在知識經濟的世代裡，「人」是組織最重要的資產，也是最獨特的資產。「人才招募」是各型組織網羅人才的重要措施，經由招募所獲得之新進員工的質與量，不但影響組織人力資源管理上的各項功能，更攸關未來的生存與發展。國軍的使命在保國衛民，因應未來戰爭型態改變，在精兵政策的指導下，如何建立一支「量小、精質、戰力強」的勁旅，實繫於人才招募策略之良窳與成效。 是故本研究欲瞭解下列問題並提出具體建議：（1）瞭解當前我國軍隊招募時應用行銷策略現況?（2）分析當前我國軍事院校所處競爭環境?（3）探討當前我國軍事院校學生從軍動機?（4）提供國軍招募行銷策略之具體建議? 而本研究係以問卷資料庫分析、SWOT分析與專家訪談為研究設計。由於採用了國軍人才招募中心八十九年至九十二年四年來蒐集之問卷資料，在質量上都有一定水準，以此資料庫作為分析，除節省大量時間與金錢，亦增加論文之可信度。SWOT分析的運用，則期使國軍人才招募中心更能瞭解內部環境及外部環境的變化以做出相對應之策略；專家訪談時，則針對自國軍人才招募中心成立以來，曾深度參與決策過程的專家進行訪問，期使本研究之行銷策略建議更能貼近實際需要。 在研究中發現新世代年輕人傾向自己做出從軍決定，而家庭親友則有一定程度的影響，且發現女性從軍意願大幅提升。影響新世代的年輕人的訊息管道主要為人際傳播，教官為訊息主要來源，網路行銷在接觸訊息管道中的利用比例仍低，但未來成長性可期；新生來源無南北之差異，中低收入家庭比例逐年增加，從軍動機大多重視中高級需求，惟九十二年則生理需求大幅增加。因此建議針對學子提出訴求，並舉辦「親子體驗營」讓家長與學子一起認識軍校加強從軍動機。並檢討女性軍官錄取員額，以因應女性報考人數大幅增加。在訊息管道上，則重新設計能有效激勵教官之制度與強化網路行銷的功能；由於新生來源無明顯南北差異，在組織設計上可重新考慮增設或合併以達效率。另新生重視中高級需求，故在行銷上更應該著重能助其自我實現的作為，如：交換學生與終身學習等。另外建議學校單位應擬定中長程軍校發展規劃，以爭取較高教育預算，進而招生優質入伍新生，以強化軍校優質形象並檢討軍校校園文化，進行學術交流，提昇教學品質，以達成強化內部行銷的目標；廣告業務則可外包給專業廣告公司以減輕國軍人才招募中心業務負荷。國軍人才招募中心的業務職掌則應朝向更專業與其他人事單位整合邁進。 未來從事相關研究時，若能利用其他情境分析工具加以探討或是擴大問卷發放對象至已錄取資格卻未報到或在調適教育期後選擇離開的學子，或招生的學生能否與國軍使命(Mission)相結合等，並發展嚴謹之問卷量表，進行交叉統計分析，以增加其推論性。或可針對「國軍人才招募的限制與困難」，逐一作個別深入的探討。最後若能蒐集世界先進國家進行軍隊人才招募措施的案例，進行分析與比較，應能發現值得我國借鏡與學習之處。 / In times of knowledge economy, “human” is the most significant and special property in an organization. “Military Personnel Recruitment” is a vital measure to recruit a talented person at all types of organizations. The quality and quantity of new employees by ways of recruitment that can not only influence every function on organizational manpower resource management but also is involved in the survival and development of the future. The mission of our armed forces is to protect the nation and its people. To cope with the change of the war type in the future under the policy direction of crack troops, to establish “small quantity, high quality and powerful war capabilities” troops lies in the effect of personnel recruitment strategy. Therefore, this research is trying to realize the following questions and comes up with concrete suggestions. （1）Realize the current condition which marketing strategy that our army will conduct. (2) Analyze the present competitive environment that our military academies are in. (3) Explore the motives that cadets in our country join the army. (4) Provide concrete suggestions to the personnel recruitment-marketing strategy for the armed forces. This research is designed with questionnaire database analysis, SWOT analysis and expert interview. Because I adopt questionnaires ranging from the year of 2000 to 2003 from the Military Personnel Recruitment Center, the quality and quantity of these questionnaires must reach some standard. By analyze the database, I can save a great deal of time and money as well as add up to the credibility of this thesis. The use of SWOT analysis expects the Military Personnel Recruitment Center to realize the change of the internal and external environment and conduct appropriate strategy. The expert interview is according to the fact that interviewing experts deeply involved in decision-making process at the Military Personnel Recruitment Center so as to meet the actual requirements of the research’s marketing strategy. In our studies, we find that youngsters of the new generation tend to decide to join the army by themselves. Their family and relatives have some extent of influence on them. In addition, we also find that the will to join the army rises for the female. The information channel for these youngsters is from human relation communication. The main information resource is from military instructors. The ratio for the Internet marketing is still low in terms of contacting information channel. However, we can expect its growth. The resource of freshman cadets doesn’t have any difference on the south and the north of Taiwan. The proportion for families with middle or poor income is on the rise year by year. Their motives to join the army mostly emphasize the middle and higher level of hierarchical needs. According to Maslow’s Hierarchy of Needs Theory, there are five levels of hierarchy for human needs. The lowest need level of the needs is physiological needs. Other levels on its top are safety needs, love and belongingness needs, esteem needs and self actualization needs. However, the year of 2003 is an exception that the physiological needs increase a lot. Therefore, I suggest that we focus on the youngsters’ need and hold “Parents and Children Experience Camp.” By doing so, parents and high school students get to know military academies and