| Papers [1-15] of 100 :: [Page 1 of 7] | | Go to page : 1 2 3 4 5 6 7 —> | Search results on "TEACHER RETENTION RECRUITMENT": |
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Teacher Retention And Recruitment, 2002.
Reviews literature on strategies for recruiting and retaining good teachers.
2,925 words (approx. 11.7 pages), 8 sources, $ 103.95
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Abstract
Reviews literature on strategies for recruiting and retaining good teachers. Need to reduce treacher attrition and meet the growing demand for more qualified teachers. Causes of teacher attrition; financial and educational costs. Problem of unqualified teachers. Discusses existing programs to retain teachers and their effectiveness. Teacher mentoring relationships and mentor programs.
From the Paper
"TEACHER RECRUITMENT AND RETENTION: A REVIEW OF THE LITERATURE
Introduction
In the next ten years, it is expected that American schools will be short almost 2.5 million teachers (NEA,2001), a statistic that highlights the importance of programs aimed at teacher recruitment and teacher retention. A good deal of the shortfall in American teachers is said to be due to teachers leaving the profession at alarming rates; for example, the National Education Association (2001) reports that about 20 percent of all newly hired teachers leave the profession within three years and about six percent of teachers overall leave the profession yearly.
In terms of the causes of teacher attrition, Ingersoll (1998) states that the single greatest causative factor is ..."
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Male Teacher Retention, 2002.
An examination of male teacher retention in early childhood programs.
1,372 words (approx. 5.5 pages), 5 sources, MLA, $ 45.95
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Abstract
This paper discusses how the prominence of males in early childhood education is low due to a variety of reasons such as low pay, subtle discrimination and social isolation. It attempts to analyze why the five percent of American men that can be found in early childhood education actually remain in the field. It also examines how the views of men in early childhood by staff and administrators impact male teacher retention.
From the Paper
"Further, our society has a wide-spread and overwhelming belief that men are not as adept at educating and caring for young children as are women (Kennedy 1991; Neugebauer 1994). This pervasive belief actively keeps young men from entering the profession. As a result, young men who enter early childhood education often find that their abilities and talents are often negated by parents, teachers and coworkers who assume that their professional abilities are less than those of their female peers. Further, this belief can affect career counseling, hiring decisions and teacher education programs, making it difficult to recruit new male teachers of young children (Seifert 1988)."
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Teacher Retention, 2002.
Looks at a variety of factors that could help diminish the teacher attrition rate.
1,400 words (approx. 5.6 pages), 7 sources, $ 53.95
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Abstract
One of the greatest challenges of education is simply keeping the supply of new teachers coming, and keeping those people in their jobs. It is the purpose of this paper to examine the forces that are at play which can positively affect teacher retention by looking first at the roles of principals, the use of mentor teachers, and changing the practice of hiring fresh college graduates to hiring seasoned, but non-teaching, professionals to fill classrooms.
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New Teacher Retention, 2002.
A paper which offers solutions to keep first-year teachers in the education field, despite the many problems.
3,172 words (approx. 12.7 pages), 12 sources, APA, $ 91.95
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Abstract
This paper addresses the many sources and reasons given by novice teachers for dissatisfaction and leaving the field. In addition, solutions are presented from an administrative standpoint, mentoring programs and additional suggestions to reduce the flight of novice teachers from the field of education. These solutions are matched to administrative standards that are accepted within the field of educational administration. Finally, a new teacher mentor program within the writer's school district is discussed and examined as a model of an effective mentorship program.
From the Paper
"Many believe that the first year of teaching is the most critical one as it can determine if a person will remain in the teaching field and what kind of elementary school teacher that person will become. Novice educators are often found alone in their classrooms, with little access to colleagues for problem solving and role modeling; discouragement and frustration can easily set in. Typically new teachers are assigned to the most undesirable classes. A ?sink or swim? environment exists for many new teachers who often leave the profession because they find the work too isolating and unsupported. The result, ?20 to 50 percent of new teachers will quit within the first five years? (Colley, 2002). Continuing carrier dissatisfaction among teachers will pose a serious threat to efforts to raise student achievement. Qualified educators will always be in short supply unless schools and communities address the teachers' reasons for being dissatisfied in their chosen careers."
