| Papers [1-15] of 100 :: [Page 1 of 7] | | Go to page : 1 2 3 4 5 6 7 —> | Search results on "RECRUITMENT CIVIL WAR": |
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Recruitment in the Civil War, 2004.
A discussion of the recruiting methods that were used by the Connecticut state government during the Civil War.
5,350 words (approx. 21.4 pages), 42 sources, APA, $ 132.95
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Abstract
This paper looks at the overall recruitment methods during the Civil War and explores whether or not the draft was needed in Connecticut and whether the draftees were given the same benefits as volunteers. It looks at the bounties, pay rates, and pensions given to soldiers. It also discusses the monetary benefits Connecticut offered to men if they volunteered for service in the Union Army and how they compared with the federal government's benefits. It focuses on the effectiveness of these recruiting methods and how they compared to the recruitment methods of other states. It explores the manner in which the families of slain or injured soldiers were provided for. It also looks at Connecticut?s efforts to recruit African-Americans.
Outline
Introduction
History of Civil War Recruitment
Recruitment in Connecticut
The Draft
Bounties, Pay Rates and Pensions
Pay Rates
Pensions
Monetary Benefits for Volunteers by Connecticut and Federal Government
Families of Slain or Injured Officers
Recruitment of Black Soldiers
Overall Effectiveness of Recruiting Methods
Causes for War
The Aftermath of the War
Discussion
Conclusion
From the Paper
"Volunteers in Connecticut were paid for their services. It is reported that the Westport Board of Selectmen was authorized to take $2,000 from the town?s budget to pay volunteers to enlist in the Army. 10 Additionally individuals could avoid having to enlist in the military by paying other individuals $300 to take their place. This particular practice was known as substitution and was a common practice in Connecticut and other Northern states. By July of 1864 the city of Westport budgeted another $20,000 to pay substitutes for their enlistment.10 Eventually this payment system led to an informal class structure, in which poor Irish families served in the army so that their financial needs would be met."
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Habeas Corpus - Civil Liberty or Civil Right, 2008.
An analysis of civil liberties and civil rights and which of them applies to habeas corpus.
3,137 words (approx. 12.5 pages), 15 sources, APA, $ 91.95
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Abstract
This paper explores the origins and history of habeas corpus, from its roots that predate the Magna Carta through to the present day, where it is being employed to the benefit of hundreds that wrongly languish in prison. The paper also explains the distinction between civil right and civil liberty and discusses which applies to habeas corpus. Lastly, the paper looks at the historic ups and downs of habeas corpus and discusses its unique place in the Constitution, separate from provisions contained in the Bill of Rights.
From the Paper
"Rights and liberties need to be at their strongest when public support is at its weakest. Civil rights are decreed by law, civil liberties are God given, and the actions of legislatures are inevitably governed by the politics of the time. Habeas corpus is a civil liberty included among the "self evident truths" of the Declaration of Independence, and alone one of the civil liberties that can be suspended by acts of the government during times of crisis. The president judged by history as one of the best, sought to suspend these liberties in time of extreme crisis in the nation's young history. It was circumvented to increase support during a world war, to intern "dangerous" citizens during another, and to grant due process rights to perpetrators of the war for the new millennium. It is now freeing hundred of wrongly convicted people of a crime. The future of habeas corpus is uncertain in the short term, but solid in the future as all inalienable rights bestowed upon the common man by his creator."
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E-Recruitment, 2006.
Contrasting e-recruitment to more traditional forms of recruitment.
3,026 words (approx. 12.1 pages), 16 sources, MLA, $ 89.95
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Abstract
The recruitment process has been completely changed and revolutionized by the Internet, and today all the traditional and slower process of recruitment have been bypassed in favor of the new process that is known as 'e-recruitment. This paper shows how e-recruiting, a simple and easy method of recruiting candidates for vacant positions, has become a major force in recruitment today. Most organizations recognize that manpower is the key to success, and, by using e-recruitment, they are hiring better people, at a faster and cheaper rate than ever before.