strengthen the motives to join the army. On the other hand, we can also examine the admission ratio of female officers to cope up with the increase of female examinees. On information channel, we can re-design system to motivate military instructors and enhance the function of the Internet marketing. Due to the fact that there is no distinguished difference on the southern and northern area in Taiwan for the resource of freshman cadets, we can re-consider increasing or merging the organization to make it more effective. Owing to the fact that freshman cadets pay more attention on the middle and higher level of hierarchy needs, we should focus on helping youngsters for self actualization, such as students exchange and lifelong learning, etc. Moreover, I advise that the authorities concerned draft middle and long term of military academies planning development to fight for higher education budget and recruit superior quality of enlisted cadets; enhance high-quality image of military academies and review their campus culture; and engage in academic exchange to raise teaching quality and achieve to strengthen the internal marketing objective. For advertising, we can hand it over to professional advertisement agencies to reduce the workload of the Military Personnel Recruitment Center. The occupancy specialty of the Military Personnel Recruitment Center should step toward much specialization and the integration with other personnel units. If we can take advantage of other situation analysis instrument to explore or enlarge questionnaire objects on those who are admitted cadets without reporting in, those who drop out from school during the adjustment education period, or see if recruited cadets can match the mission of the armed forces when conducting related research in the future. We can develop sophisticated questionnaires and conduct a cross statistical analysis to increase its reasoning. Or aiming at the limitations and difficulties of the Military Personnel Recruitment Center, we can do separate thorough research and discussion. Last but not the least, if we can collect military personnel recruitment measures and examples from advanced countries all over the world and conduct analysis and comparison, we can find something worth learning for our country.

Darbe tiriama esama situacija Krašto apsaugos sistemos karininkų karjeros planavimo ir valdymo srityje. Siekiant nustatyti ar Krašto apsaugos sistemoje karininkams yra sudaromos sąlygos atskleisti ir efektyviai panaudoti bei plėtoti savo potencialą, tyrimas atliktas dviem etapais. Pirmame etape panaudojant dokumentų turinio analizės metodą, atliktas Krašto apsaugos ministerijos ir Lietuvos kariuomenės teisės aktų, reglamentuojančių krašto apsaugos sistemos personalo veiklą dokumentų turinio tyrimas. Tyrimo metu gauti duomenys dalinai patvirtino iškeltą hipotezę. Siekiant patvirtinti preliminarias išvadas bei gauti išsamesnės informacijos, antrame tyrimo etape panaudotas apklausos tyrimo metodas. Anketinė apklausa atlikta viename didžiausių Lietuvos kariuomenės padalinių – Lietuvos kariuomenės Lietuvos didžiojo kunigaikščio Gedimino štabo batalione. Gauti duomenys dalinai patvirtino iškeltą hipotezę bei pirmo etapo išvadas. Tyrimo metu nustatytos karininkų karjeros planavimo ir valdymo problemos bei pateikti siūlymai, kaip būtų galima jas išspręsti, norint padidinti karininkų karjeros planavimo ir valdymo efektyvumą. / The present paper investigates current situation of officer career planning and management in the National Defence System. A two-step study has been performed to investigate if military officers in the National Defence System are able to reveal and effectively employ and develop their potential. The first step of the study included the analysis of documentation of the National Defence Ministry and Armed Forces of Lithuania which regulate personnel management in the National Defence System. The data collected from the study partially corroborated the hypothesis. To validate the preliminary conclusions and obtain more detailed information a method of survey was used in the second step of the study. The survey was carried out in one of the largest units of Lithuanian Armed Forces, i. e. Lithuanian Grand Duke Gediminas Headquarters Battalion. The data collected have partially validated the hypothesis and first-step conclusions. The study has revealed the problems of officer career planning and management and gives suggestions how to solve them in order to increase the efficiency of the officer career planning and management.

