Dissertations / Theses: 'Recruitment and retention strategies'

1

Burgos, Laura. "Physical therapy recruitment and retention strategies of hospitals in the US." FIU Digital Commons, 1995. http://digitalcommons.fiu.edu/etd/1945.

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Hospitals are seeing a reduction of physical therapy (PT) staff due to increased opportunities and competition. Planning effective recruitment and retention strategies for PTs in hospital settings may play an important role in reducing the problem. The primary purpose of this descriptive research was to compile information on recruitment and retention strategies used for physical therapists working in hospital settings. Four hundred surveys were mailed nationwide to hospital-based physical therapy managers. Strategies most commonly used were: attractive benefit package, interdisciplinary teams, competitive salaries, and student employment. The least used strategies used were: sign-on bonus, incentive pay programs, recruitment and retention committee and temporary staffing. It was concluded that hospital administrators need to analyze current strategies used and future recruitment and retention staffing trends, in order to institute successful strategies appropriate to their departments to effectively recruit and retain their staff.

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Mokoditoa, Jocelyn Molly. "Academic staff recruitment and retention strategies at the University of Limpopo." Thesis, University of Limpopo (Turfloop Campus), 2011. http://hdl.handle.net/10386/393.

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Thesis (MPA)--University of Limpopo, 2011
The paper examines the causes of the high turn-over rate and the non-retention of the academic staff at the University, and come up with possible solutions to curb the problem. The study addresses the factors that affect the academic staff recruitment and retention strategies. The paper further address identification of factors contributing to the high turnover rate of the academic staff at the University of Limpopo, analyze causes of the problems, work on the feedback obtained from interviewees, and make recommendations that will enable the University to come up with possible and implementable strategies for the recruitment and retention of the academic staff. This was evident by the results of the study through the literature review and the interviews held that academic staff recruitment and retention is a problem. It is therefore advisable for the University to take note of the results of this study, and that there should be a turn-around strategy that could be implemented and monitored. The Human Resource department should have a database that tracks the career path of all academic staff, and notify all appointees who are coming up for tenure. This notice could go out at the start of the last but one year before the appointees become eligible for appointment with tenure. The university must develop a culture of reasonable, clearly articulated, and enforced deadlines for processing applications for promotion. Human Resources department have a role to play in the promotion process as well. Access to information about the promotion process can be enhanced by revamping the websites for some of the institutions which are not really helpful in this respect. Relevant documents (e.g., conditions of service, appointment and promotion guidelines, benefits) can then be made accessible via institutional websites in a very organized manner than is currently the case in many universities

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Butler, Christine Kay. "Administrative Strategies to Improve Teacher Recruitment and Retention in Rural Public Schools." Thesis, Lindenwood University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10268552.

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The main purpose of this study was to gain insight into the recruitment and retention strategies popularized due to the need to meet high-quality teacher demands. Additionally, recruitment and retention strategies identified by administrators and tenured teachers working in rural public schools of Missouri as effective were collected through a survey. Administrators, as well as tenured teachers currently on staff in rural public school districts of Missouri, were the population of this study. Among 286 administrators, 95 administrative participants and 33 tenured teachers completed the survey. The survey responses were compared to determine if the administrative point-of-view was similar to that of the teachers involved in the study. The results of the survey indicated commonalities between the strategies administrators and tenured teachers found effective. The top-three mentioned strategies by both administrators and tenured teachers were school culture/climate, administrative support, and small class size. Teachers also indicated the community, skilled coworkers, access to technology, and adequate facilities were important factors in the determination of where they work; all of these factors were deemed of marginal importance or not mentioned by administrators. Those involved in the hiring process should be aware of the factors most important to teachers and shift focus if possible. The community near schools could also be used as a strategy to attract quality teachers and retain them long-term.

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Morris, Cynthia Ann. "Strategies for recruitment and retention of faculty of color in community colleges /." Full text (PDF) from UMI/Dissertation Abstracts International, 2000. http://wwwlib.umi.com/cr/utexas/fullcit?p3004345.

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Luckett, W. K. Jr. "New teacher recruitment, hiring, and retention strategies for the Canton Public School District." Thesis, Mississippi State University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10289747.

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This investigation focused on identifying model foundational strategies to assist Canton Public School District (CPSD) officials in recruiting new teachers, successfully hiring them, and then retaining them the district.

Located within the boundaries of the city of Canton, Mississippi, CSPD is geographically located in the central portion of the state. The district consists of 1 high school, 2 middle schools, 4 elementary schools and Canton Education Services Center.

CSPD is continually affected by an ever-increasing teacher shortage because new teachers tend to leave the district after they are hired. More than 50% of new teachers leave their teaching positions in the district’s schools within 5 years.

The investigation utilized published literature and other archival data (e.g., scholarly papers presented at conferences) accessible to the public in the form of books, chapters in published books, journal articles, and scholarly papers presented at learned societies and associations.

Two research questions guided the investigation. The first research question asked: What does the published literature and related archival data (e.g., available scholarly papers retrievable from sources such as colleges, universities, foundations, conferences, etc.) accessible to the public reveal about recruiting, hiring, and retaining teachers? Overall, the material collected and analyzed yielded abundant information. Much of the available information proved valuable because the material focused attention the “how-to-do-it” aspects of recruiting, hiring, and retaining quality new teachers.

The second research question asked: Will information gleamed from an analysis of the published literature and other archival data (e.g., unpublished scholarly papers) lead to the development of foundational strategies for assisting school district officials in recruiting, hiring, and retaining new teachers for CPSD? It was possible to develop a model holding potential for improving teacher recruitment, hiring, and retention at CPSD.

The model that was developed features seven foundational strategies that if implemented, hold potential for improving teacher recruitment, hiring, and retention at CPSD. The seven strategies are: (1) identify the vacancy and write the job description, (2) announce and advertise the teacher vacancy, (3) develop a customized application form, (4) paper screening process, (5) interviewing process, (6) salary and benefit package, and (7) induction and mentoring.

