Approved for public release; distribution is unlimited / The author examines the incremental costs and benefits associated with a change from six-month unit deployments to one-year unit deployments. The analysis is based primarily on five fighter squadrons participating in the Marine Corps' Unit Deployment Program and takes in the period July 1976 to October 1988. Regression analysis is used to project transportation cost savings of $4 million in real terms from FY 1989 through FY 1993. With a change to a one-year Unit Deployment Program, fighter squadrons should experience net increases in aircraft readiness, aircrew training readiness, and personnel retention. / http://archive.org/details/oneyearudpcostbe00hack / Lieutenant Colonel, United States Marine Corps

The aim of this research was to determine the factors that influence retention of personnel at Cor Jesu College in the Philippines and establish guidelines for effective staff retention. A qualitative research design involving the descriptive sample survey method to collect data by means of self- administered structured questionnaire was adopted. The sample consisted of 70 Cor Jesu personnel. The information was statistically analysed with the aid of a computer after which it was interpreted. Results indicated that teachers were not satisfied with their jobs and that their retention was affected by several aspects of their work. Working conditions emerged as the major source of dissatisfaction while interpersonal relations were a principal retention factor. / Educational Studies / M.A. (Education Management)

Thesis (MBA)--University of Stellenbosch, 2011. / Research shows that identifying and developing new leaders should be a leader’s primary focus due to the impact it has on the productivity, performance and sustainability of the organisation. The Young Lions Programme was a leadership development programme for high-potential supervisory staff implemented by a major South African financial institution’s retail banking division in the Western Cape region in 2006. The programme ran for three years until it was discontinued in 2008 due to the organisation implementing a national leadership development programme for all team leaders. Many of the organisation’s other regions still run development programmes for high-potential staff. However, the Western Cape region has not implemented another programme aimed specifically at high-potential staff since 2009. The effectiveness of the programme was never measured, nor was any research conducted to determine best practices for leadership development programmes. The aim of this research report is therefore to analyse the success of the programme through qualitative analysis by measuring the data gathered against the objectives originally set for the programme. Furthermore, this report aims to identify best practices in leadership development through the completion of a literature review and to make recommendations to the organisation for future leadership development programmes. The findings of this report are that the programme was successful in many aspects as demonstrated by the positive responses from the respondents to the questionnaire, and by the data analysed from the organisation’s database. Notwithstanding the success of the programme, responses from the questionnaire as well as the relevant research suggest that improvements can be made to the programme to increase its effectiveness in identifying, developing and retaining leaders in the organisation. These recommendations are summarised in the final chapter of this report.

The aim of this research was to determine the factors that influence retention of personnel at Cor Jesu College in the Philippines and establish guidelines for effective staff retention. A qualitative research design involving the descriptive sample survey method to collect data by means of self- administered structured questionnaire was adopted. The sample consisted of 70 Cor Jesu personnel. The information was statistically analysed with the aid of a computer after which it was interpreted. Results indicated that teachers were not satisfied with their jobs and that their retention was affected by several aspects of their work. Working conditions emerged as the major source of dissatisfaction while interpersonal relations were a principal retention factor. / Educational Studies / M.A. (Education Management)

