Download or read book Behavior Society written by and published by . This book was released on 1988 with total page 416 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Government Reports Annual Index written by and published by . This book was released on 1992 with total page 1720 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Government Reports Announcements Index written by and published by . This book was released on 1988 with total page 1150 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Resources in Education written by and published by . This book was released on 1985-08 with total page 332 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book AFHRL TR written by and published by . This book was released on 1970 with total page 56 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Performance Assessment for the Workplace written by National Research Council and published by National Academies Press. This book was released on 1991-01-01 with total page 273 pages. Available in PDF, EPUB and Kindle. Book excerpt: Although ability testing has been an American preoccupation since the 1920s, comparatively little systematic attention has been paid to understanding and measuring the kinds of human performance that tests are commonly used to predictâ€"such as success at school or work. Now, a sustained, large-scale effort has been made to develop measures that are very close to actual performance on the job. The four military services have carried out an ambitious study, called the Joint-Service Job Performance Measurement/Enlistment Standards (JPM) Project, that brings new sophistication to the measurement of performance in work settings. Volume 1 analyzes the JPM experience in the context of human resource management policy in the military. Beginning with a historical overview of the criterion problem, it looks closely at substantive and methodological issues in criterion research suggested by the project: the development of performance measures; sampling, logistical, and standardization problems; evaluating the reliability and content representativeness of performance measures; and the relationship between predictor scores and performance measuresâ€"valuable information that can also be useful in the civilian workplace.
Download or read book Assessing Fitness for Military Enlistment written by National Research Council and published by National Academies Press. This book was released on 2006-02-27 with total page 264 pages. Available in PDF, EPUB and Kindle. Book excerpt: The U.S. Department of Defense (DoD) faces short-term and long-term challenges in selecting and recruiting an enlisted force to meet personnel requirements associated with diverse and changing missions. The DoD has established standards for aptitudes/abilities, medical conditions, and physical fitness to be used in selecting recruits who are most likely to succeed in their jobs and complete the first term of service (generally 36 months). In 1999, the Committee on the Youth Population and Military Recruitment was established by the National Research Council (NRC) in response to a request from the DoD. One focus of the committee's work was to examine trends in the youth population relative to the needs of the military and the standards used to screen applicants to meet these needs. When the committee began its work in 1999, the Army, the Navy, and the Air Force had recently experienced recruiting shortfalls. By the early 2000s, all the Services were meeting their goals; however, in the first half of calendar year 2005, both the Army and the Marine Corps experienced recruiting difficulties and, in some months, shortfalls. When recruiting goals are not being met, scientific guidance is needed to inform policy decisions regarding the advisability of lowering standards and the impact of any change on training time and cost, job performance, attrition, and the health of the force. Assessing Fitness for Military Enlistment examines the current physical, medical, and mental health standards for military enlistment in light of (1) trends in the physical condition of the youth population; (2) medical advances for treating certain conditions, as well as knowledge of the typical course of chronic conditions as young people reach adulthood; (3) the role of basic training in physical conditioning; (4) the physical demands and working conditions of various jobs in today's military services; and (5) the measures that are used by the Services to characterize an individual's physical condition. The focus is on the enlistment of 18- to 24-year-olds and their first term of service.
Download or read book Resources in Education written by and published by . This book was released on 1979 with total page 1000 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Government Reports Annual Index Keyword A L written by and published by . This book was released on 1988 with total page 1600 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Dissertation Abstracts International written by and published by . This book was released on 2002 with total page 604 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Low Aptitude Men in the Military written by Janice H. Laurence and published by Praeger. This book was released on 1991-10-30 with total page 216 pages. Available in PDF, EPUB and Kindle. Book excerpt: This book examines two recent periods in military manpower history that have had a profound effect on military recruitment and selection policy. Laurence and Ramsberger describe the history behind Project 100,000 and the ASVAB Misnorming as well as their outcomes.
Download or read book Attitudes Aptitudes and Aspirations of American Youth written by National Research Council and published by National Academies Press. This book was released on 2003-02-01 with total page 343 pages. Available in PDF, EPUB and Kindle. Book excerpt: Recruiting an all-volunteer military is a formidable task. To successfully enlist one eligible recruit, the Army must contact approximately 120 young people. The National Research Council explores the various factors that will determine whether the military can realistically expect to recruit an adequate fighting force-one that will meet its upcoming needs. It also assesses the military's expected manpower needs and projects the numbers of youth who are likely to be available over the next 20 years to meet these needs. With clearly written text and useful graphics, Attitudes, Aptitudes, and Aspirations of American Youth offers an overview of important issues for military recruiters, touching on a number of important topics including: sex and race, education and aptitude, physical and moral attributes, and military life and working conditions. In addition, the book looks at how a potential recruit would approach the decision to enlist, considering personal, family, and social values, and the options for other employment or college. Building on the need to increase young Americans' "propensity to enlist," this book offers useful recommendations for increasing educational opportunities while in the service and for developing advertising strategies that include concepts of patriotism and duty to country. Of primary value to military policymakers, recruitment officers, and analysts, Attitudes, Aptitudes, and Aspirations of American Youth will also interest social scientists and policy makers interested in youth trends.
