Here is the synopsis of our sample research paper on Recruiting Police Officers. Have the paper e-mailed to you 24/7/365.
Essay / Research Paper Abstract
A 10 page paper discussing the specific problems of recruiting potential police officers and providing suggestions for creative marketing. Effective marketing has been shown to increase interest in a product or service, which is the reason that advertisers continue to budget for marketing efforts for their products and services. Whether the local area is large or small, there are always creative approaches that have not yet been attempted. Bibliography lists 25 sources.
Page Count:
10 pages (~225 words per page)
File: CC6_KShrRecruitPol.rtf
Buy This Term Paper »
Unformatted sample text from the term paper:
challenges to organizations today is to ensure that the "right" people are placed in positions right for them, where they can be most effective and provide the greatest value for
the organization. The challenge to human resources (HR) professionals is to attract the greatest number of qualified candidates and then to make proper selection from that attracted pool of
candidates. Basic qualifications are important in law enforcement, of course (Berg, Wuebben and Haar, 2003), but in todays world, character is more important
than ever before (Josephson, 2002). Diversity is an issue (Moore, 2002; Met in big push, 2002), as is the transition into Generation X (Brand, 1999). The purpose here
is to discuss recruitment issues and review some of the marketing techniques that recruiters are using. Ongoing Concerns Too many employers believe that
employee motivation rests in monetary rewards, without either realizing or acknowledging individuals needs for recognition. Formal studies and informal surveys alike reveal that while managers often will list money
as the top factor in motivating employees, the employees themselves are much more likely to list first their desire for recognition, for someone to let them know they truly have
done a good job. James Champy (1998) of reengineering fame goes so far as to say that the annual bonus is about as motivating as is the old Christmas
turkey. Maslows hierarchy of needs provides a better set of indicators. Pay is only a beginning point, not the sole reason that
workers remain with their companies. Having a voice and being able to truly make a difference comes in much higher, falling into Maslows third level in his hierarchy, that
...