Bakgrund: Konsultbolags främsta utmaning är att förse sina kunder med efterfrågad kompetens. De verkar inom en kunskapsintensiv bransch, där affärsidén kretsar kring deras mänskliga resurser. För att kunna tillgodose efterfrågan deras kunder har idag och i framtiden, krävs en inblick i vad för kompetens som organisationen innehar, för att kunna arbeta på ett långsiktigt sätt med detta. Då arbetsmarknaden idag består till största del av kvalificerade arbeten, så har konkurrensen kring att rekrytera människor med rätt erfarenhet och utbildning ökat. Konsultbolagen som intervjuats för denna studie hyr alla ut spetskompetens, vilket innebär personer med kompetens inom specifika arbetsområden. För att organisationer ska vara lönsamma, krävs att de klarar av att förutse framtidens krav, och kan kompetensförsörja utefter dem, via rekrytering, utveckling och genom att behålla kompetensen inom organisationen.Syfte: Studiens syfte är att öka förståelsen för hur konsultbolag arbetar strategiskt med kompetensförsörjning. Då konsultbolag verkar inom en kunskapsintensiv bransch, där affärsidén är att hyra ut spetskompetens, ämnar studien att undersöka hur de säkerställer att organisationen innehar rätt kompetens för att tillfredsställa kundernas efterfrågan idag, och i framtiden.Metod: Studien har genomförts med kvalitativ metod, med semistrukturerade intervjuer som datainsamlingsmetod. Sju informanter från lika många konsultbolag har svarat på intervjufrågor gällande arbetet med HR och kompetensförsörjning. Valet av metod grundas i studiens syfte, för att få djupare förståelse för konsultbranschens arbete med kompetensförsörjning.Slutsats: Resultatet av studien visar på att konsultbolagen som deltagit, arbetar med att rekrytera, utveckla och behålla kompetens för att tillgodose kunder med efterfrågad kunskap, men även att det skiljer sig mycket var fokus ligger från konsultbolag till konsultbolag. Studiens resultat visar på att de olika konsultbolagen arbetade med de olika delarna av kompetensförsörjning, men slutsatsen är att de inte sammankopplade aktiviteterna för att arbeta strategiskt med dem. Resultatet visar även att5kompetenskartläggning är av yttersta vikt för att konsultbolag ska kunna arbeta långsiktigt och effektivt med kompetensförsörjning. / Background: Consulting firms biggest challenge is to provide their clients with their required competence. Since consulting firms are active in a very knowledge-intense market, where the mission of their business is formed around the most efficient use of their human resources. The main goal is to provide their clients with their required competence, and to be able to do that they need to have good insight regarding what sort of competencies that are actually requested, both in short and long term. The market has gone from a fair mix of unqualified and qualified positions, to mostly qualified work positions. This means that the overall competitiveness has risen to a new level, and that means that companies are facing the challenge of wanting to recruit the same individuals. Companies that are active in these knowledge-intense markets need individuals that have the right experience combined with the right education, and that is a challenge.Purpose: The aim of this study is to gain a deeper understanding of how consulting firms work strategically to provide their clients with required competence. Furthermore the study aims to examine how consulting firms make sure that they possess the required competence, today and in the future. Since there’s not a lot of previous research on the subject, this study hopes to open up for further research opportunities.Method: Semi-structured interviews were used to collect the data for the study. Seven informants from seven consulting firms were asked questions about their HR-activities and how they supply their company with competence. The choice of method is based on the purpose of the study, to gain a deeper understanding for consulting firms challenges in their work with supplying competence.Conclusion: The conclusion of this study shows that all of the companies that took part, are working with recruiting, developing and retaining their human resources. The results also show that all of the consulting firms that took part in this study, all have a different approach to the parts of the process of supplying competence. Strategic approach is what is lacking in planning efforts for recruitment, development and retaining personnel. The consulting firms that participated all lack in connecting the HR-activities to reaching their companies main goal, to work in a strategic manner. The results also point to the7importance of competency mapping to be able to work with developing the company through their human resources in an efficient way.