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Verhovsek, Ester L., Derek R. Slagle, and Randy L. Byington. "Rural versus Urban: Tennessee Health Administrators’ Strategies on Recruitment and Retention for Radiography." Digital Commons @ East Tennessee State University, 2011. http://ispub.com/IJRA/13/1/12143.

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There is a growing interest in understanding recruitment, retention, and turnover of allied health professionals in consideration of employment trends and workforce mobility, an increased need to understand the healthcare delivery system and the dynamic nature of the allied health workforce, especially for rural areas. A survey was sent to allied health administrators across a variety of allied health disciplines from the state of Tennessee hospitals in order to gauge opinions on retention and recruitment strategies. Overall, successful strategies for recruitment and retention of radiography professionals were reported, as well as, differences between urban and rural areas, differences among allied health disciplines, perceptions of strategy effectiveness, and key strategies for rural allied health recruitment.

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Schenck, Keonda Schenck. "Strategies for Addressing Workplace Incivility and Retention in a Healthcare System." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3959.

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Workplace incivility is increasing in prevalence in healthcare organizations. Despite the adverse effects of workplace incivility on employee engagement and voluntary employee turnover, some organizations do not have policies to address workplace incivility among employees. The purpose of this descriptive, single case study was to explore successful strategies leaders at healthcare organizations with 50 or more employees used to reduce workplace incivility and improve employee retention. The spiral theory provided the conceptual framework for the study. Semistructured interviews were held with 2 human resources (HR) professionals and 1 department manager with experience dealing with employee relations and success in retaining healthcare employees within Greenville, South Carolina. Interviews and policies were reviewed, analyzed, and coded for themes and subthemes. To assure the credibility and trustworthiness of the findings, member checking and methodological triangulation were used to verify and compare the interpretations from the interviews and the organization's policies and processes. Among the key themes that emerged were the uniform use of strategies and processes for addressing workplace incivility including consistently communicating and enforcing policies for addressing workplace incivility, using one-on-one communication techniques between managers and employees, and addressing key implementation barriers such as resistance to change. To effect positive social change, HR professionals and department managers in similar organizations can assess the findings' relevance for reducing workplace incivility, reducing employee turnover, and increasing retention for improving the quality of patient care to benefit patients, families, and communities.

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Slagle, Derek Ray. "Rural versus Urban: Tennessee Health Administrators' Strategies on Recruitment and Retention for Allied Health Professionals." Digital Commons @ East Tennessee State University, 2010. https://dc.etsu.edu/etd/1726.

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There is a growing interest in understanding recruitment, retention, and turnover of allied health professionals considering employment trends and workforce mobility, an increased need to understand the healthcare delivery system, and the dynamic nature of the allied health workforce especially for rural areas. A survey was sent to allied health administrators across a variety of allied health disciplines from the state of Tennessee hospitals in order to gauge opinions on retention and recruitment strategies. Overall successful strategies for recruitment and retention of allied health professionals were reported as well as differences between urban and rural areas, differences among allied health disciplines perceptions of strategy effectiveness, and key strategies for rural allied health recruitment.

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Slagle, Derek R., Randy L. Byington, and Ester L. Verhovsek. "Rural Versus Urban: Tennessee Health Administrators’ Strategies on Recruitment and Retention for Allied Health Professionals." Digital Commons @ East Tennessee State University, 2012. https://dc.etsu.edu/etsu-works/2584.

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Due to an increase in the need for allied health professionals, there is a growing interest to assess the allied health workforce and its employment needs. This is especially true in medically underserved rural areas where there is a critical shortage of allied health professionals. A survey was sent to allied health administrators across a variety of allied health disciplines working in Tennessee hospitals in order to gauge opinions on retention and recruitment strategies. Overall successful strategies for recruitment and retention of allied health professionals were reported as well as differences between urban and rural areas, differences of perceptions of strategy effectiveness among allied health disciplines, and key strategies for rural allied health recruitment. Little is known about organizational policies impacting recruitment and retention practices of allied health professionals in Tennessee hospitals. Understanding of this problem is vital to the prevention of a critical shortage of allied health professionals. Therefore, this study sought to compare rural and urban hospital in Tennessee with respect to recruitment and retention needs.

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Small, Kathy S. "Retention Strategies for Medical Technologists: Addressing the Shortages and Vacancies in the Clinical Laboratory." Digital Commons @ East Tennessee State University, 2013. https://dc.etsu.edu/etd/2299.

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It is important to have well-trained and qualified laboratory professionals. Seventy percent of patient care is based on decisions made from laboratory results, yet there is a growing shortage of medical technologists. Although some baby boomers are delaying retirement, worsening of the shortage crisis is inevitable. Retention of medical technologists has become more important than recruitment. The purpose of this study was to identify and evaluate innovative retention strategies used by clinical laboratory managers throughout the United States. A significant finding of this study was the lack of qualified medical technologists entering the ranks of laboratory managers. This study identified a need for a more defined career path and more recognition of the importance of laboratory scientists. It is recommended that studies be undertaken to examine the opinions of hospital and medical group practice administrators as well as the view of medical technologists regarding retention strategies that are proven to be effective.

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Fleming, Wanda C. "Strategies for Recruiting and Retaining Rural Emergency Department Physicians." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3880.

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Recruiting and retaining physicians to work in rural emergency departments (EDs) have reached a crisis level, threatening the availability of services to rural residents. In this study, a case study design was used to explore strategies that rural ED administrators use to recruit and retain physicians to work in their facilities. The study population consisted of 5 rural hospital administrators operating EDs in central Mississippi. These administrators were charged with the responsibility to recruit and retain ED physicians. The on-going staffing of ED physicians, with no lapses in coverage, was evidence that these administrators successfully recruited and retained ED physicians at their facilities. The conceptual framework that grounded this study was strategic human resource management. Semistructured interviews were used to collect data from participants, and the modified van Kaam method of data analysis was used to create and cluster themes, validate data, and to construct and describe textural meaning. One of the dominate themes that emerged from the study was the challenge of maintaining rural ED physician coverage. Deterrents to maintaining ED coverage included insufficient pools of available physicians, changing technological demands, and financial constraints. A second dominate theme permeating the study was the insufficient focus on retention of rural ED physicians. Study findings may contribute to social change by providing a replicable recruitment and retention model for recruiting and retaining rural ED physicians. The most successful strategies to recruit and retain ED physicians, as identified in this study, were provision of financial incentives and development of a sense of family and community.

