...RECRUITMENT & RETENTION OF THE VOLUNTEER:: RECRUITMENT & RETENTION OF THE VOLUNTEER THE MISSING PIECE OF THE FIRE SERVICE THE MISSING PIECE OF THE FIRE SERVICE August 15, 2002 Prepared By: Franklin Woodrow Wilson II Lieutenant, Central Kitsap Fire & Rescue TABLE OF CONTENTS ABSTRACT ............................................................................................................... iii ACKNOWLEDGEMENTS ....................................................................................... iv INTRODUCTION ...................................................................................................... 1 HISTORY OF THE FIRE SERVICE ......................................................................... 4 RECRUITMENT ........................................................................................................ 6 MARKETING THE FIRE DEPARTMENT ............................................................... 6 ISSUES AND DIVERSITY CHALLENGES ............................................................... 7 CRITICAL AREAS TO INCREASE RECRUITMENT ............................................ 9 COMMUNITY .................................................................................................... 9 SELF ESTEEM ................................................................................................. 10 NEEDS ............................................................................................................ 10 PHILOSOPHY ........
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...IS351_Recruitment_and_Retention_Strategies Research recruiting and retention strategies at three different companies. What distinguishes one company from another in this area? Are strategies such as signing bonuses, tuition reimbursement, and business casual dress codes standard for new information technology workers? What strategies appeal most to you? Summarize your ideas in a two-page paper, citing at least three references. The first company I looked at was Johnson & Johnson. This company has diverse demographics in its workforce and management and has superior work/life benefits, including: retirement transition; paid time off for volunteering; a work/life resource and referral program; eldercare and adult-management services; childcare discounts, onsite daycare, resources for parenting and health-risk assessments and referrals. Some other benefits include flexible hours, onsite religious accommodations, subsidized membership in wellness/fitness facilities, a caregiver web site, an eldercare program, and college webinars and counseling. The second company was Bank of America. It is a longtime leader in recruitment and retention, especially of women and LGBT employees. The bank has always been a trendsetter in work/life policies, and its current roster of benefits includes retirement transition, paid time off for volunteering/community outreach/professional activities, onsite religious accommodations, reimbursement for both formal and informal childcare...
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...Nurses should take a more proactive role in the recruitment and retention of nurses. To understand the profession of nursing, the forces currently influencing the profession and its progression should also be understood. These forces not only affect nursing in general, but all of its allies, including the entire health care delivery system. Globally, finances play a major role in whether nursing will survive or die and in need of a place to be buried. Public and private programs have almost met their demise in their business of increasing demands for nursing care. Because the population is becoming more mature in age, the demand for more and extensive health care delivery services are varied and in great demand. It has become a reality in today's society that more people are becoming less able to pay for health insurance; therefore, the emergency rooms in the general hospital have become routine physician office visits. Health services as mental health, preventive physical and diagnostic examinations in the emergency room are used daily by people who could have afforded them in the not so distance past. Costs of health care has increased to the point that the federal government is presently debating the Medicare/Medicaid benefits, and adjusting fees for physicians and health care services according to diagnostic related groups. With the implementation of the diagnostic related groups, persons hospitalized are classified as the acutely ill, while the chronic ill persons are cared...
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...Recruitment & Retention Case Study 1. Explain the steps you would take to research exactly how your compensation and benefits package is impacting your recruiting and retention. I think that first and foremost it would be necessary to find out what the competition is paying and what type of benefits they are offering. “Employers must be aware of how their reward system compares with those of others competing for workers in the same geographic areas and in the same industry…” (Henderson) I would conduct a survey to determine how Doiturself Home Improvement Supply Store’s compensation and benefits package compares to similar companies. Once it has been determined that a survey is needed, I would determine the scope of the survey. I would ask the following types of questions: a. In what divisions are we having the highest turnover? b. “Where is worker dissatisfaction centered?” (Henderson) c. “Where does it appear that market rates outweigh internal rate relationships?” (Henderson) d. “Where is market competition for particular skills or exotic talents most fierce?” (Henderson) Once the scope of the survey has been determined, it would be time to prepare for the survey. Part of the preparation would include development, implementation and analysis; classification of job or occupation; pay structure; identification of the labor market; influence of competing organizations, selection of respondents; cooperation of respondents; kinds of data to be...