<p>Försvarsmakten får fler och svårare uppgifter att lösa i framtiden. Internationella insatser blir en allt större del av Försvarsmaktens verksamhet. Konflikterna i insatsområdena är komplexa och kräver att Försvarsmakten har välutbildade officerare och soldater. Samtidigt strävar Försvarsmakten efter att ha förband redo att sättas in och genomföra insats på kort varsel. Detta har medfört att Försvarsmakten i framtiden kommer rekrytera soldater på frivillig grund och det innebär att värnplikten avskaffas. De blir en del av ett stående förband, där motivationen att lösa uppgift är hög. För att kunna rekrytera soldater till förbanden krävs att utbildningen som bedrivs har en hög kvalité, är utvecklande och utmanande för soldaten. Ovan presenterade förutsättningar bidrar till, enligt min mening, att kraven på den som utbildar rimligtvis borde förändras. Syftet, med uppsatsen, är att undersöka vilka krav det, i framtiden,kommer ställas på utbildaren som skall utbilda kontraktsanställda soldater? Undersökningen grundar sig i officerares syn på de nuvarande och framtida kraven på utbildaren. Resultatet av undersökningen visar att kraven på stridsutbildning, i allt väsenligt, kommer se likadant ut. Där kravet på personlig färdighet blir allt viktigare. Däremot kommer krav kopplat till ledarskap och förhållningssätt ändras jämfört med tidigare. Bland annat tror officerare att skapa förtroende och vara ett föredöme i utbildningen är viktigt, för att motivera soldaterna till att utvecklas.</p> / <p>The Swedish Armed Forces gets more task and more difficult problems to solve in the future. International efforts are becoming an increasingly larger part of The Armed Forces activities. The conflicts in the areas of action are complex and require that the Armed Forces have well trained officers and soldiers. At the same time The Armed Forces strive to have units ready to deploy and implement an effort on short notice. This has led to The Armed Forces in the future will recruit soldiers on a voluntary basis and that the compulsory military service will be abolished. The soldiers become part of a standing unit, where the motivation to solve the task is high. In order to recruit soldiers for the troops required that the training will have a high quality, is evolving and challenging for the soldier. The above-presented conditions contribute to, in my opinion that the requirements of the person who educate and train ought to change. The purpose of this paper is to investigate what the requirements, in the future, will be on the trainer to train contracted soldiers? The study is based on officer’s view of the current and future requirements for the trainer. The results of the survey show that the requirements for the combat training, in all inextricably, will be the same. Where the requirement of personal skills are important. However, the requirements related to leadership and attitude will change compared to earlier. Among other things, officers believe that building confidence and be a model of education is important, to motivate the soldiers to be developed.</p>

Försvarsmakten får fler och svårare uppgifter att lösa i framtiden. Internationella insatser blir en allt större del av Försvarsmaktens verksamhet. Konflikterna i insatsområdena är komplexa och kräver att Försvarsmakten har välutbildade officerare och soldater. Samtidigt strävar Försvarsmakten efter att ha förband redo att sättas in och genomföra insats på kort varsel. Detta har medfört att Försvarsmakten i framtiden kommer rekrytera soldater på frivillig grund och det innebär att värnplikten avskaffas. De blir en del av ett stående förband, där motivationen att lösa uppgift är hög. För att kunna rekrytera soldater till förbanden krävs att utbildningen som bedrivs har en hög kvalité, är utvecklande och utmanande för soldaten. Ovan presenterade förutsättningar bidrar till, enligt min mening, att kraven på den som utbildar rimligtvis borde förändras. Syftet, med uppsatsen, är att undersöka vilka krav det, i framtiden,kommer ställas på utbildaren som skall utbilda kontraktsanställda soldater? Undersökningen grundar sig i officerares syn på de nuvarande och framtida kraven på utbildaren. Resultatet av undersökningen visar att kraven på stridsutbildning, i allt väsenligt, kommer se likadant ut. Där kravet på personlig färdighet blir allt viktigare. Däremot kommer krav kopplat till ledarskap och förhållningssätt ändras jämfört med tidigare. Bland annat tror officerare att skapa förtroende och vara ett föredöme i utbildningen är viktigt, för att motivera soldaterna till att utvecklas. / The Swedish Armed Forces gets more task and more difficult problems to solve in the future. International efforts are becoming an increasingly larger part of The Armed Forces activities. The conflicts in the areas of action are complex and require that the Armed Forces have well trained officers and soldiers. At the same time The Armed Forces strive to have units ready to deploy and implement an effort on short notice. This has led to The Armed Forces in the future will recruit soldiers on a voluntary basis and that the compulsory military service will be abolished. The soldiers become part of a standing unit, where the motivation to solve the task is high. In order to recruit soldiers for the troops required that the training will have a high quality, is evolving and challenging for the soldier. The above-presented conditions contribute to, in my opinion that the requirements of the person who educate and train ought to change. The purpose of this paper is to investigate what the requirements, in the future, will be on the trainer to train contracted soldiers? The study is based on officer’s view of the current and future requirements for the trainer. The results of the survey show that the requirements for the combat training, in all inextricably, will be the same. Where the requirement of personal skills are important. However, the requirements related to leadership and attitude will change compared to earlier. Among other things, officers believe that building confidence and be a model of education is important, to motivate the soldiers to be developed.