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Wong, Christina Misa Linnan Laura. "An evaluation of recruitment and retention strategies among Asian American women in the National Breast and Cervical Cancer Early Detection Program." Chapel Hill, N.C. : University of North Carolina at Chapel Hill, 2006. http://dc.lib.unc.edu/u?/etd,1017.

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Thesis (Ph. D.)--University of North Carolina at Chapel Hill, 2007.
Title from electronic title page (viewed Dec. 18, 2007). "... in partial fulfillment of the requirements for the degree of Doctor of Philosophy in the Department of Health Behavior and Health Education, School of Public Health." Discipline: Health Behavior and Health Education; Department/School: Public Health.

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Collier, Christopher Williamson. "Perceptions Of Strategic Compensation As A Motivating Factor On Teacher Quality, Recruitment And Retention In A Rural Southeast School District." Diss., Virginia Tech, 2019. http://hdl.handle.net/10919/100327.

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The purpose of this study was to investigate the perceptions of teachers and administrators in a rural southeast school district regarding the impact of strategic compensation as a motivating factor on teacher quality, recruitment, and retention. As a result of increased demands on K12 education and the limited pool of teaching candidates, public school districts continue to search for ways to motivate, recruit and retain teachers (Muranto and Shuls, 2012). Since many view the traditional teacher salary scale as an outdated and ineffective practice, school districts continue to search for new ways to provide additional financial bonuses. (Springer, 2009). At the time of the study, the rural southeast school district studied was the only district within its state that used a strategic compensation model as a part of its employee benefits package. The locally funded plan awarded bonuses to teachers who qualify according to the parameters set by their school board. The initial rationale behind the implementation of the plan was to acknowledge exemplary teachers within the district. In this study, the history of the traditional salary scale, teacher quality, teacher retention, teacher recruitment, proponents and opponents of strategic compensation and recent studies on merit pay were examined. In this mixed methods study, a survey was sent to all 237 candidates eligible for strategic compensation, and a focus group interview with 7 administrators responsible for the summative evaluations of teachers was conducted. After the data were collected, descriptive statistics were examined to determine if additional ANOVA analyses were required to determine if demographic differences could be identified. The findings from this study may assist school districts develop and maintain a strategic compensation plan as a part of its overall teacher compensation package. After the data were disaggregated and analyzed, the findings from this study indicated mixed reviews regarding teacher perceptions of strategic compensation. Survey results indicate that the ideal bonus lies between $1,000-$3,000. In addition, teachers and administrators did not perceive that strategic compensation assisted with teacher recruitment or retention. Additional findings indicated differences in perceptions of strategic compensation based on gender and level of teaching assignment.
Doctor of Education

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Jancey, Jonine Maree. "Development and evaluation of a physical activity intervention for older adults." Thesis, Curtin University, 2007. http://hdl.handle.net/20.500.11937/1263.

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The present knowledge of factors associated with older adults’ physical activity behaviour is limited. Therefore, this study trialled an innovative physical activity program for older adults, investigating effective recruitment and retention strategies, and exploring the adults’ perceptions of physical activity. A total of 573 subjects were recruited into the quasi-randomised controlled trial, located in 30 intervention and 30 control neighbourhoods in the Perth metropolitan area. The initial response rate was 74% (260/352) in the intervention group and 82% (313/382) in the control group. Self-reported questionnaires administered at three time points (baseline, 3-months, 6-months) measured physical activity levels, personal and demographic information, including perception of financial struggle, proximity to friends, and other psychosocial data. Descriptive statistics, repeated measure analysis of variance, logistic regression and generalised estimating equations were used in the analysis. Qualitative data on the participants’ perceptions of physical activity were collected through one-on-one interviews (n=16). The results showed that: 1. This cost-effective recruitment procedure facilitated the selection of a reasonably representative sample of 65 to 74 year olds from the Perth metropolitan area. Names of 7378 older adults were obtained from the Federal Electoral Roll, then 6401 potential subjects were matched to telephone numbers and phoned with subjects meeting the screening criteria invited to join the program (n = 4209). From this sample, 573 subjects were recruited. More females (63%) than males (37%) were recruited.The study attracted a greater proportion of ‘obese’ older adults (27%) relative to state averages. 2. Over the intervention period there was a significant increase in participants’ total physical activity of 2.25 hours per week (p >.001). The General Estimating Equation analysis confirmed significant increase in physical activity from baseline to midpoint (p=.002) and to post intervention (p=.0031). Perceptions of financial struggle (p=.020) were positively correlated with physical activity time spent by participants, whereas having friends or acquaintances living nearby (p=.037) had a significant negative correlation with physical activity time. 3. At the end of the intervention, 32% of the intervention group and 25% of the control group had dropped out, resulting in an overall drop out rate of 28%. Most of the attrition occurred in the first 3 months (77%). Characteristics of individuals lost to attrition (n=86, 35%) were compared with program completers (n=162, 65%). Logistic regression analysis showed that those lost to attrition came from areas of lower socio-economic status, were overweight, were less physically active, and had a lower walking self-efficacy score and a higher loneliness score. The results suggest that to improve retention and to avoid potential bias, early assessment of these characteristics should be undertaken to identify individuals at risk of attrition. 4. Based on the finding of this research, future intervention studies should consider: the role of tertiary students as a skilled resource; the use of volunteers to contain costs; the importance of a tailored program; the appropriateness of walking as a form of physical activity for this age group; the enjoyment associated with a walking group; and the usefulness of social support.This practical program is potentially effective and sustainable for mobilizing physically inactive older people. 5. Qualitative research highlighted the need for older adults to receive more specific information on: the benefits of physical activity; the role of pain management in physical activity; and the concept that involvement in physical activity in younger years leads to involvement when older. The older adults also expressed a desire to engage in less age appropriate activities. These results suggest that the intervention was successful in recruiting older adults into and retaining them in the intervention, documenting a need for early identification of individuals at risk of attrition. The program significantly increased the participants’ weekly mean time for physical activity and identified factors that affect their commitment to physical activity programs. This program was practical and could be used as a model for physical activity programs aimed at older adults.