From the Paper
"Today, the Internet is in fact revolutionizing the entire world, in multifarious aspects, in the business as well as in the personal world. In business, the recruitment process for a new employee to join a firm has been completely changed and revolutionized by the Internet, and today all the traditional and slower process of recruitment have been bypassed in favor of the new process that is known as 'e-recruitment'. In a traditional method of recruitment, the company would have to initially invest an amount for the advertising of a 'situations vacant' column in a newspaper or a magazine or elsewhere, after which the candidate must apply, after which the candidates who have applied would have to be sifted through carefully, their various qualifications analyzed and adjudged, and then called for an interview. There will be many people involved in the entire process, like for example, the advertiser, the agency that handles the advertisement, and so on and so forth. Today, however, the entire process has been reduced to a simple enough procedure, wherein all the company has to do would be to include a short advertisement into their already existing website. Prospective employees would simply have to apply directly to the company for the job, or indicate their interest in working for a particular brand, after which they would be called for the interview. This means that today, companies have in fact become their very own 'agencies', which invite the so called 'passive' job seekers into a database for future reference, when jobs may become available. Those companies that have a high turnover division, such as, for example, a call center, have been the first to recognize the benefits of e-recruitment, and also of maintaining a database where the names and other details of potential future employees may be stored for easy referencing at a later date. Some company career sites provide a facility for potential employees and job seekers wherein they may be able to create a personal account with an e-mail address and a password, and give relevant information about themselves through an online application form, which would be made available to the employers for their own perusal."
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Army Recruitment, 2003.
This study investigates the relationship between the assigned Army recruiter's recruiting mission and their production output.
2,987 words (approx. 11.9 pages), 9 sources, MLA, $ 88.95
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Abstract
The hypothesis of this paper is that there is a positive relationship between providing recruiters with an individual mission assignment and their individual production. The Army promotes teamwork, and Army recruiting supports this by assigning station mission goals. This study determines whether individual mission assignments produce better individual results than station results. One of the measurements of a successful recruiter is the amount of contracts produced per year. Two geographically separate companies of recruiters with an 18-question questionnaire were surveyed ; also gathered was past production data for some of the recruiters who have worked both types of mission assignments. The hypothesis was supported.
From the Paper
"The job of finding quality men and women to serve in the U.S. Army is that of the United States Army Recruiting Command (USAREC). There are approximately 15,000 Army recruiters and guidance counselors that staff and support more than 1,700 recruiting stations and 64 Military Entrance Processing Stations (MEPS)(Documentum, 2003). It is not unusual for the USAREC mission to be between 80,000 and 100,000 persons per year (Documentum, 2003). With this in mind, USAREC employs different strategies and mission assignments to produce the most effective way of recruitment."
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The Recruitment Process, 2001.
This essay looks at effective recruitment methods for small businesses.
2,400 words (approx. 9.6 pages), 8 sources, $ 73.95
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Abstract
This paper describes the recruitment process beginning from the decision to recruit through to the orientation of the new employee. The author describes this process in a generic form but focuses on specific requirements and difficulties faced by small business. Various methods of advertising, interviewing and assessing applicants are discussed. Recommendations for small business are also made.
From the paper:
?Recruitment of the right people is important to the success of any business large or small. Making the wrong decision when recruiting employees can prove to be a costly exercise. Small business is at a distinct disadvantage compared to larger organizations when seeking to hire new staff. Small businesses are not just smaller versions of large organizations; they have their own specific needs, less money, less time and less expertise when it comes time to recruit. Yet good recruitment decisions are even more critical for small businesses where one poorly performing worker has a large impact.?
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Personnel Recruitment Procedures in Rio Linda School District, 2006.
A review of current recruiting procedures and hiring practices under California law.
1,590 words (approx. 6.4 pages), 2 sources, MLA, $ 52.95
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Abstract
This study focuses on reviewing current recruiting and hiring practices, under California law and within school board policy, of the Rio Linda Union School District. The study reviews state, school board, and school district policies on recruitment and hiring of education personnel, analyzes the effectiveness of present recruitment and hiring practices within the Rio Linda Union School District, and makes suggestions for improvement of practice.
Table of Contents:
Introduction
State Law, School Board and District Policies Governing Recruitment and Hiring
Recruitment and Selection
Job Posting Requirement
Hiring Processes, Procedures, and Requirements
Selection of Candidates
Screening
Recommendations for Employment
Teacher Recruitment for Low-Performing Schools
From the Paper
"Many school districts, in California and elsewhere, have their own human resources departments. The Rio Linda Union School District, however, has no human resources department. That, according to Betty Barker, Assistant Superintendent of Personnel for Rio Linda Union School District (Interview, October 17, 2005) is one fact that distinguishes the district from other districts, and left over from the days before some schools began moving toward decentralization."
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Recruitment at the ABC, 2001.