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...MAT 101 SLP3 1. Given: PV = $1000, i = .02, t = 20 FV = PV (1 + it) = 1000 ( 1 + (.02)(20)) = 1000 ( 1 + .40) = 1000 (1.40) = $1400.00 2. Given: PV = $1000, i = .05, t = 20; PV = $1000, I = .10, t = 10 FV = PV (1 + it) = 1000 (1 + (.05)(20)) = 1000 (1 + 1.00) = 1000 (2.00) = $2000.00, Option A FV = PV (1 + it) = 1000 (1 + (.10)(10)) = 1000 (1 + 1.00) = 1000 (2.00) = $2000.00, Option B No advantage noted in calculation given 10%/10 years renders same results as 5%/20 years. The investment would be based on individual budget discretion, however short-term future value for self would be Option B if choice required. 3. Given compound formula, FV = PV (1 + ��)�� , i = .02, t = 20, PV = $1000 FV = 1000 (1 + .02)20 = 1000 (1.02)20 = $ (NOTE: Use your scientific calculator to solve power of 20.) FV greater at compound interest versus simple interest. 4. Given: PV = $1000, i = .02, t = 365 FV = 1000 (1 + .02)365 = 1000 (1.02)365 = $ (NOTE: Use your scientific calculator to solve power of 365.) 5. Given: PV = $1000, i = .02, t = 365x2; PV = $2000, i = .02, t = 365x2 or use successive approximation FV = 1000 (1 + .02)365��2 = 1000 (1.02)365��2 = $ FV = 2000 (1 + .02)365��2 = 2000 (1.02)365��2 = $ (NOTE: Use your scientific calculator to solve power of 365x2. Review successive approximation method.) REVIEW PRIOR TO SUBMISSION FOR TECHNIQUE VERIFICATION USED TO SOLVE EQUATION....
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...Assignment 4: HRM and Culture Angina A. Blakney Dr. Geri Puleo Strategic Human Resource Management, HRM 530 September 4, 2012 Introduction The minicase “Cracks in a Particularly Thick Glass Ceiling,” discusses how women in South Korea are conflicted when it comes to their careers. Although, the women of South Korea are slowly changing the corporate culture there are some men who are resistance to change. They’re use to the educated women of South Korea choosing the traditional career path, careers in the fields of education. But due to the Asian financial crisis in 1998 where thousands of men lost their jobs or took pay cuts, and their wives had to assist financially. Due to this situation women started small businesses and worked part-time job, and a couple of years later the Korean government banned gender discrimination in the workplace, requiring businesses with 500 employees to provide child-care facilities, creating additional opportunities for women. This minicase shares a story about a Korean women name Choi Dong Hee who worked for SK research arm she was the only woman who’d worked for the company. Choi believed that the company didn’t recognize nor did they utilize her talent. So, Choi demonstrated her talent by creating and conducting a yearlong study recommending the company to modify their policy permitting subscribers to use any wireless portal. Choi proposal was denied, but she didn’t give up she was consistent, dedicated to her vision, and convincing...
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...Police Chiefs Desk Reference 14 Recruitment & Retention of Qualified Police Personnel A Best Practices Guide 14. Recruitment & Retention Best Practices Guide International Association of Chiefs of Police Services, Support and Technical Assitance for Smaller Police Departments Recruitment and Retention of Qualified Police Personnel by Chief Jack McKeever & Lt. April Kranda (Ret.) This project supported by a grant from: BJ A Bureau of Justice Assistance Office of Justice Programs U.S. Department of Justice Police Chiefs Desk Reference Best Practices Guide for Recruitment and Retention of Qualified Police Personnel By Chief Jack McKeever, Lindenhurst, Illinois Police Department and Lt. April Kranda (Ret.) Fairfax County Police Department The IACP is working with the Department of Justice, Bureau of Justice Assistance, to provide Services, Support and Technical Assistance to Smaller Police Departments. The project Advisory Group, comprised of chiefs from smaller police departments around the country, identified Recruitment and Retention of Qualified Police Personnel as one of the most challenging issues facing smaller police departments. This document contains suggested best practices provided by our authors and by the many chiefs form smaller departments who have attended our symposiums. Introduction One of the greatest challenges facing law enforcement organizations today is the successful recruitment and retention of highly qualified employees. Community safety can...