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Jancey, Jonine Maree. "Development and evaluation of a physical activity intervention for older adults." Curtin University of Technology, School of Public Health, 2007. http://espace.library.curtin.edu.au:80/R/?func=dbin-jump-full&object_id=18659.

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The present knowledge of factors associated with older adults’ physical activity behaviour is limited. Therefore, this study trialled an innovative physical activity program for older adults, investigating effective recruitment and retention strategies, and exploring the adults’ perceptions of physical activity. A total of 573 subjects were recruited into the quasi-randomised controlled trial, located in 30 intervention and 30 control neighbourhoods in the Perth metropolitan area. The initial response rate was 74% (260/352) in the intervention group and 82% (313/382) in the control group. Self-reported questionnaires administered at three time points (baseline, 3-months, 6-months) measured physical activity levels, personal and demographic information, including perception of financial struggle, proximity to friends, and other psychosocial data. Descriptive statistics, repeated measure analysis of variance, logistic regression and generalised estimating equations were used in the analysis. Qualitative data on the participants’ perceptions of physical activity were collected through one-on-one interviews (n=16). The results showed that: 1. This cost-effective recruitment procedure facilitated the selection of a reasonably representative sample of 65 to 74 year olds from the Perth metropolitan area. Names of 7378 older adults were obtained from the Federal Electoral Roll, then 6401 potential subjects were matched to telephone numbers and phoned with subjects meeting the screening criteria invited to join the program (n = 4209). From this sample, 573 subjects were recruited. More females (63%) than males (37%) were recruited.
The study attracted a greater proportion of ‘obese’ older adults (27%) relative to state averages. 2. Over the intervention period there was a significant increase in participants’ total physical activity of 2.25 hours per week (p >.001). The General Estimating Equation analysis confirmed significant increase in physical activity from baseline to midpoint (p=.002) and to post intervention (p=.0031). Perceptions of financial struggle (p=.020) were positively correlated with physical activity time spent by participants, whereas having friends or acquaintances living nearby (p=.037) had a significant negative correlation with physical activity time. 3. At the end of the intervention, 32% of the intervention group and 25% of the control group had dropped out, resulting in an overall drop out rate of 28%. Most of the attrition occurred in the first 3 months (77%). Characteristics of individuals lost to attrition (n=86, 35%) were compared with program completers (n=162, 65%). Logistic regression analysis showed that those lost to attrition came from areas of lower socio-economic status, were overweight, were less physically active, and had a lower walking self-efficacy score and a higher loneliness score. The results suggest that to improve retention and to avoid potential bias, early assessment of these characteristics should be undertaken to identify individuals at risk of attrition. 4. Based on the finding of this research, future intervention studies should consider: the role of tertiary students as a skilled resource; the use of volunteers to contain costs; the importance of a tailored program; the appropriateness of walking as a form of physical activity for this age group; the enjoyment associated with a walking group; and the usefulness of social support.
This practical program is potentially effective and sustainable for mobilizing physically inactive older people. 5. Qualitative research highlighted the need for older adults to receive more specific information on: the benefits of physical activity; the role of pain management in physical activity; and the concept that involvement in physical activity in younger years leads to involvement when older. The older adults also expressed a desire to engage in less age appropriate activities. These results suggest that the intervention was successful in recruiting older adults into and retaining them in the intervention, documenting a need for early identification of individuals at risk of attrition. The program significantly increased the participants’ weekly mean time for physical activity and identified factors that affect their commitment to physical activity programs. This program was practical and could be used as a model for physical activity programs aimed at older adults.

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Foley, Virginia P. "Recruitment and Retention of Teachers." Digital Commons @ East Tennessee State University, 2011. https://dc.etsu.edu/etsu-works/5993.

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Decremer, Jason. "Improving Recruitment and Retention of Volunteer Firefighters." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5176.

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The number of active volunteer firefighters has been steadily dropping in the state of Connecticut for several years. At the same time, the number of public service calls for fire departments has been on the rise. This problem impacts fire protection and municipalities that rely on volunteer fire departments. The purpose of this narrative study was to explore why volunteer firefighter numbers have been declining, the extent to which recruitment and retention programs are used in volunteer fire departments, and how these programs contribute to a fire department's ability to recruit members. Perry's public service motivation model provided the theoretical framework for the study. Research questions focused on improving recruitment and retention programs. Data were collected from interviews with 5 current chief officers and 5 former firefighters in Connecticut and from organizational documents in local fire departments. Open, axial, and selective coding were used to identify 5 themes: lack of awareness of state policy on recruitment and retention, lack of recruitment, public service motivation, retention, and time. A key theme emerging from this study were that participating fire departments have limited effective recruitment and retention programs. The positive social change implications stemming from this study include recommendations to fire department leadership to consider a unified recruitment and retention strategy. This determination provides a foundation for volunteer fire departments to make informed decisions on how to increase recruitment and retention in their respective communities.

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Hawkins, Peter James. "An investigation into engineering graduate recruitment and retention." Thesis, University of Liverpool, 1990. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.400302.

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Sims, Sam. "Essays on the recruitment and retention of teachers." Thesis, University College London (University of London), 2018. http://discovery.ucl.ac.uk/10053430/.

