Recruitment forms a core part of the central activities underlying Human Resource Management (Bratton
& Gold, 2001).
Mainly there are two types of recruitment such as internal source of recruitment and external source of recruitment. Recruitment is affected by several factors such socioeconomic factors, demographic factors, personal factors and organizational factors (Bratton
& Gold,2001; Boudreau & Rynes,1985).The current recruiting process in armed forces involves with numerous methods under the external sources of recruitment to contact and ultimately contract, potential recruits that include; local and international advertising, informational visits to schools and social groups, traveling military exhibits, direct mail advertising, telephone solicitation, web sites, and contacts and visitations (Bachman et al, 2000).
However,military recruitment is one of the most challenging human resources staffing operations in the modern world and US Army is highly suffering from that, according to the data showing in figure 01 (Department
of Defense,2004).
Figure 01: US Civilian Labour Force and Military Services, 1997 to 2004
Source:
Above graph reflects continues decline in the overall level of youth interest in military service and it affect the Army’s ability to meet its annual mission. The current digital enhancement has negatively affected the military recruiting sincenumerous alternatives are more attractive to today’s youth (McClain,2008). According to Maslow’s theory of basic needs (Figure 2) even if joining military would provide basic needs of the individual, in the contemporary society it will not provide an attractive remuneration package compared to the private sector job openings (Jerome,2013).
Figure 2: Maslow’s theory of basic needs
Since the desires and needs of the ‘consumers’ are manifested and created by the ‘producers’, that has already affected the recruitment of the military due to the internal conflict of economic security vs prestige (by joining military) in the individual’s mind. As a result, in order to fulfill the manifested desires and needs created by the ‘producers’, youth have now moved on to difference other job avenues which provide them with more benefit, freedom and attractive salary. Due to technological advancement and profit oriented environment, present generation has spent their entire lives surrounded by technology which has created significant personality, physiological and physical differences and they have “selfish” quality of life (McClain,2008). It is evident that, there is a necessity to develop innovative and modified Human Resources mechanism to deal with the recruitment process of the Army, instead of following the existing mechanisms.
Reference
Bachman, J. G., Segal, D. R., Freedman-Doan, P., & O’Malley, P. M. (2000). Who chooses military service? Correlates of propensity and enlistment in the U.S. Armed Forces.
Military Psychology, 12, 1-30.
Boudreau, J. W. and Rynes, S. L. (1985). 'Role of Recruitment in Staffing Utility Analysis'. Journal of Applied Psychology, 70/2: 354-366.
Bratton, J. and Gold, J. (2001). Human Resource Management Theory and Practice. Hound Mills, Palgrave Macmillan.
Collins, C. J., & Stevens, C. K. (2002). The relationship between early recruitment-related
activities and the application decisions of new labor-market entrants: A brand equity
approach to recruitment. Journal of Applied Psychology, 87, 1121-1133.
Department of Defense, Population Representation in the Military Services, Fiscal Year 2004. [online].Available at https://www.prb.org/hispanicsusmilitary/.
Jerome, N. (2013). Application of the Maslow’s hierarchy of need theory; impacts and implications on organizational culture, human resource and employee’s performance. International Journal of Business and Management Invention, Volume 2 (3), PP.39-45. Available at:https://pdfs.semanticscholar.org/b0bc/c8ca45193eaf700350a8ac2ddfc09a093be8.pdf [Accessed: 2 April 2019].
McClain, J. (2008). Army Recruiting Challenges in the 21st Century. Master level. U.S. Army War College.
Nazeer Good work..you explained Army recruitment issues and the youth interest nowadays according to Maslows' theory.
ReplyDeleteThanks for your comment
DeleteNice and worthy article since military is very new content for me, I had a perception that it is easy to recruit soldiers before reading this article but now it is upside down. Few things that I notice to be improved, one is citation and I do not understand the link between Maslow’s need hierarchy and military recruitments. Other than this it is nice article that all should read.
ReplyDeleteThanks for your comment. Anyone to join, retain and perform any organization should have motivation that what this theory says I included Maslow's theory to show that though the theory says about basic, social need an individual like to have, present day youngsters needs are different , in my opinion if a individual join the army he gets both the security and recognition simultaneously,but still attraction to the army had reduced year by year.
DeleteThis first time read article about recruitment of army
ReplyDeleteIn Israel every citizen age above 18 compelled to serve in army
Men 36 months and women 24 months
Nazeer it is very impotent know different procedures of recruiting in different organizations. You've dragged us to an army recruiting procedures and that’s really great cause now we got to know the real situation. Great work!
