociala medier kommer se ut i framtiden. Studiens resultat visar att sociala medier används som komplement inom den traditionella rekryteringsprocessen. Annonsering, urval och referenstagning kan idag utföras via sociala medier till mindre kostnader och med högre effektivitet gentemot traditionella tillvägagångssätt. Det synliggörs även att arbetssökande bör vara medvetna om att arbetsgivare kan söka upp bakgrundsinformation om dem via Internet och att information som anses olämplig kan leda till att arbetssökande väljs bort. Resultatet tyder på att utvecklingen inom sociala medier kommer att öka stort i framtiden. / Abstract: The area of interest of this study comprises if and how social media have changed the traditional recruiting process. Social media is a relative new subject within recruiting and consequently the study has an explorative and inductive nature. The purpose of the study is to survey and describe the use of social media in the recruiting process of three global, one international and one domestic organization. Four major question formulations were answered through qualitative interviews and concerned how social media is used in the recruiting process of the organizations, if social media has affected the traditional way of recruiting, problems that can occur when social media is utilized in the recruiting process and how the usage of social media will develop in the future. The results of the study shows that social media is applied as a complement in the traditional recruiting process. Advertising, selection and reference check can today be performed through social media and this to a lower cost and with higher efficiently compared to the traditional way of recruiting. Moreover, job seekers should know that employers can search for background information about them on the Internet and that inappropriate information can affect if the job seeker will be selected or not. The results also indicate that the development of social media will increase in the future.

Recruiting talented student-athletes is integral to the success of an athletics program. Yet, some universities and individuals therein have been willing to violate National Collegiate Athletic Association (NCAA) recruiting regulations to lure talented athletes to play at their institution. Institutional and isomorphic pressures of discouraging unethical recruiting behavior and practice rely heavily upon the rationalization and institutionalizing of social phenomena through written policy in NCAA Bylaw 13. These policies may be identified as cartel agreements, where a group creates rules to control actions that assure economic profit. Although recruiting top talent may lead to increased victories and revenues, most NCAA athletic departments do not make a profit and being sanctioned for violating NCAA recruiting rules may lead to damaged institutional reputation. In response, universities have invested resources to protect institutional prestige through a comprehensive NCAA rules compliance program. Nevertheless, undisclosed recruiting violations transpire because there are financial incentives to violate NCAA rules. Three separate works were utilized to examine the economic, institutional, and individual factors of NCAA institutional control. First, institutional factors of reported NCAA recruiting violations were analyzed through a series of chi-square tests. Correlative institutional factors were found in particular types of Bylaw 13 violations including conference affiliation, geographic region, sports involved in a major infraction, and size of full-time athletic compliance staff when the violation occurred. Second, hierarchical loglinear regression was used to analyze the results from a survey of 7,200 current student-athletes regarding undisclosed recruiting violations. Various violation types of Bylaw 13 correlatively involved institutions from Bowl Championship Series (BCS) conferences, based on geographic regions, revenue sports, and individual factors of race, sex, and income level. Third, a qualitative instrumental case study examined the economic, administrative, and individual relationships regarding NCAA institutional control of athletics recruiting at a perceivably compliant Division I (FBS), BCS conference-affiliated institution. Findings from this study suggested that the systemic pressure to win championships and maintain institutional control become difficult to balance with the added pressure of high stakes recruiting that can influence the financial stability of an athletic department. The conclusion of this work will assess systemic alternatives regarding NCAA recruiting violations and propose legal remedies to curtail future recruiting violations.

Abstract Based on the underlying intentions of life insurance, if managers of insurance companies truly understands the importance of insurance to the society, their management philosophy would be grounded on care for the needs of the public and implement such philosophy as their management objective. Yet, according to the year 2004 statistics published by the Life Insurance Association of the Republic of China, the average insured value of new life insurance contracts is merely NTD 780,000 in 2004. The average insured value of effective contracts is NTD 780,000, while the ratio of insurance coverage is 166.3% (effective contract divided by total population). This indicates that the average payout for every death is only NTD 1,290,000, indicating significant inadequacy of life cover. There is a popular saying in the insurance business, ¡§birds would be found where there are trees, and business achievements would be found where there are people¡¨. The majority of sales departments in life insurance companies focus on achievement of new contracts; new staff will bring sales to the company. Increased rates of ineffective policies arising from low retention rate of new salespeople, lack of professionalism among salespeople, or inadequate service were not considered. Therefore, insurance salespeople are not only the key elements in the business achievements of insurance companies, but also the key personnel underlying long term performance indices. The objectives of this study are: 1)What are the characteristics of salesperson that exhibit excellent performance? 2)Which recruiting channel recruits the best insurance salesperson? 3)What are the methodologies for recruiting and selecting insurance salesperson? 4)What are the impacts of such recruiting methods on the performance of the insurance company? 5)Are the insurance salesperson recruited through such channels appropriate to the needs of the company? A case study is adopted as the research method. The subject company ¡V Prudential of Taiwan (POT), clearly understands that business performance is grounded on having professional insurance salespeople. Hence the long term business objective of POT is to recruit and nurture professional life insurance planners, which is different to the management approach adopted by majority of the insurance companies in Taiwan. The recruiting and selecting methodology of the case company was studied. The business philosophy, sources of recruitment, recruiting and selecting methods and processes were reviewed. Furthermore, in-depth staff interviews to gain their viewpoints on recruitment were conducted. Results of the study into the recruitment methodology and interviews were compared to reflect the results of long term key performance index of insurance company. The findings of this study are: the long term performance index of POT, namely staff retention rate, individual average insured value per new policy, insurance company retention rate, persistency rate of the policy, rate of passing staff qualification tests and, MDRT membership qualification rate, the incremental rate of the premium income, were all rated above competitors. ¡iKeywords¡j Prudential of Taiwan¡ALife Insurance¡ARecruiting¡ASelecting¡ALifePlanner