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Teachers are among the most important school inputs for pupil attainment (Hanushek, 2011). Despite this, economically-advanced countries experience recurring shortages of teachers, resulting in sub-optimal hiring and deployment of teachers and reduced pupil attainment. This thesis investigates the determinants of entry to and exit from the teaching profession in order to understand how these shortages can be reduced. Very little is known about the correlates of entry to the teaching profession. Non-cognitive skills and personality-type have been shown to be important predictors of occupational choice in general (Cobb-Clark & Tan, 2011; Nieken & Stormer, 2010). However, these have not been used to model entry to the teaching profession. Chapter 2 of this thesis uses rich data from a household panel survey to model entry to the profession. The model identifies groups of people who are up to four times more likely to enter teaching than the typical graduate. This information can be used to target recruitment efforts. Retaining teachers is also important for ensuring sufficient supply. Research using administrative data generally finds the proportion of disadvantaged pupils in a school to be the strongest correlate of turnover. However, recent literature suggests that working conditions are important omitted variables in such analysis. Chapter 3 uses data on teachers from thirty-five countries to develop a rich set of working conditions measures and uses these to model teacher job satisfaction and intention to quit. The results highlight the importance of school leadership and assigning teachers to subjects in which they have been trained. Chapter 4 builds on this analysis by evaluating the impact of a subject-specific professional development intervention for science teacher retention. Double- and triple-difference models suggest that participation in the programme improves retention in the profession, though not in the participant’s original school.

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Peck, Sheldon L. "Orthodontic Faculty Recruitment and Retention: Goals and Perceptions." VCU Scholars Compass, 2003. http://hdl.handle.net/10156/1406.

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Nerjovaj, Valmir, and Egor Solovev. "Recruitment strategies in transition economies." Thesis, Högskolan Kristianstad, Sektionen för hälsa och samhälle, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-13216.

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This study is concentrated in recruitment strategies and finding the right competence for firms establishing in transition economies. The study is conducted with six Swedish companies operating in Russia and the Baltic States. Thus, this is a qualitative study in order to identify the different strategies used by the companies and why or why not they have been successful. Furthermore this study is based on in-depth interviews that give us the dimensions we need to solve the issue of recruitment in transition economies. In conclusion the study shows us that major companies have issues when recruiting personnel in Russia and also a guidance what should be done in order to be as successful as possible in process of recruitment.

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Deihl, Christine D. "Recruitment and retention of mental health personnel in Pennsylvania." Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 1996. http://www.kutztown.edu/library/services/remote_access.asp.

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殷小曼 and Shiu-man Yolanda Yan. "Patient recruitment strategies in clinical trials." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2001. http://hub.hku.hk/bib/B31970874.

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Stockwell, Glenda, Peter R. Bockhorst, and Reid Blackwelder. "Recruitment Strategies Utilizing the Group Dynamic." Digital Commons @ East Tennessee State University, 2010. https://dc.etsu.edu/etsu-works/6929.

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One of the challenges facing interns and faculty in family medicine residencies each year is finding ways to accurately assess baseline skills and begin the process of providing effective training for residents who come from a wide variety of educational programs and professional experiences. For the past two years our orientation process has included a focused evaluation of interns in each of the areas of the ACGME core competencies. The use of OSCEs, Human Patient Simulator scenarios, observed physical exams, practice In Training Exams, EKG interpretation, and competency-based self assessments provides both interns and faculty with a good understanding of strengths and deficits and leads to an early opportunity to structure experiences designed to optimize those critical first few months of residency.

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Yan, Shiu-man Yolanda. "Patient recruitment strategies in clinical trials." Hong Kong : University of Hong Kong, 2001. http://sunzi.lib.hku.hk/hkuto/record.jsp?B24872623.

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McColl, Carl James. "Recruitment, socialization, and retention of principals in Alberta's rural schools." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2001. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp04/NQ60266.pdf.

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Warner, Ivory. "Nurses' perceptions of workplace conflict, implications for retention and recruitment." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2001. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp04/MQ62041.pdf.

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Moser, Michele, and Megan Quinn. "Building an ACEs Informed University: Strategy for Recruitment and Retention." Digital Commons @ East Tennessee State University, 2019. https://dc.etsu.edu/etsu-works/6806.

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Asquith, Nicole, M. Dimopoulos, and NSW Police. "Recruitment and Retention of Culturally and Linguistically Diverse Background Officers." Australasian Police Multicultural Advisory Bureau, 2005. http://hdl.handle.net/10454/3902.

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no
Implicit in the current dialogue on community policing in Australia and New Zealand, is the assumption that the people who comprise our policing organisations need to respond efficiently and competently to changing demographics, crime, terrorism, increasing community and government expectations. It is timely for Australian and New Zealand police jurisdictions to take a lead role in policy and practice of policing in a culturally, linguistically, politically and religiously diverse environment. In order to facilitate this, focus and organisational commitment must be given to developing leadership and recruitment and retention initiatives which enhance the internal diversity of our workforces.

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Draper, Ronald T. "Health Care Provider Recruitment and Retention in Millard County, Utah." DigitalCommons@USU, 2019. https://digitalcommons.usu.edu/etd/7522.

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Millard County, Utah, rural and sparsely populated, continues to experience challenges in recruiting and retaining primary health care providers. My study addressed the lack of a rigorous and systemic analysis of this problem by collecting and analyzing data from a series of semi-structured interviews conducted between January and March 2019. These interviews were with nineteen of the twenty-four known health care providers who began practice in the county from the mid1980s to 2018, as well as with four administrators. The study, taking advantage of this comprehensive analysis, provided a more extensive understanding of the root causes underlying the recruitment and retention shortcomings. Findings showed that decisions to stop practice in the county were not typically made for a single over-riding reason but occurred when the cumulative effect of negative experiences reached a tipping point, prompting the provider to seek another practice venue. Providers who left reached this tipping point in spite of most having a rural background. The study recommended implementing a comprehensive and on-going support program aimed at addressing providers concerns. The stressors associated with rural health care practices need to be regularly assessed and resolved in a timely fashion.

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Johnson, Sonja A. "Recruitment strategies for DoD information technology managers." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 1994. http://handle.dtic.mil/100.2/ADA284545.

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Thesis (M.S. in Information Systems Management) Naval Postgraduate School, September 1994.
Thesis advisor(s): Barry Frew, David R. Henderson. "September 1994." Bibliography: p. 77-80. Also available online.

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Odhner, Lael Ulam 1980. "Stochastic recruitment strategies for controlling artificial muscles." Thesis, Massachusetts Institute of Technology, 2009. http://hdl.handle.net/1721.1/55257.

