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Essay / Research Paper Abstract
This 15 page report discusses issues associated with the recruitment and retention of federal employees in the United States and the ways in which such efforts may be studied, evaluated, and understood. Bibliography lists 14 sources.
Page Count:
15 pages (~225 words per page)
File: D0_BWfedemp.rtf
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Unformatted sample text from the term paper:
workforce development, recruitment and retention efforts, use of technology for personnel administration, regulatory compliance concerns such as discrimination or equal opportunity, and the creation of long-term human resource strategies.
Depending on what part of the business, industry, government, or non-profit worlds a human resource professional is operating, certain aspects of the overall HR strategy are more important or require
a greater focus than others. One excellent example is that of the need for a concentrated focus on employee recruitment and retention for the federal government. Establishing a
pre-determined (yet not inflexible) set of procedures for dealing with the everyday challenges presented in the human resource environment for finding and then keeping the best employees ultimately allows for
a greater level of understanding, compliance, and support of an agencys way of dealing with people and assuring a high degree of responsible and ethical behavior . . . certainly,
a crucial and too frequently under-emphasized element in terms of government employees. Methods that have proven uniquely effective in the past decade have included more intensive interviewing processes, focusing on
personality and fit between the organization and the prospective employee, encouragement of candid exchange of information, utilization (when appropriate) of personality scales and tests that help determine basic compatibilities in
any given working environment. As a result, any organization, whether it is related to the government or not, typically formalizes its approach in each of these areas to form a
basis for procedural response, as well as the opportunity to address potential problems as they develop. Once those formalized process are part of the HR operating procedure for recruitment
and hiring, the organization has a framework on which to base its larger goals as they relate to human resource functionality and, in terms of a government organization, greater attention
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