Le manque de rétention des infirmières en soins critiques au Québec déjà observé depuis plusieurs années perdure et s’est aggravé depuis la pandémie de COVID-19. Les programmes d’orientation à l’embauche permettraient de contribuer à la rétention des infirmières débutant dans ces milieux. À ce jour, cependant, aucune revue de la littérature n’a été effectuée dans l’objectif de mieux comprendre ces effets. Une revue rapide des écrits a été réalisée dans le but de mieux comprendre les effets des programmes d’orientation sur la rétention des infirmières en soins critiques. Les caractéristiques des programmes menant à des effets favorables ont également été recherchées. L’approche de Dobbins (2017) a été utilisée aux fins d’élaboration de cette revue rapide. Sept écrits ont pu être sélectionnés et analysés selon des critères d’inclusion. Les études considérées devaient se rapporter à des programmes ou interventions de formation auprès des infirmières débutant en soins critiques. Les études devaient se dérouler dans un milieu de soins critiques, tel que l’unité de soins intensifs adulte, pédiatrique ou néonatale. L’analyse des études recensées montre une rétention améliorée chez les infirmières après l’implantation d’un programme d’orientation. Les résultats indiquent également des améliorations en ce qui a trait au recrutement, taux de départ, connaissances, satisfaction, coûts et disponibilité des lits. Les programmes d’orientation qui ont eu des effets bénéfiques sur la rétention des infirmières comportent plusieurs éléments : le recourt à la théorie « novice à experte » de Benner (1984), le préceptorat accompagné de mentorat ou le recours à une personne-ressource, la formation des précepteurs, les méthodes évaluant le progrès des recrues et l’emploi de stratégies éducatives variées. Cette revue rapide des écrits a permis d’alimenter la réflexion sur les effets des programmes d’orientation sur la rétention des infirmières en soins critiques, tout en mettant en évidence des pistes pour poursuivre l’étude de ces programmes. / Critical care settings in Quebec are struggling with low retention of nursing staff which has worsened under the effect of the COVID-19 pandemic. Orientation programs could help to overcome low retention rates. To date, no review of the literature has been carried out with the aim of better understanding these effects. A rapid review of the literature was conducted to better understand the effects of orientation programs on the retention of critical care nurses. Program characteristics leading to positive effects on retention were also investigated. The Dobbins (2017) approach was used for the development of this rapid review. Seven writings were selected and analyzed according to inclusion criteria. The studies considered had to relate to training intervention or orientation programs for nurses new to critical care. Studies had to take place in a critical care setting, such as the adult, pediatric or neonatal intensive care unit. The analysis of the studies reviewed shows improved retention among nurses after implementation of an orientation program. The results also point to improvements in recruitment, attrition rates, knowledge, satisfaction, costs, and bed availability. Orientation programs that have had beneficial effects on the retention of nurses include several elements: the use of Benner’s "novice to expert" theory (1984), preceptorship, mentoring or the use of a resourceful person, training of preceptors, evaluation of the progress of recruits and the use of various educational strategies. This study provides an initial insight into the characteristics of orientation programs to be reviewed in the critical care unit to increase the nurse retention while highlighting avenues for further study of these programs.

Thesis (M.S., Strategic Studies) -- Army War College (Carlisle Barracks, Pa.) / Title from title screen (viewed June 10, 2009). "25 March 2008." "ADA479725"--URL. APPROVED FOR PUBLIC RELEASE. Includes bibliographical references (p. 20-24). Also issued in paper format.

Thesis (Master of Military Art and Science)--Command and General Staff College, Fort Leavenworth, 2008. / Title from title screen (viewed June 16, 2009). "ADA482989"-DTIC URL. Includes bibliographical references (p. 77-81).

人才留任管理是所有合併企業都需要處理的問題，成功與否關係到新企業的未來發展。近年來臺灣貨運承攬業，面臨國際間強烈的競爭，被運輸業整合成為屢次被採用的手段。本文主要在探討貨運承攬個案合併時人才的保留，由該行業的業務特性、進行關鍵人才鑑別及留用方法與管理方式的探討。從個案創立擴展史了解其核心事業由航空貨運承攬，擴及海運承攬、國外進口業務及進口報關等專業。故上述四項業務相關人員是併購後業務能持續推展的主要關鍵人力。關鍵人力篩選方法的主要對個別員工判定其知識價值及知識風險評估。前者指承攬業務的通關與關務的專業經驗、臨機應變訣竅等；後者則依據其履行義務、溝通與價值分享、即時貨況訊息掌握能力等判定。 由於併購公司與目標公司的人力專業並沒有嚴重的重疊，故人力汰留壓力並不嚴重，反而是在母公司主導管理上的一致化、E化整併與企業文化磨合，可能是影響人力保留政策的推行。因此高階主管扮演很重要的角色，對留用人才對新公司新策略的信服，以及新文化的調和，占有教化遊說的關鍵地位。同時，在具體的事務管理上，需會同合併前各公司的高階層主管，在統一的系統下有效的運作，達到合併營運績效增長的目的。 合併後留用人才的管理由個案得到的分析結果如下：基層管理的重點在於新規範的重申、積極性的再教育、激勵策略；高階人員則是建立企業使命的共識、協調合併後管理標準、溝通組織結構和設計、維持良好的人際關係與企業文化推展等措施。上述管理策略以其在合併後一年，能夠使貨運承攬業務績效優異，足證為可參用的人才保留及管理方式。 / The talent retention of post merger and acquisition is an important problem for all newly merged enterprises, which is associated with the future success of new cooperation. Recent years, the cargo transportation in Taiwan was faced to a rigid international competition. For contractors, being merged was a reciprocal method by every related enterprise. A case study is successful in talent retention, because of the specialist of the target company, which is compensated for the merging company. We analyzed the whole details during the combination of it and a logistic association in Hong Kong erected by a Malaysia big association. The target enterprise has been an internationally famous association in sea and fly Customs clearance contract. In December 2015, two associations were combined through exchange stock holdings, and under profit guarantee prerequisite, new company of logistics is constructed. Because two associates were belong to different countries and areas, the management systems and enterprise cultures exhibited big difference, crisis of manpower still existed because of the leave of the target company. The technique of key talents retention and post merged management are extremely referential. This study focused on the talents retention during merging and after the combination of cargo contractor, from checking the special talent personnel identification and the management methods of Key talents carried. by business characteristics. The core business of the target company was selected out from its history of erection and expansion, which include fly and sea cargo contracts, foreign import business and import customs and other professional. These four business-related personnel need continue to promote the main business of new company after merging. The screening methods of key specials are judged by their knowledge value and knowledge risk assessment. The former refers to the experience of customs clearance, the trick of immediate response to contingency; the latter to the obligation fulfillment, communication and value sharing, and ability to master instant messaging of cargo status. As the M & A company and the target company's human resources and there is no serious overlap, so the pressure of human development is not serious, but in the parent company's leading management of the same, E and the whole culture and run, may affect the human retention policy The implementation. So high-level supervisors play a very important role, to retain the talent on the new company's new strategy of conviction, as well as the new culture of reconciliation, occupies the key position of educational lobbying. At the same time, in the specific affairs management, with the merger before the high-level executives in the unified system under the effective operation of the merger to achieve the purpose of operating performance growth.

