This thesis describes the analysis, development, and testing of a new, digitized format for the Naval Nuclear Officer application. The methodology consisted of creating a beta officer application CD that was tested in the eight Naval Recruiting Districts (NRDs) within Region West. Online surveys were conducted with Navy recruiters at the NRD level to gauge satisfaction with the current application process and solicit feedback. The effectiveness of the application CD was analyzed using the responses of the surveys. The results indicate that most officer recruiters in Region West think the CD is an overall improvement over the current application format. The application CD format merits further exploration and development based on the positive results of the surveys and beta-testing. In the short term, Commander, Navy Recruiting Command (CNRC) should provide online support, including a Web site to aid officer application processing. Further, CNRC should seek to simplify and streamline the officer application forms.

Thesis (M.S. in Defense Analysis)--Naval Postgraduate School, December 2008. / Thesis Advisor(s): Simons, Anna. "December 2008." Description based on title screen as viewed on February 2, 2009. Includes bibliographical references (p. 53-56). Also available in print.

published_or_final_version / Public Administration / Master / Master of Social Sciences

Purpose This study examined the extent to which the North-West University, Mafikeng Campus (NWU, MC) is managing to attract and retain properly qualified academics. Methodology This predominantly quantitative study has questionnaires responded to by hundred and sixty respondents and survey money responded to by fifty-two respondents were used to gather data from deans, directors and teaching staff at the NWU, MC and from other universities. Findings Attraction and retention of properly qualified and experienced academics emerges as a University's key strategic mandate as such personnel champions an institution's quest to deliver quality teaching-learning, research and community engagement. The study also notes that the NWU, MC is not doing well in terms of attracting and retaining properly qualified academics, a regrettable trend. The need for a proper mix of workload, work and personal life balance, remuneration and promotion among others emerged as key attraction and retention tenets. Conclusion The study concludes that attraction and retention of academics is a global challenge. The NWU, MC and other affected universities need to do all they can to curtail the challenge so that they can attract and retain properly qualified and experienced academics for them to boost their throughput and graduation rates. These achievements, among others would ensure that the university' customers would be satified at the same time the university would attract funding. Recommendation It emerges that a university that offers longer contracts stands better chances to attract and retain academics. To this end, this study shares several pertinent insights that can help the NWU, MC ameliorate the challenge. / Thesis (MBA) North-West University, Mafikeng Campus, 2012

The purpose of this research was to examine and describe attrition and analyze factors that affect attrition at the United States Naval Academy. Specifically, the research attempts to identify characteristics that may signal a student's propensity to attrite from school. The intention is to determine if there are common characteristics among those who attrited from the Academy and to determine what role organizational factors and Academy experiences had on attrition. The desired end state is to identify a partial list of characteristics the Company Officer may use to flag at risk Midshipmen and when appropriate, intervene to reduce attrition. The results of the research indicate those who fail one or more physical readiness tests, females, and minorities have a greater probability of attriting from the Academy. This study summarizes the results, makes recommendations to the United States Naval Academy and for future research. / US Marine Corps (USMC) author.

by Tam Big-yuk, Sabrina and Yuen Ho-duen, Judith. / Thesis (M.B.A.)--Chinese University of Hong Kong, 1988. / Bibliography: leaf 64.

This research sought to identify the reasons physicians attributed for practicing in Oregon, the reasons for relocating out of Oregon, and the reasons for failures in recruiting physicians to Oregon. A random sample survey of 494 Oregon physicians identified the presence of economic and non-economic factors related to the recruitment and retention of physicians in Oregon. The research indicated that non-economic factors are overwhelmingly selected by physicians as reasons for locating their practices in Oregon, while economic factors are strongly selected as reasons for relocating out of Oregon, and as reasons for candidates not accepting positions. The data and research design do not provide the information needed to explain these divergent findings. The non-economic factor of Oregon lifestyle would appear to be a substantial recruitment asset as 93% of respondents selected "Oregon lifestyle" as an influential reason for locating their practice in Oregon. 86% of influential reasons to locate a practice in Oregon were non-economic factors. Economic factors were identified in 16% of respondents who reported planning to relocate out of Oregon within five years. The OHSU (2002) Workforce Assessment obtained a figure of 4% for this variable. This suggests future recruitment needs may be larger than anticipated. Physicians commonly contend with recruitment activities as 80% of respondents reported attempting to recruit physicians in the last five years. Of respondents reporting recruitment attempts, 69% reported at least one recruitment failure. Most of these failures were due to economic factors. While non-economic factors dominated the findings for reasons to locate in Oregon, economic factors dominated the findings for reasons to relocate and for recruitment failures. A full range of economic factors such as salary, reimbursement, liability premium costs, Oregon's economy were considered influential. Non-economic factors including lifestyle, collegiality, and family living in Oregon were influential factors identified in this survey. Much of recruitment theory is 'low-level', which appears as the ordinary organizing constructs for recruitment practices. As recruitment is largely an applied endeavor, recruitment theory is little developed and examined and is fertile ground for development and testing. / Graduation date: 2005

As the open up of government¡¦s regulations and increasingly competitive markets in these ten years, local banks have great varieties in banking business and products. Facing this trend, do banks also adjust their strategies in human resources recruitment? Are their business units different in their strategies? The two major issues attract me to do the research on considerations of staffing strategies in the banking industry. This research is based on a case study of F Bank. By collecting written document & interviewing the staffing managers of 6 different business units, in order to probe into the key factors which affect the staffing strategy. After analyzing document & interview materials, the research concludes that there are obvious different strategies between business units of different product sectors. They can be classified into two sectors: one offers consumer banking business, and the other offers corporate banking business. The former kind has greater flexibility in recruit. They tend to utilize a great amount of informal employees, and a great percentage in temp contractors and assignation staffs. They like to hire people with related experiences and from outside resources. However, the latter one has mainly recruit employees in official way. They prefer personnel without experiences and train them with their own training systems, or recruit form inner resources. To inquire what makes the differences between the strategies of staffing taken by different business units, the research concludes as follows: (1) the changes of organization culture, and (2) the different business characteristics. The research expects the result can provide future reference for human resources related staffs in policy planning in banking field.

Thesis (M.S. in Operations Research)--Naval Postgraduate School, September 1990. / Thesis Advisor(s): Johnson, Laura ; Thomas, George. Second Reader: Gorman, Linda. "September 1990." Description based on title screen as viewed on December 17, 2009. DTIC Identifier(s): Army Personnel, Recruiting, Theses, Military Forces (United States), Incentives, NRS (New Recruit Survey), Motivation, Statistical Analysis, Demography, Encentives. Author(s) subject terms: Enlistment, Incentive, Motivation, New Recruit Survey. Includes bibliographical references (p. 68-69). Also available in print.

Thesis--PlanB (M.S.)--University of Wisconsin--Stout, 2002. / Field problem. Includes bibliographical references.