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...QUALIFIED EMPLOYEES Name: Institution: Introduction Recruiting is the procedures involved in finding as well as employ a well-qualified individual. The recruitment progression involves scrutinizing the necessities of a job, hiring, assimilating the novel workers to the organization as well as choosing the applicants (Rouse, 2015). Consequently, this research paper on human resource management shall attempt to explain more concerning recruiting and retaining qualified employees. One of the most basic as well as extremely significant functions when it comes to administering the human resource is recruitment. By recruiting the precise candidate for the job offers one with the right blend of fresh ideas. So as to conduct effectual recruiting studies done by “Pavitra Menon” showed that. It is vital to employ reliable etiquettes that all managers comprised in the recruitment process are in accord with. The job depiction should be revisited as well as amended as essential before recruitment activity starts. All people implicated in the recruitment procedure need to recognizable with what is invariable for a candidate to have to be triumphant in the position. The employer needs to augment their candidate pool. It is good for the employer not to discount home trained candidates other identified guidelines to engage in efficient recruiting comprise...
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...data given in Appendix B about Tanglewood’s recruitment at the four locations and different recruitment methods (as can be seen from the above table), effectiveness of each method is analyzed below. The effectiveness is judged based on the parameters of candidate qualification, hiring rate, and cost of recruitment and retention rates. 1. Media – Media is used for recruitment at three of the four locations. As can be seen from the tables above, compared with other recruitment methods at each of the locations, media is not the most effective of the methods used. It is a costly method compared with referral, job service and kiosk (except in Eastern Washington). Also other recruitment methods give better qualified candidates...
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...Improving Organization Retention Paper Name PSY/435 Industrial/Organizational Psychology Date Professor Improving Organization Retention Paper Operating an organization requires proficient communication and managerial skills. Businesses spend hours of gathering information to help companies in his or her productivity. However, to have a productive organization, the management, and staff must have competent skills. Hiring autonomous consultants is one way to organize businesses, growth of companies, and benefiting the process. Working as a consultant implementing work theories helps with job retention and recruitment. Recommending appropriate changes helps with employee productivity and increases job satisfaction. Fortunately, for companies as JC’s Casino a stringent plan developed through employee, observation, and customer feedback will target unwanted behaviors from lower and upper management. Providing JC’s Casino with the appropriate information required will keep productive dealers, and housekeepers while satisfying the customers. Improving Employment Recruitment and Retention Unfortunately, JC’s casino experiences customer and employee complaints. Housekeepers and dealers during exit interviews have expressed series of complaints concerning pit boss Joe. The managerial and behavioral approach of Joe is affecting the productivity for the guests and employees. Although complaints during exit interviews have stress with human resources director Tom Sneed...
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...1.0 INTRODUCTION The continued success of any organisation depends on its ability to source, recruit, select and manage high quality staff at all levels (Djabatey, 2012). Ensuring that banks can recruit and retain qualified staff is somewhat a challenge due to the increasing difficulty in recruiting employees with the appropriate competence-organisational fit, and competition for key personnel by other national and international agencies. One approach to overcome this challenge is for banks to possess effective resourcing, recruitment, selection and human capital management framework which is quick and cost effective (Kleiman, 2005). Implementing the right framework would allow banks to review, select, build and retain the best competence in candidates thereby affording them with a workforce that can give them competitive advantages. As such HR departments have become important organisational components due to their function of recruiting, developing, and retaining quality staff (Fischer et al., 2004). 1.1 Scope This report highlights the five step talent strategy of First Bank Nigeria (FBN) PLC, the effectiveness of the sourcing and talent management strategies, and recommendations that will potentially increase the outcome of the process. 2.0 Talent Management Wellins et al., 2009 define talent management as a critical process that ensures organisations have the quantity and quality of people in place to meet their current and future business priorities. Therefore talent...