ReplyDeleteHowever, I believe technology plays a major role in our lives and it has given us easy access to know more about world situations. Whereas I and my all classmates got to know about the real situation about the Army recruiting from you, through the technology.
Hence you have mentioned about US army, recently they have started recruiting staff over the internet advertising for job seekers. the result shows it Is more practical than any other sources to drag the attraction of the current generation. Also, the result confirms, after joining in comparison with other soldiers, they served longer overall duration of service.
So, do you still think technology doesn’t help the army?
Madhawa, In my article I never said technology doesn't help the army. My opinion is present day youngsters due to their lethargic attitudes to serve to the nation they prefer to work within a technological field which doesn't need much some qualities that a soldier should have like selflessness, courage, bearing with a good healthy body and etc.
DeleteArmy always use the technology than any other organization, because some armies deployed in various parts of the world they used Hi tech to communicate, to acquire intelligence even to attack the enemy. for your information all the Armies in the world has special Research and analyzing wings which work around the clock to innovate new products to make their job easy.
It seems very intresting knowing a other sector from this blog ...This is very helpfull and knowledgable to us
ReplyDeleteThanks for your appreciation
DeleteThe young generation is more lethargic and more towards the new technological activities than into physical activities. This is a common issue in the current society and with this article you are trying to highlight its effect in the recruitment process in defense forces.
ReplyDeleteDo we see an increasing trend in the number of applicants for technology related work within military forces? or number of recruits needed is going down with advancement of technology?
Shardha, What i brought with facts is that reduce of recruitment to the US army in all the fields, due to present day youngsters not interest to joined forces for reasons I have mention in the article.
DeleteQuite interesting article where nicely explains the real situation of the defense sector align with the HR recruitment process.
ReplyDeleteThanks for your appreciation
ReplyDeleteWell done Nazeer. Your posting is very interesting to many and happy to see number of people involved in the discussion. I would like to know the usage of technology in Sri Lankan armed forces for HRM functions such as HR planning, recruitment (especially for officer grade ), training and development, rewarding etc.
ReplyDeleteDr Razi,
ReplyDeletePresently the Army uses the information management system technology
for human resources management especially personal history management,
work history, performance appraisal, discipline and training etc of
officers and soldiers. A separate system for medical information
management too is in operation.
A separate system covering the training and development exists for the
career planing and progression of officers and soldiers. It is through
this system that suitable officers are selected for holding higher
appointments, selection for UN missions, foreign missions and overseas
training etc and which systems act as a motivational /incentive for
military personnel
You have given a good understanding of how military requirements takes place within the short frame and may I ask what are the few main features that you guys would except from an ideal military recruit?
ReplyDeleteTimely Valued topic. Recruitment has been a serious issue not only to the Army but also to the Finance Industry in srilanka. Young blood find the way to do all things in their comfort zone. Though they have achieve basic needs they are going to achieve Self actualization at the beginning.
ReplyDeleteHi Nazeer, You have nicely showcase the Recruitment Process and the impact to Armed forces. The title is fresh to us and have not heard about these points earlier.
ReplyDeleteGenerally once a Cadet is selected they have to undergo a hard Training for a considerable period and then pass out to attend the normal duties. in this case the talented people will go through and the some fall back due to lack of fitness etc, is there a high fall out rate or just correct my self for better understanding.
Nimmitha, when cadets are interviewed have a practical test which testing the physical ability if they qualify only they will enlisted to the forces, the problem is lack of interest of the youths to join the forces.
DeleteIt is goo that you see some changes need to be done in the recruitment process when its come to the armed forces. This is a good article to draw the attention of responsible sectors to work on it.
ReplyDelete=====================================================================
Wanna learn about the evolution of HRM?
Visit : https://niyosmba.blogspot.com/2019/04/evaluation-of-human-resource-management.html
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Its nice came to know about the military recruitment, thanks bro. We got some new knowledge through u most of us are working for profit motivated organizations but this new for us
ReplyDeleteNice work. as members of new generations enter to the workforce with new values and attitudes recruitment is challenging to everyone. it is extra difficult to military as you explained.
ReplyDeleteDear Nazeer, good piece of write up. This will gives good insight in to the recruitment practices of the military which are somewhat secret to the ordinary people.
ReplyDeleteWorthy article on an interesting topic. Explaining the content based on Maslows Hierarchy of needs is appreciable. Todays’ youth are indeed more attracted to places where there is smart technology which is a negative impact on the recruitment to armed forces. So I believe that the forces will face more challenges in the future too
ReplyDeleteYou have got the exact message of the article
Delete