A discussion of the incentives for the recruitment and retention of soldiers in the U.S. Army.
Written in 2008; 751 words; 4 sources; APA; $ 26.95
Paper Summary:
This paper discusses the challenges facing U.S. Army recruiters today in view of the value placed on civilian versus military service. Demand has increased, particularly in the Reserve, for recruiters as well as for troops.The writer explains that, contrary to public belief, military wages and pay raises are civilian comparable, and both the Army and the Reserve offer substantial bonuses and many side benefits, including payment of education costs. The writer concludes that these benefits, together with the currently slowing economy and new opportunities for recruiters at federally supplemented public schools may raise demand on the part of potential recruits.
Outline:
Price
Prices Set
Demand
Temporary Price Promotions
From the Paper:
"Wages or prices are set based on the level of achievement and the time an individual has served. This scale is forthright and potentially exponential, as continuing to serve often offers the soldier significant wage increases that are comparable to civilian work. The problem for many recruiters simply becomes expressing the strict set of regulations that are not always easy to understand or explain, for the recruiter. The determination of starting pay as well as pay increases are determined by entrance skill set (testing and prior education and occasionally civilian experience) as well as years of service to the military."
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