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Recruitment and Retention of Teachers in Florida, 2005.
A look at the ongoing problem of public school teachers across the nation and Florida, in particular.
1,613 words (approx. 6.5 pages), 5 sources, APA, $ 52.95
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Abstract
This paper provides a positive program for the recruitment, retention, and maintenance of a solid, sustainable core of teachers in Florida, based on the present dynamics of Florida's educational system. The factors in Florida's educational system that work against such a program are also pointed out in the paper.
From the Paper
"Like many states, Florida is experiencing a teacher shortage that is so crucial it requires aggressive and creative ideas and methods in order to reach a satisfactory solution. According to a 17-page report issued by the Florida State Board of Education - "Office of Evaluation and Reporting" - they currently are facing "critical teacher shortages" for the years 2004-2005, and there are expected to be critical shortages for the school years 2005-2006, in: middle and secondary mathematics and science, reading, technical education, industrial arts, physical sciences, English for speakers of other languages, and exceptional education programs. There will also be critical shortages of school psychologists in 2004-2005, according to the report."
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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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Long- Term Recruitment and Retention, 2002.
An executive summary of business strategy regarding hotel labor.
4,400 words (approx. 17.6 pages), 11 sources, $ 160.95
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Abstract
This paper addresses a business strategy designed to help increase worker retention at a hotel in Miami.
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Employee Retention and the Hospitality Industry, 2007.
A discussion of employee retention in the hospitality industry.
4,352 words (approx. 17.4 pages), 12 sources, APA, $ 114.95
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Abstract
The paper examines the crisis in the hospitality industry with regard to recruitment and retention of employees. Several contributing factors to the recruitment and retention phenomenon are considered, such as increased diversity, the imbalance between skilled and unskilled labor and the nonexistent benefits, such as health insurance, profit sharing and retirement benefits. The author notes that management strategies are counterproductive and do not offer the employee real incentive to strive for achievement. The paper also addresses the issue of corporate responsibility for employees. The paper concludes with suggestions for employee retention in the hospitality industry.
Outline:
Introduction
Major Obstacles to Employee Retention
Employee Retention Solutions
Conclusion
From the Paper
"Several big name hostels are beginning to practice better diversity standards and seeking to create a better awareness among the public about the diversity and inherent interest in their employ. This trend will likely continue and it is hoped that it will continue to be a fruitful part of the development of individuals from varied nations, as assimilation is really a small part of immigration. Many more issues surround the struggles of immigration and diverse populations, many of which can only be answered by employment."
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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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Vocabulary Exercises and Word Retention, 2007.
A critique on an article by K.S. Folse, called "The Effect of Type of Written Exercise on L2 Vocabulary Retention", which discusses word retention following vocabulary exercises.
801 words (approx. 3.2 pages), 1 source, MLA, $ 28.95
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Abstract
This paper analyzes and critiques an article written by K.S. Folse which examines the variable effects of three different vocabulary exercises on word retention, based on a sample of ESL students enrolled in intensive language programs at American universities. The paper concludes by explaining the limitations of the study.
From the Paper
"Implications for classroom practice are extensive. Teachers who base their vocabulary exercises and assessment tools on original sentences, based on the assumption that original sentences will lead to retention, may need to rethink their approach to TESOL. Folse (2006) adds that creating original sentences place undue time and energy demands on the students, which may detract from their actual ability to retain the word. Teachers also have to spend more time on grading original sentences, and poor grammar may impact grades without reflecting whether or not the student actually understood the target word. Writing sample sentences with the target words, teachers can create more meaningful and effective exams that are also easier to grade."
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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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Employee Retention, 2002.
An examination the issues of employee retention through improved job satisfaction based on a job satisfaction survey.