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...Running head: Increasing Recruitment and Retention of Minority People in Clinical Trials Name Course Tutor Date Introduction Clinical trials are faced by numerous problems among them being difficulties in recruitment and retention of minority groups. The challenges that are faced in recruiting and retaining these groups have been well documented through various researches. In order to successfully recruit and retain minority people in clinical trials research in the health fields must undertaken beyond the traditional methods so that the barriers prevalent in the process of recruitment and retention can be overcome. Some of these barriers are related to mistrust and fear of science-based experiments following a history of atrocities committed in the name of science (Area, Alvidrez, Nery, Estes, & Linkins, 2003). This essay is going to highlight the strategies to increase recruitment and retention of minority people participation in clinical trials. Discussion Background Ethical consideration in medical research and clinical trials particularly with regard to humans came into the limelight in the first half of the 20th century following the medical experiments conducted by the Nazis on humans. These experiments saw the development of the Nuremberg code, which began a wide range of regulations that emphasized on the need for the protection of human beings who participated in trials that were prevalent in medical research. Principles...
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...Improving organization retention Mhammed Benhaddouch PSY/435 February 10, 2011 Willetra Brittian Improving organization retention JC’s casino is one of the best attractions in the San Diego area. The casino is a full service resort with an upscale casino. Several government agencies recognized JC’s as a friendly and supportive work environment. JC’s casino offers an equal opportunity work environment with excellent wages, generous benefits, and dedication to career advancement and enhancement. Recently JC’s management contracted an independent consultant to help with retention and employment issues. The consultant in this essay will address the problem by pinpointing all the issues and occupational stressors. Make recommendations and apply new work motivation strategies to help with the retention and recruitment process. The consultant will help team management to emphasize job satisfaction by reducing all the counterproductive activities and encourage the productive ones. All the reports presented by the human resources and the housekeeping directors confirmed that JC’s main problem is employee related. A high retention rate for both departments decrease the workforce and create gaps between teams and management. To narrow the domain of study, the consultant started his analysis from the exit interviews so he can figure out what may be the problem. After examining the exit interviews, the consultant decided to interview more housekeepers and dealers. The interview analysis...
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...MGT435 – AMY ADAMS 1.7 Group: Comprehensive Recruitment Plan What environmental factors – internal and external – could impact recruitment, selection, and retention of this position? How can you set your organization apart from others in the marketplace, thus attracting the best candidates? * Hiring and promoting from within the organization can impact recruitment, selection, and retention of this position. This would allow current colleagues to continue to grow, which will allow for better morale within the organization. * It’s important not to over burden our colleagues. If the company is expecting to start high and continue to grow, it may be necessary and important to outsource some of the work initially to allow for the colleagues within our new organization/position to learn their jobs without feeling too overwhelmed. * Analyze the competition in the area to find out what their selling points are. In order to be competitive and attract the best candidates, we will need to ensure that we are able to provide not only similar benefits, but better benefits. * Do a marketplace analysis on the compensation to ensure that our colleagues are receiving fair compensation based on the market and the competition. * Continued education and training so that colleagues can continue to grow and learn in their positions will help attract the best candidates. We do not want colleagues working for us who want to remain stagnant. We want colleagues...
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...in healthcare. The cost of staffing the best talent can be a difficult one along with retaining your staff but not comprising services or needs of their patients. Human capital can come at a high cost. Especially if you want to be top in your market. BODY The focus will be attracting talent, offering a competitive benefits package and retention of such talent. This is one of the most important things to any hospital to keep their overhead down but stay competitive in their market. How can a hospital attract top talent retain at the same time and keep the cost down? With the amount of competitors available it is a race to locate the best employees that you can acquire. Human Resources have become a major component in this field because of the role that they play in assisting managers and directors with their employment needs. After doing some research I found and article that was wrote about a medical center faced with the exact challenges. Jupiter Medical Center (JMC) was faced with the ongoing issues of recruitment and retention of employees and the huge cost that came with it. Between the cost of contract labor and recruitment the costs were staggering. Another challenge they were faced with was the length of vacancies in key positions. Because of the shortage in healthcare workers it was making it difficult for JMC to hire the appropriate staff. The huge cost was the orientation and training of new employees. Orientation and training increases...
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