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Thesis (Sc. D.)--Massachusetts Institute of Technology, Dept. of Mechanical Engineering, 2009.
Cataloged from PDF version of thesis.
Includes bibliographical references (p. 171-176).
This thesis presents a new architecture for controlling active material actuators inspired by biological motor recruitment. An active material is broken down into many small fibers and grouped together to form one large actuator. Each of these fibers is held in a binary state, either relaxed or contracted, using a small local controller which responds to a broadcast input signal from a central controller. The output force and displacement of the actuator is a function of the number of contracted fibers at any point in time. This architecture enables the creation of large-scale, controllable actuators from highly non-linear active materials. The key innovation enabling the central controller to coordinate the behavior of very many small identical units is to randomize the behavior of each unit. This thesis explains how a collection of active material motor units responding in a random, uncorrelated fashion to broadcast commands will exhibit a predictable response that can be stabilized with feedback control and observed using a Kalman filter. Various control strategies will be presented and discussed, including open-loop plant behavior, linear feedback, optimal control, and model-based look-ahead control. Performance metrics such as accuracy and convergence time will be analyzed using dynamic programming and other control techniques. Parallels will also be discussed between this control problem and similar control problems in the field of swarm robotics.
(cont.) The stochastic, recruitment-like actuator architecture is demonstrated in shape memory alloy actuators, each composed of 60 individual elements, having a displacement of over 20 mm and a peak force of over 100 N. Control of displacement, isometric force and stiffness are demonstrated using the observer-controller framework. Two actuators are used in an antagonistic fashion to control the stiffness and position of a 1-DOF arm joint.
by Lael Ulam Odhner.
Sc.D.

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Pierre, Markey W. "Recruitment Strategies for Manufacturers in Northwest Louisiana." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3362.

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Acquiring information about successful human resources strategies that help to effectively recruit skilled labor is critical for manufacturers. Manufacturing is the backbone of the United States, yet 6 of 10 skilled labor jobs are unfilled because traditional methods and strategies used by human resource leaders to recruit are inadequate. Guided through the lens of strategic human resource management and using the concepts and views of resource-based theory, the purpose of this multiple case study was to explore strategies that manufacturing human resource professionals use to successfully recruit skilled labor in Northwest Louisiana. The data collection for this case study was performed through face-to-face semistructured interviews via purposeful sampling and company documents that included planning materials, corporate hiring strategy documents, and the company website. Data were coded and analyzed to obtain the development of a set of recurring themes. The 4 relevant themes that emerged from the coded data included the following: recruitment methods, external pressures of the region/marketplace, outreach and education partnerships, and leadership support. By implementing strategies supported by senior leadership, human resource professionals have greater levels of success in hiring skilled labor. Implications for positive social change include providing an opportunity for human resource professionals in the manufacturing industry to develop innovative ideas and solutions to respond to the nascent recruitment challenges for skilled labor positions, thereby reducing unemployment and contributing to the local economy.

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Makeleni, Xolani. "A review of the Lukhanji Local Municipality's recruitment and retention policy." Thesis, University of Fort Hare, 2016. http://hdl.handle.net/10353/1808.

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Wang, Yi-Hui. "Recruitment and retention of knowledge workers in Taiwan's high technology industry." Thesis, Cardiff University, 2012. http://orca.cf.ac.uk/31279/.

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Abstract Organisations need to have the ability to recruit and retain appropriate knowledge workers in order to create an inflow of knowledge and skills to develop and maintain their competitiveness. High technology organisations, particularly, rely on knowledge workers to transfer human capital into intellectual capital by turning technological knowledge into products. Taiwan is renowned for information and communication technology (ICT) product design and manufacture. This research uses Taiwan’s high technology industry as a sample to examine the recruitment, selection and retention practices for knowledge workers. Three organisation ownership types exist in Taiwan’s context: Taiwanese-owned,foreign-owned and non-private. This study asks: what are the current recruitment, selection and retention practices for knowledge workers in Taiwan’s high technology industry? Are there any differences in the three types of ownership group? Do ownership groups influence knowledge workers’ decisions to join or stay in their organisations? To answer these questions, a quantitative survey was conducted from September 2009 to March 2010, and two hundred valid questionnaire responses were collected (a response rate: 67%). Additionally, interviews were conducted with human resource managers in 10 organisations under various ownerships to collect information that was unobtainable in the questionnaire survey. This research contributes empirical evidence about the current recruitment/selection and retention practices for knowledge workers in Taiwan’s high technology industry. The results showed that organisations within various ownership groups preferred to use different practices. Taiwanese-owned firms predominantly used on-line agents to recruit knowledge workers and relied on employee ownership bonus programmes to attract and retain knowledge workers. Foreign-owned firms, significantly, used head hunters. They provided their knowledge workers with high base salaries, challenging and interesting work, and influential power over work-related decisions. Non-private organisations were significantly different in their adoption of company websites. They offered good training programmes, opportunities to access new technology, and attractive work-life balance, reflecting their research-oriented ethos.

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Sirihekaphong, Supinda. "Resurfacing race| Recruitment and retention of faculty in California community colleges." Thesis, San Francisco State University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10183242.

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Despite the Civil Rights Act of 1964, which protects equal employment opportunity for all, and other California legislation to increase faculty diversity, the disparity between the demographics of California’s community college student population and the makeup of the faculty is striking. Specifically, underrepresented minority (URM) students who represent the largest student population at 49%, yet only 22% of faculty are URM. In 1992 the California legislature adopted regulations that allow community colleges to establish Faculty Diversity Internship Programs (FDIP), to “promote inclusive efforts to locate and attract qualified graduate students who are members of monitored groups identified by gender, ethnicity, and disability.” Despite being passed over 20 years ago, less than half of community colleges have implemented FDIPs. This study used a program evaluation to examine two FDIPs sites. The program evaluation revealed four benefits of participating in FDIP 1) mentorship, 2) teaching experience, 3) professional development, and 3) networking and collaboration opportunities. Barriers and challenges included 1) mentor matching, 2) mentor training, 3) class assignment, and 4) FDIP Coordinator transition. Finally, the program evaluation revealed that although the FDIP does not have a significant impact on increasing faculty diversity, it does have a significant impact on preparing faculty to serve in a diverse community college. The study provides evidence and recommendations for implementing FDIPs as a strategy to increase faculty diversity.

