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Essay / Research Paper Abstract
This 5-page paper discusses potential selection tools to help improve ROI for the U.S. Army selection process. Bibliography lists 4 sources.
Page Count:
5 pages (~225 words per page)
File: AS43_MTarmysele.rtf
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Unformatted sample text from the term paper:
investment methods to calculating the investment necessary to ensure employees will stick around for awhile. This is a method that would be
useful to the U.S. Army in its selection processes. Basically, the system focuses on the tools for selection such as advertising, applicant screening, assessment testing, relocation and new-hire trainee, against
reduced turnover and the quality of hires (Bernthal, 2000). The Army has basically four steps to get an individual from civilian to
sworn in to basic training. First the individual talks to a recruiter or applies on line (then talks to the recruiter). Next is the Armed Services Vocational Aptitude Battery test
that helps tell the individual (not to mention the Army) this persons strengths. The ASVAB tests cover sciences, Math and reasoning, word knowledge, paragraph comprehension, coding speed, auto and shop
information and electronics information, just to name a few topics (Learn How to Join, 2010). Following this, the individual ends up at a Military Entrance Processing Station, where he or
she will receive a physical, select an interest area, and then be sworn into the Army (Learn How to Join, 2010). Tests at MEPS study aptitude in a variety of
career fields, while the physical and medical evaluation speaks for itself (Learn How to Join, 2010). The problem with this particular selection method,
however, is that its antiquated. While its a great recruitment and selection tool for a compulsory draft, it doesnt do much for an all-volunteer Army, in which recruits can leave
at any time they want. For that, more activities need to be performed on the front end of Army selection. Can the Army
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