The recruitment and selection policies and practices of the Australian Broadcasting Corporation.
2,600 words (approx. 10.4 pages), 9 sources, MLA, $ 78.95
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Abstract
The main objective of this report is to critically analyze the recruitment and selection policies and practices of the Australian Broadcasting Corporation (ABC). The use of this Australian organization as an example will help link current practices to relevant human resource theories. The ABC is an independent public broadcaster whose main aim to enrich the lives of the Australian public through television, radio and multimedia programs. This paper begins with a brief profile of the company in order to gain a sound knowledge of its background and activities. The recruitment and selection policies and practices of ABC are then discussed in details. This includes the process of recruitment; selection; induction and training and laying-off existing employees respectively.
From the Paper
"ABC started its radio operations in 1932 and extended its services to television broadcast since 1956 (Australian Broadcasting Corporation 2001). The ABC targets a great majority of the Australian population as its audience. This is evident from the fact that its international radio broadcast in eight languages and has an audience of over 50 million (Australian Broadcasting Corporation 2001). The organization also takes the lead in cultural programs."
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Nursing Recruitment and Retention Initiatives, 2008.
An analysis of the organizational and government policies to improve nursing recruitment and retention.
1,720 words (approx. 6.9 pages), 8 sources, APA, $ 55.95
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Abstract
This paper discusses the health care policies that could support recruitment and retention initiatives for nurses. It discusses this at organizational and government levels. The paper specifically examines proposed government policies, as well the assessment of and solutions for the issue of retention and recruitment that are provided in the literature.
Table of Contents:
Introduction
Conclusion
From the Paper
"Currently, the government and health organizations are involved in seeking to maintain quality care during a critical time. Both the literature and the various levels of government agree about the causes and proposed policies that are needed to address the issue of nursing retention and recruitment. The government needs to invest substantial funding and implement legislation that will ensure nursing has a higher status. The nurse indeed comprises the frontline worker and patient well-being depends on nursing. The priorities are to create more full-time jobs for new nursing graduates as well as to provide them with greater incentives to stay in the country. Nurses need better compensation and more power. Perhaps the best option would be for Canada to imitate the United States to the extent of creating an environment that is fully supportive of Canadian nurses."
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Recruitment, Selection, and Training of Police Officers, 2003.
A review of the necessary traits of a police officer, and the recruitment, selection and training process of the police force.
1,576 words (approx. 6.3 pages), 9 sources, MLA, $ 51.95
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Abstract
This paper takes a look at the role of the police officer. The paper then reviews and discusses the recruitment and selection of potential police officers, and their training.
Outline:
Recruitment
Selection
Training
From the Paper
"Different commentaries and reactions were received regarding the proper training police officers should undertake. Training courses should be focused on on-the-job training, programs in human relations, and grounding for the social service purpose of police officers. Later reports focused on the biases and prejudices in the training process that may affect police-community relations. Police officers seemed to be oppressors people were afraid to come near to, regardless of them being criminals or civilians. James Fyfe who made a transcript on police practices stated that a better way to define the police is to understand that they are there to maintain order and not necessarily to look for criminals. He recommended this viewpoint should pass through police training programs. James Fype also said that the avoidance of discriminatory behavior at the early levels of police officer training would make a significant impact since when these officers are still at the initial stages, they are more receptive and eager to learn."
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Teacher Retention and Recruitment, 2007.
A discussion on the growing problem regarding the retention and recruitment of teachers.
11,385 words (approx. 45.5 pages), 72 sources, APA, $ 223.95
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Abstract
This paper explains that the retention and recruitment of teachers is an increasingly serious problem in many states across the nation. The paper examines data from No Child Left Behind (NCLB) and Adequate Yearly Progress (AYP) Reports as being unrealistic. It concludes with career and technical education as a recommended cornerstone of NCLB and recommendations to restructure professional development workshops equipping professionals in the classrooms to make AYP. Graphs, tables, and a flow chart are included with the paper.
Table of Contents:
Abstract
Introduction
Safe Harbor - Non-Proficiency Targets
Special Education
Texas Accountability
NCLB History
Accountability for Results
Emphasis on Doing What Works
Expanded Parental Options
Expand Local Control and Flexibility
Eight Misconceptions of AYP
Recruitment and Retention
Technology
Career and Technical Education
Think Multiples
Align with Goals
Evaluate
Get Off-Site
Dedicate Space
Extend Training
Invest in Staff
Encourage Community
Conclusion
From the Paper
"Our government is a cobweb of fractions pulling in opposite directions with the winner being the hardest puller (usually lobbyists). Where is CTE on the tug-of-war of funding? Politicians are urged, swayed, sometimes bought by organizations, whose primary agenda is their personal gains. How do we show and influence Washington with our agenda of a better life for our children through their participation in Career and Technical Education? Maybe if CTE were labeled as a commodity, such as Pork Barrels, it would receive the support of our legislators."