1,435 words (approx. 5.7 pages), 7 sources, MLA, $ 47.95
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Abstract
This paper looks at the problem of employee retention in today?s market and discusses the creation of a job satisfaction survey as the starting point in creating an effective employee retention program. It analyzes how employee retention is a difficult problem for many U.S. businesses and how pay-based incentives alone are no longer enough to hold quality employees. It evaluates how non-pay incentives are becoming more and more important in creating effective employee retention programs and how the array of such non-pay incentives, however, is large and an effective retention program should be tailored to company?s specific employees.
From the Paper
"McQuarrie argues that market research is relevant to business strategic planning because it results in focussed, company specific information. (1996). Rossi et. al. provide a detailed and complete guide to the effective use of surveys in market research. (1983). This work covers not only the use of closed versus open ended questions for obtaining desired information, but also explains various methods in analysis. Finally, Edmunds (1996) and Edwards, et al. (1997) give a step-by-step guides to choosing the proper research method, appropriate use of various question forms in surveys and choosing the appropriate degree of analysis to fit within relevant time and budget constraints."
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Customer Retention, 2004.
An analysis of the strategic business issue of customer retention.
12,105 words (approx. 48.4 pages), 8 sources, MLA, $ 234.95
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Abstract
This paper discusses the theory and the practice of customer retention. In addition, the ideas of loyalty, intimacy, and satisfaction are studied to determine their place in the customer retention of today and the future. A better understanding of how organizations and customers define customer retention is vital to this study, as is learning how various firms measure customer retention. The paper examines how customer retention works and identifies what can be done by various companies to determine how best to serve their customers and keep them coming back.
Contents
Chapter One
Introduction
Statement of the Problem
Purpose of the Study
Importance of the Study
Scope of the Study
Rationale of the Study
Definition of Terms
Overview of the Study
Chapter Two
Review of Related Literature
Chapter Three
Methodology
Approach
Data Gathering Method
Database of Study
Validity of Data
Originality and Limitations of Data
Summary
From the Paper
"Customer retention has become very important as society continues to grow. When society was very young, there were only a few merchants and they only had certain things that they sold to those that lived and worked nearby. As the population expanded and demand for more things was created, more and more merchants and businesses were established. This created much more competition based on price and other factors, and one of these factors was the treatment of the customers so that they would return to purchase from that shop again. Thus customer retention was born, and it has continued to increase in importance as the population and their demands continue to grow."
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Employee Retention, 2005.
This paper discusses an important aspect of human resource management in the U.K.- employee retention.
4,115 words (approx. 16.5 pages), 16 sources, APA, $ 110.95
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Abstract
This paper explains that the problem of employee retention involves such substantial sums of money that a great deal of research into the retention issue has been conducted. The author points out the importance of retaining employees through the strategy of engagement by 1) involvement in decision-making, 2) having management listen to their views, 3) opportunities to develop their jobs beyond what they were originally assigned to do and 4) the concern management shows for the health and welfare of the employee. The paper reports that a charity organization, which has been losing good employees because of an inability to "pay staff what they are worth", launched a new benefits package project to motivate retention, which offered such items as discounted child care vouchers and subsidized health care.
Table of Contents
Introduction
The Literature on Employee Retention - What are the Problems?
The Literature - Why do Employees Leave their Jobs?
The Literature - What Some Companies are doing to Retain Employees
Keeping Employees through "Engagement":
Keeping Employees through Reward Management
What is a Total Reward Strategy?
Keeping Employees through the "Psychological Contract"
Keeping Employees through Inspired Leadership - Charles Handy
Keeping Employees through Inspired Leadership - Kouzes & Posner
Employee Retention through Innovative Policies - Journalism (Literature)
From the Paper
"The CIPD data published by TalentDrain shows that in order to retain good employees by meeting their psychological growth needs, 58% of companies institute "training and development" strategies, 20% of companies redesign job duties, and 29% implement mentoring systems.
In order to enhance "the everyday experience" of employees, 52% of companies utilize "improved induction processes"; 48% of companies surveyed work towards "improved communication"; 32% approach the "work-life balance" of the worker; 35% implement "flexible working" hours; 32% have established "family-friendly provisions" that go beyond the UK legal minimum provisions."
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