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Essay / Research Paper Abstract
A 15 page paper. In many ways, staffing in federal government agencies is more difficult than in the private sector. The problem addressed in this paper is difficulty in hiring and retaining information technology employees. This paper discusses this problem, identifies some of the causes, explains what strategic staffing is and how to implement it, and makes recommendations to federal agencies about changing working conditions to be more amenable to Generation Ys in an effort to entice them to work and remain on their jobs with federal agencies. Bibliography lists 9 sources.
Page Count:
15 pages (~225 words per page)
File: ME12_PGitfdg9.rtf
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Unformatted sample text from the term paper:
The competition for these employees is high and the federal government is at a disadvantage because they have regulations that must be followed, including salary scales. Like all other
organizations, the federal government is facing the coming exodus of Baby Boomers from the workforce. Beyond that, though, the government has a very difficult time hiring and retaining talented information
technology employees. This paper discusses this problem, identifies some of the causes, explains what strategic staffing is and how to implement it, and makes recommendations to federal agencies about changing
working conditions to be more amenable to Generation Ys in an effort to entice them to work and remain on their jobs with federal agencies. Problem Federal
agencies have a problem hiring and retaining highly-skilled and talented information technology employees (Mastracci, 2009). The obstacle is that these employees can usually get a job in the private sector
for more money and with better working conditions. Many federal agencies in Washington, D.C. and across the country have two major categories of employees, standard and non-standard (Mastracci, 2009). Non-standard
are employees who are hired to complete a specific project while standard employees are permanent full-time personnel (Mastracci, 2009). Different agencies have tried different tactics to meet their needs. One
of the factors involved relative to information technology personnel is that some agencies train new hires to complete their tasks successfully but it is a challenge to provide the trainers.
Paul Barnes, former associate commissioner for personnel for Social Security devised an innovative plan to fill this staffing need (Mastracci, 2009). He hired retirees on a part-time basis to train
new hires (Mastracci, 2009). This worked very well for that agency. Many of the agencies have adopted innovative tactics related to staffing and the most-often tactic used is to have
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