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High School Sports Recruitment, 2006.
Describes some of the negative aspects associated with the recruitment of high school athletes.
1,751 words (approx. 7.0 pages), 4 sources, MLA, $ 56.95
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Abstract
This paper explains that, while the recruitment of high school students for sports remains one of the most promising means for young people to develop their innate athletic skills, if it is not done in a way that bolsters the importance of ancillary skill development as well as emotional and psychological maturity, the recruitment process can end up causing students serious psychological and physical damage.
From the Paper
"The official process by which the NCAA recruits young athletes begins when a "booster" or representative visits high schools in search of prospective recruits. Even before the ninth grade, colleges may choose to sponsor junior varsity athletes in the hopes that they will develop. The NCAA representatives work in collaboration with school coaches and with parents and the NCAA remains solidly committed to promoting the athlete's scholastic achievements and offering funding and scholarships. In all cases, the NCAA approaches the student, and not the other way around. The NCAA recruitment model is admirable, sound, and balanced. Their emphasis on remaining amateur, that is, not getting any financial reward, prevents many of the psychological problems that can develop when students are recruited too young. Greed and parental pressure are in fact one of the main causes for concern regarding the recruitment of high school students. Recently, the National Basketball Association (NBA) has been in the spotlight for recruiting high school students. With other sports such as hockey or football, students fresh out of high school are generally unable to meet the rigorous standards of their respective sports. The young stars of the NBA bring attention to the disadvantages of high school students being propelled into professional sports before they are psychologically prepared for the pressures such a lifestyle entails."
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Microsoft Recruitment, 2005.
An overview of Microsoft's recruitment policy and methods.
900 words (approx. 3.6 pages), 5 sources, $ 35.95
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Abstract
This paper considers the staffing of Microsoft and the recruitment methods used by the company, noting that the company operates under a particular staffing model that is known and at times emulated by other companies. It looks at how this model has a particular emphasis on recruitment that has been noted by commentators and that can be analyzed for how it serves the needs of the company as well as for any limitations it might have.
From the Paper
"Microsoft is the leading software company in the world. The company operates under a particular staffing model that is known and at times emulated by other companies. This model has a particular emphasis on recruitment that has been noted by commentators and that can be analyzed for how it serves the needs of the company as well as for any limitations it might have. Dave Lefkow describes this staffing model and compares it with that of some other companies. Lefkow notes how many have envied the way Microsoft emphasizes hiring the best and the brightest software professionals, with a major emphasis placed on finding "top performers who can immediately contribute at a high level and drive innovation." The company adopted a recruiting process and structure that would best support this goal. To this end, the staffing team has been told to think creatively and to try different models over the years. "
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Techniques used for Recruitment of Employees, 2002.
Discusses the techniques used for recruitment of employees in various organizations.
2,400 words (approx. 9.6 pages), 6 sources, $ 89.95
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Abstract
This paper discusses the techniques used for recruitment of employees in various organizations. The paper gives a in depth analysis of what are the best and cost effective methods used in recruiting employees.
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Recruitment of Quality Employees, 2004.
A review of the recruitment process in companies.
2,313 words (approx. 9.3 pages), 8 sources, MLA, $ 71.95
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Abstract
This paper discusses why it is important to hire quality employees from the start of the recruiting process. While doing so, important issues in the recruiting process, such as legal requirements and barriers to hiring of quality employees, are also mentioned. Other related topics discussed in this paper are: a) what constitutes a quality hiring process; b) finding the best people in a tight labor market; c) how to retain quality employees; and d) terminating the ?mistakes.?
From the Paper
"Until recently the labor market for most organizations was limited to the area in which it was located. This limitation has changed to a large extent with the dramatic improvement in communications and the increasing trend towards telecommuting jobs. It is not a novelty anymore for an organization in, for example, the USA to outsource a major portion of its office to a firm located on the other side of the world in Bangalore, India. Better and faster communications also enables workers to commute longer distances to work than was possible in the past."
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