Download or read book Training Success for U S Air Force Special Operations and Combat Support Specialties written by Maria C. Lytell and published by . This book was released on 2018 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: The U.S. Air Force's special operations and combat support specialties in the enlisted force are among the highest in demand by the service yet have persistently high rates of attrition in their initial skills training, which is called "technical training" in the Air Force. These high-demand, high-attrition (HDHA) specialties include Combat Control; Explosive Ordnance Disposal; Pararescue; Survival, Evasion, Resistance, and Escape; Special Operations Weather Team; and Tactical Air Control Party. The Air Force has conducted or sponsored several efforts to address training attrition in these specialties over the past several years, yet training attrition remains high. The reasons for high training attrition are interrelated, with size and quality of the recruiting pool, utility of screening tools, and training environment factors all playing a role. This report addresses the broader challenges for implementing new approaches to HDHA specialty recruiting, screening, and development of Air Force candidates, and takes a holistic approach to identifying methods and tools to ll gaps in current processes
Download or read book Leveraging Big Data Analytics to Improve Military Recruiting written by Nelson Lim and published by . This book was released on 2019-11-30 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: The authors identified current, desired, and prospective data-enabled practices that the U.S. Department of Defense and the services might be able to deploy in their outreach and recruiting processes.
Download or read book Women in Combat written by Congressional Research Service and published by Createspace Independent Publishing Platform. This book was released on 2017-01-09 with total page 44 pages. Available in PDF, EPUB and Kindle. Book excerpt: Over the past two decades of conflict, women have served with valor and continue to serve on combat aircraft, naval vessels, and in support of ground combat operations. The expansion of roles for women in the Armed Forces has evolved since the early days of the military when women were restricted by law and policy from serving in certain occupations and units. Women have not been precluded by law from serving in any military unit or occupational specialty since 1993 when Congress repealed the remaining prohibitions on women serving on combatant aircraft and vessels. However, Department of Defense (DOD) policies have prevented women from being assigned to units below brigade level where the unit's primary mission was to engage directly in ground combat. This policy barred women from serving in infantry, artillery, armor, combat engineers, and special operations units of battalion size or smaller. On January 24, 2013, then-Secretary of Defense Leon Panetta rescinded the rule that restricted women from serving in combat units and directed the military departments and services to review their occupational standards and assignment policies and to make recommendations for opening all combat roles to women no later than January 1, 2016. On December 3, 2015, Secretary of Defense Ashton Carter ordered the military to open all combat jobs to women with no exceptions. This most recent policy change followed extensive studies that were completed by the military departments and by the Special Operations Command (SOCOM) on issues such as unit cohesion, women's health, equipment, facilities modifications, propensity to serve, and international experiences with women in combat. These studies also included a review and validation of gender-neutral occupational standards for combat roles where such standards existed. On March 10, 2016, Secretary Carter announced that the Services' and SOCOM's implementation plans for the integration of women into direct ground combat roles were approved. Some concerns about the implementation of the new policy remain, including the recruitment, assignment, and career management of women into the new roles, and the impact of integration on unit readiness. Congress has oversight authority in these matters, and may also consider issues such as equal opportunity, equal responsibility (such as selective service registration), and the overall manpower needs of the military.
Download or read book Strengthening U S Air Force Human Capital Management written by National Academies of Sciences, Engineering, and Medicine and published by National Academies Press. This book was released on 2021-03-02 with total page 289 pages. Available in PDF, EPUB and Kindle. Book excerpt: The USAir Force human capital management (HCM) system is not easily defined or mapped. It affects virtually every part of the Air Force because workforce policies, procedures, and processes impact all offices and organizations that include Airmen and responsibilities and relationships change regularly. To ensure the readiness of Airmen to fulfill the mission of the Air Force, strategic approaches are developed and issued through guidance and actions of the Office of the Deputy Chief of Staff for Manpower, Personnel and Services and the Office of the Assistant Secretary of the Air Force for Manpower and Reserve Affairs. Strengthening US Air Force Human Capital Management assesses and strengthens the various U.S. Air Force initiatives and programs working to improve person-job match and human capital management in coordinated support of optimal mission capability. This report considers the opportunities and challenges associated with related interests and needs across the USAF HCM system as a whole, and makes recommendations to inform improvements to USAF personnel selection and classification and other critical system components across career trajectories. Strengthening US Air Force Human Capital Management offers the Air Force a strategic approach, across a connected HCM system, to develop 21st century human capital capabilities essential for the success of 21st century Airmen.
Download or read book The Quality of Personnel in the Enlisted Ranks written by Beth J. Asch and published by Minnesota Historical Society. This book was released on 2005 with total page 104 pages. Available in PDF, EPUB and Kindle. Book excerpt: The armed services must attract, retain, and promote high-quality personnel. This monograph examines their ability to meet these goals in the past. Using the quality index, we find that those who complete their first terms, who stay until year of service (YOS) 8 or YOS12, and those who are promoted to higher grades are significantly higher quality. Our conclusions differ from those drawn from traditional measures because our measure includes information that cannot be predicted at entry but is instead revealed on the job.