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Harris, Scott Phillip. "Teacher Retention and Recruitment: Perceptions of Principles, Teachers, and University Students." BYU ScholarsArchive, 2020. https://scholarsarchive.byu.edu/etd/8948.

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This study identifies differences in perceptions between three stakeholder groups - principals, K-12 teachers, and parents - regarding the effect of workplace conditions on teacher attrition. An electronic questionnaire was sent to 15 of Utah's 41 school districts. Sampling efforts yielded completed surveys from 93 principals, 2003 teachers and 495 parents. All three groups agreed that workplace conditions are important, but the greatest disagreements occurred in perceptions of (a) teacher involvement in decision-making, (b) protection of teacher preparation time, (c) administration's management of student discipline, (d) adequacy of resource availability, (e) the degree to which a trusting and supportive school environment existed within the school, and (f) whether teachers' expectations were reasonable. Overall, principals believed that work conditions are relatively good for teachers, while many teachers disagreed with these perceptions. The study also examined factors that influence science, technology, engineering and math (STEM) university students' willingness to consider teaching as a career. A total of 4,743 university students majoring in STEM fields from Brigham Young University completed the survey (31%) and although very few of these students initially consider this profession, we identified four factors using predictive modeling that are strongly associated with these students' willingness to consider teaching and their belief that teaching might be their best career option. Results indicated that STEM university students were more likely to consider teaching when they believed teaching is something they would be good at, others encouraged them to be a teacher, when family encourages them to teach, and when teachers they know inspire them. Results from this study indicate that small salary bonuses would likely not entice students in STEM subjects to become teachers. Less impactful factors included gender and individual beliefs about the respectability of the profession. Additionally, this study found these students less likely to consider work conditions for teachers when making career choices. This study concludes with several implications that can inform and possibly improve the recruitment and leadership preparation programs at Institutes of Higher Education.

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Briggs, Beth. "Solutions for Recruitment and Retention of Rural Psychologists by Rural Psychologists." Antioch University / OhioLINK, 2015. http://rave.ohiolink.edu/etdc/view?acc_num=antioch1441373640.

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Krost, Neill G. "Social factors impacting recruitment and retention of the civilian acquisition workforce." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2002. http://library.nps.navy.mil/uhtbin/hyperion-image/02Jun%5FKrost.pdf.

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Laing, Ann. "Employee Retention Strategies in Nonprofit Organizations." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7024.

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The nonprofit sector is faced with the business problem of low employee retention rates. Low employee retention rate presents various business challenges, which includes the inability to offer community members much needed social service programs as well as providing a competitive compensation package to their employees. The purpose of this descriptive phenomenological study was to explore the evidence-based best practice strategies in employee retention used in the nonprofit sector. The research included a conceptual framework focusing on Herzberg's Motivation - Hygiene Theory. The conceptual framework utilized in this study included segmentation of different employee retention strategies in nonprofit organizations. Data were collected from semi-structured face-to-face and Skype interviews with 13 leaders in the nonprofit sector. The sample included 8 female and 5 male participants working in the nonprofit sector in Central and South Florida. NVivo 12 software program was utilized to help the researcher interpret the research findings. The findings from coding analysis revealed strategies in motivation, employment status, mentoring, communication, human resource practices, job satisfaction and job security, reward management, and organizational leadership. In some mentoring programs the mentors spend time talking with the mentees about the path they took in achieving their career goals. Job satisfaction includes job security, work-life balance, and a flexible work schedule. Findings may be used to sustain community-based programs in the nonprofit sector. An increase in the employee retention rate may have a positive impact on social change in the community.

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Glass, Rudene Pauline. "Leadership Strategies to Improve Volunteer Retention." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5467.

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Nonprofit leaders face challenges retaining volunteers to support their organizations' human resources. The shortage of volunteers threatens nonprofit sustainability with increasing personnel cost for maintaining quality services. Grounded by Burns's transformational leadership theory, the purpose of this multiple case study was to explore strategies nonprofit leaders from southeastern Michigan used to improve volunteer retention. Data were collected through face-to-face semistructured interviews with 3 nonprofit leaders and a review of organizational documents such as volunteer implementation plans, strategic plans, and volunteer committee notes. Data were analyzed using a methodological triangulation process of sorting comments, which involved a chronological review of the interview transcripts and a descriptive coding for emerging themes. Three distinct themes emerged from the data analysis: collaborative relationships improved volunteer retention, team motivations improved volunteer retention, and strategic communication improved volunteer retention. The findings from this study may contribute to positive social change by providing nonprofit leaders with a better understanding of the need to improve volunteer retention and leadership strategies as methods to continue building viable communities for those in need. Furthermore, the implications for positive social change could include the improvement of other nonprofit organizations and the well-being of the volunteers in the organization.

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Colwell, Floyd Jordan. "Leadership Strategies to Improve Nurse Retention." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6780.

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The nursing shortage and high turnover rates are a problem in the United States. The purpose of this multiple case study was to explore leadership strategies that hospital senior nurse managers in the Rocky Mountain states use to improve nurse retention. Participants were 6 hospital senior nurse managers including 3 chief nursing officers, 1 assistant chief nursing officer, and 2 directors who had demonstrated effective leadership strategies in retention of nurses. The leadership-motivated excellence theory was the conceptual framework. Semistructured interviews with open-ended interview questions were used to collect data; organization websites and documents were used to help corroborate evidence for triangulation. Data were analyzed using Yin's data analysis method. The major themes were leadership and retention strategies. The leadership strategies were senior nurse managers guiding, coaching, and mentoring registered nurses, and the retention strategies were tools used to motivate and retain registered nurses. The results may bring about positive social change by providing hospitals with leadership strategies to retain nurses. Improved retention rates of registered nurses may enhance the competitive advantage for hospitals by improving patient satisfaction scores and improving care. This improvement may result in increased hospital reimbursements and may influence organizational commitment to improving patient outcomes.

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Hatcher, Nina W. "Retention Strategies of Labor Union Membership." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3778.