Le contexte de pénurie de personnel infirmier doublée d’une organisation du travail sous optimale a pour conséquence d’augmenter le risque d’un bris de service qui est souvent contré par l'usage du Temps Supplémentaire Obligatoire (TSO). Cette méthode de gestion impose des pressions grandissantes sur les infirmières. L’usage du TSO entraine des effets néfastes pour les usagers, les infirmières ainsi que les organisations de santé. Le but de cette étude est d’identifier des interventions ayant le potentiel de réduire l’usage du TSO et faire une analyse critique des effets potentiels ou démontrés de celles-ci. Méthode Une revue narrative de la littérature a été réalisée afin d’identifier les interventions présentées comme ayant le potentiel de réduire l’usage du TSO. La revue narrative a suivi le modèle Scale for the Assessment of Narrative Review Articles. Nos recherches ont permis d’identifier 12 interventions rapportées pouvant réduire l’usage du TSO. Elles sont applicables à l’un ou plusieurs de 4 différents niveaux dans l’organisation des services de santé, soit le niveau législatif, le niveau systémique, le niveau organisationnel ainsi que le niveau d’une unité de soins. Cette étude permet de mettre en lumière plusieurs interventions ayant le potentiel de réduire le TSO, mais il existe peu de données probantes les appuyant. Il semble que plusieurs interventions concomitantes pourraient avoir un effet plus fort sur le TSO. D’autres interventions ayant un effet sur des facteurs déterminants du TSO pourraient également avoir un effet potentiel sur celui-ci. Notre étude met en évidence le besoin de recherches étoffées sur les interventions pouvant enrayer le TSO des systèmes de santé. / The context of nursing staff shortage added to a sub-optimal management of resources has the consequence of increasing the odds of a break in service which is often countered by the use of mandatory overtime. This management method places increasing pressure on nurses. The use of mandatory overtime has harmful effects on patients, nurses and healthcare organizations. The aim of this study is to identify and critically analyze interventions that reduce mandatory overtime. Method A narrative review of the literature was performed to identify interventions used to reduce the use of mandatory overtime. The narrative review followed the Scale for the Assessment of Narrative Review Articles (SANRA) model. Our research identified 12 interventions that were reported as having the potential to reduce the use of mandatory overtime. They are applicable at 4 different levels in the organization of health services, namely the legislative level, the systemic level, the organizational level as well as the level of a care unit. Among these interventions, some seem to stand out, but few have been the subject of rigorous studies. We found several interventions that seem to have the potential to reduce mandatory overtime, but there exists very little evidence-based literature to support them. It seems that multiple concomitant interventions have a greater effect on mandatory overtime. Other interventions having an effect on determinant factors of mandatory overtime could have a potential effect on mandatory overtime. Even so, a need for studies showing the impact of interventions on mandatory overtime seems evident in light of our review.