COLHunsingerCivilianResearchPaperClassof2013

➤ Gửi thông báo lỗi ⚠️ Báo cáo tài liệu vi phạm

Loại tài liệu: PDF

Số trang: 46 Trang

Tài liệu: ✅ ĐÃ ĐƯỢC PHÊ DUYỆT

TẢI VỀ

Nội dung chi tiết: COLHunsingerCivilianResearchPaperClassof2013

COLHunsingerCivilianResearchPaperClassof2013

RETAINING OFFICER TALENTHOW CAN THE US ARMY BETTER MANAGE AND EMPOWER ITS TALENTED OFFICERS FOR RETENTION AFTER THEY MEET THEIR INITIAL ACTIVE DUTY SE

COLHunsingerCivilianResearchPaperClassof2013ERVICE OBLIGATION (ADSO)?byColonel Nathan B. Hunsinger Jr. United States ArmyUnited States Army War College Class of 2013DISTRIBUTION STATEMENT: AAppr

oved for Public Release Distribution is UnlimitedThis manuscript is submitted in partial fulfillment of the requirements of the u s Army War College F COLHunsingerCivilianResearchPaperClassof2013

ellowship. The views expressed in this student academic research paper are those of the author and do not reflect the official policy or position of t

COLHunsingerCivilianResearchPaperClassof2013

he Department of the Army, Department of Defense, or the U.S. Government.The U.S. Army War College IS accredited by the Commission on Higher Education

RETAINING OFFICER TALENTHOW CAN THE US ARMY BETTER MANAGE AND EMPOWER ITS TALENTED OFFICERS FOR RETENTION AFTER THEY MEET THEIR INITIAL ACTIVE DUTY SE

COLHunsingerCivilianResearchPaperClassof2013ion is an institutional accrediting agency recognized by the U.S. Secretary of Education and the Council for Higher Education Accreditation.REPORT DOC

UMENTATION PAGE0MB No. 0704-0183T>« p.blc rapcrỉog bifdin lx til's cdkidoi ot ifdxiniQb' 11 a;trna4d » «>«■'»?« 1 box M< raipa'ạ tr>* a«tâ COLHunsingerCivilianResearchPaperClassof2013

lx riứírỏir.} taMritcfcoi, ibxching Milling diu soirui gah(<-ng and maimairing dis đaú n«

COLHunsingerCivilianResearchPaperClassof2013

ccrnmsnu ragardng ths twdtfi astinata tn aiy othaí aipKt ofrii ctttadiai «f IMonnMIen incúdng i-^giriton; lx rodacing tha budin to Oapannatt o! Daũnsa

RETAINING OFFICER TALENTHOW CAN THE US ARMY BETTER MANAGE AND EMPOWER ITS TALENTED OFFICERS FOR RETENTION AFTER THEY MEET THEIR INITIAL ACTIVE DUTY SE

COLHunsingerCivilianResearchPaperClassof2013ipondanu 4h:uM ba a»ara rat nstauitundina an, cthx paoyCdoa X law no paraxi dial ba luỉýac. to any panally la tiling to ctnẹl I will a odactun ol intx

nwbcn H it dow "dt d*cl»v a wrerrt. void OVB control nimby PLEASE 00 NOT RETURN YOUR CORM TO Tut A8OVĨ ADORES*__1. REPORT DATE iDD-MM-YYYY) 2. REPORT COLHunsingerCivilianResearchPaperClassof2013

TYPE xx-04-2013CIVILIAN RESEARCH PROJECT3. DATES COVERED (From. To)4. TITLE AND SUBTITLE RETAINING OFFICER TALENT now CAN THE IS ARMY BETTER MANAGE AN

COLHunsingerCivilianResearchPaperClassof2013

D EMPOWER ITS TALENTED OFFICERS FOR RETENTION AFTER THEY MEET THEIR INITIAL ACTIVE DUTY SERVICE OBLIGATION (ADSO)?5a. CONTRACT NUMBER5b. GRANT NUMBER5

RETAINING OFFICER TALENTHOW CAN THE US ARMY BETTER MANAGE AND EMPOWER ITS TALENTED OFFICERS FOR RETENTION AFTER THEY MEET THEIR INITIAL ACTIVE DUTY SE

COLHunsingerCivilianResearchPaperClassof2013MING ORGANIZATION NAME{S) AND ADDRESS(ES) Dr. Joseph LeBoeuf & Dr. Sim Sitkin Duke University Faculty Advisers8. PERFORMING ORGANIZATION REPORT NUMBER

9. SPONSORINGl'MONITORING AGENCY NAME(S) AND ADDRESS(ES) Prof. James w. Shufelt Jr. u s. Armv War Colleae 122 Forbes Avenue Carlisle. PA 1701310.SPONS COLHunsingerCivilianResearchPaperClassof2013

OR'MONITOR'S ACRONYM(S) 11.SPONSOR-MONITOR S REPORT NUMBER(S)12.DISTRIBUTION I AVAILABILITY STATEMENTDistribution A Approved for Public Release Distri

COLHunsingerCivilianResearchPaperClassof2013

bution is Unlimited.13.SUPPLEMENTARY NOTES Word Count: 10.48814.ABSTRACTOver the past four decades, a considerable amount of research has attempted to

RETAINING OFFICER TALENTHOW CAN THE US ARMY BETTER MANAGE AND EMPOWER ITS TALENTED OFFICERS FOR RETENTION AFTER THEY MEET THEIR INITIAL ACTIVE DUTY SE

COLHunsingerCivilianResearchPaperClassof2013ve years on active duty. Although the results of prior research are mixed, there are two common themes that explain why most JMOs leave the service fo

r a career in the civilian labor market: limited ability to control and have a voice in their career development combined with family quality of life COLHunsingerCivilianResearchPaperClassof2013

concerns. This research suggests the Army replace its outdated industrial age personnel management system with one that is tied to competitive talent

COLHunsingerCivilianResearchPaperClassof2013

markets used in the corporate world. These best practices provide the value and perspective JMO’s require when deciding whether or not to continue ser

RETAINING OFFICER TALENTHOW CAN THE US ARMY BETTER MANAGE AND EMPOWER ITS TALENTED OFFICERS FOR RETENTION AFTER THEY MEET THEIR INITIAL ACTIVE DUTY SE

COLHunsingerCivilianResearchPaperClassof2013er empowerment, development, and retention of our officer talent pool.15.SUBJECT TERMSmarket mechanism, talent identification, junior military officer

16. SECURITY CLASSIFICATION OF:17. LIMITATION OF ABSTRACT uu18. NUMBER OF PAGES 4519a. NAME OF RESPONSIBLE PERSONa. REPORT uub. ABSTRACT uuc. THIS PAG COLHunsingerCivilianResearchPaperClassof2013

E uu19b. TELEPHONE NUMBER 'Incỉuơe ares codal1USAWC CIVILIAN RESEARCH PROJECTRETAINING OFFICER TALENTHOW CAN THE US ARMY BETTER MANAGE AND EMPOWER ITS

COLHunsingerCivilianResearchPaperClassof2013

TALENTED OFFICERS FOR RETENTION AFTER THEY MEET THEIR INITIAL ACTIVE DUTY SERVICE OBLIGATION (ADSO)?BYCOLONEL NATHAN B. HUNSINGER JR. UNITED STATES A

RETAINING OFFICER TALENTHOW CAN THE US ARMY BETTER MANAGE AND EMPOWER ITS TALENTED OFFICERS FOR RETENTION AFTER THEY MEET THEIR INITIAL ACTIVE DUTY SE