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Labor union membership decline spans more than 4 decades since 1954. In 2012, union membership decreased from 14.1% to 11.3%, which is the lowest since the post-Second World War Era. Union membership decline leads to the inability of some union leaders to retain union members, resulting in a loss of profitability. The purpose of this qualitative multiple case study was to explore strategies union leaders use in improving membership retention. Twenty union, former union, and nonunion participants from governmental and industrial firms of Jefferson County, Alabama participated in the study offering their lived experiences in industries with active union environments. In this study's conceptual framework, 3 models were used, consisting of demographic factors of union and non-union members, recruitment factors, and collective bargaining factors to explore the issues that affect membership recruitment and retention. Participants engaged in semi-structured, face-to-face interviews. Interview data were collected, transcribed, and inductively coded, revealing emergent trends that membership sizes influenced the number of people joining unions, and that poor union representation adversely affected union decline. These findings could improve the relationship between union representation and union members, thereby affecting positive social change by improving employee attitudes and social values regarding unions.

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Lee, LaKeisha. "Strategies for Increasing Healthcare Employees' Retention." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7310.

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Employee turnover in healthcare negatively affects patient care. The purpose of this multiple case study was to identify the strategies that managers used to increase employee retention in healthcare organizations. The study population was healthcare managers and human resources personnel in 3 healthcare organizations in the southeastern region of the United States who had successfully implemented strategies to increase employee retention. The conceptual framework was the job-embeddedness theory. The data collection process included semistructured interviews and the review of organizational documents. Data analysis included identifying patterns and developing themes. Three key themes emerged from the data: increased, effective communication; praise and recognition; and options of flexibility to improve the work environment, career development, and work-life balance. These findings might contribute to social change by supporting leaders of healthcare organizations in maintaining sufficient workforce capacity to provide patient care and a healthy work environment for the employees.

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Hollis, Kimberly M. "Improving Retention Strategies for Experienced Nurses." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7448.

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Experienced nurses depart the workforce in significant numbers; therefore, it is critical to understand how those departures affect patient care and safety. The focus of this systematic review included appraisal of recent research to provide an understanding of strategies used in acute care settings to retain experienced nurses. Guided by Benner's model of skill acquisition, the purpose of this systematic review was to identify factors that influence the decision of nurses with experience to leave or remain working in acute care work settings. The 19 articles selected for this review were limited to those pertaining to experienced registered nurses who have worked in the acute care setting for 2 years and longer. The review excluded articles pertaining to registered nurses with fewer than 2 years of experience, who were considered at the novice or proficient level of nursing. The results of this literature review showed that management conflicts, lack of support, work environments, work schedules, and disproportionate staffing levels were among the factors leading to morale distress and burnout in experienced nurses. These findings have the potential to contribute to positive social change by guiding administrative efforts to retain experienced nurses and improve mentoring of newer nurses and, ultimately, improve patient outcomes.

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Samuels, Lea. "Employers’ Attraction And Retention Of Older Workers: A Systematic Review." Thesis, Cranfield University, 2010. http://dspace.lib.cranfield.ac.uk/handle/1826/6581.

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The ageing of the population and the workforce has become a global phenomenon that has created concern about labour as well as skills shortages. Therefore the continuation of older workers in paid employment is regarded as beneficial to both the economy and to the older worker. The aim of this dissertation is to make an enquiry about what employers are doing to make themselves attractive to these older workers and how they are retaining the older workers already present in their organisations. The methodology has been to construct a review protocol through the formation of a review panel as well as the development of a detailed search strategy that included a transparent inclusion and exclusion criteria. The measurement for evaluating the quality of studies used in this systematic review is presented along with the strategy adopted to extract the data and synthesise the findings. The search results were quite limited due to the limited number of research studies conducted particularly for the first of the two research questions relating to the attraction of older workers into the organisation. However the studies that have been conducted thus far shows a level of connection between the methods that can be used to attract older workers and those identified as being used to retain older workers. Finally, gaps from the systematic review process are identified and further research areas suggested.

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Giacometti, Karen S. "Factors Affecting Job Satisfaction and Retention of Beginning Teachers." Diss., Virginia Tech, 2005. http://hdl.handle.net/10919/29595.

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In this national study, a combination of factors that affect teacher satisfaction and retention were examined. Domains that discriminate between teachers who choose to stay or leave the teaching profession were investigated. A research-developed questionnaire was administered to 450 randomly selected first, second, and third year teachers. Survey items were related to domains affecting teacher satisfaction and retention. A demographic section was included to collect background information. A principal components analysis resulted in the emergence of domains that were used in the final analysis. They are: emotional factors; school and community support; instructional support; prepration in teaching curriculum, managing students, and assessing students; collaboration; compensation and benefits; motivation to teach; and culture shock. Eleven percent of the respondents chose to leave the profession. Results of the discriminant analysis indicated that the best predictor in choosing to leave or stay in the teaching profession was emotional factors followed by compensation and benefits and culture shock. The analysis was used to determine if the individuals in the two groups were correctly classified based on their scores on the eight predictor variables. The number of cases correctly classified was 91.4 percent.
Ed. D.

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Gamble, Paul. "Successful Strategies for Recruitment and Hiring of Veterans." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4365.

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Transitioning from military service to the civilian workforce is both a daunting experience and a formidable challenge for many highly skilled veterans. The purpose of this multiple case study was to explore the successful strategies of Fortune 500 business leaders for the recruitment and hiring of veterans. Person-organization fit theory formed the conceptual framework for this study. The targeted population consisted of 3 business leaders from 3 separate Fortune 500 businesses in the Washington, D.C. metropolitan area with successful strategies for recruiting and hiring veterans. Data collected from interviews and supporting documents were coded and analyzed using a mind-mapping technique, and 3 themes emerged: veteran awareness and edification, business leader awareness and edification, and working with strategic partners. The study findings may provide business leaders who lack veteran recruitment and hiring strategies opportunities to access skilled veterans seeking employment. The social implications of this study revolves around potential enhancements to business leaders' understanding of what highly skilled veterans may bring to their organizations' operational portfolio. Additionally, this study may contribute to veteran job seekers' awareness of the importance of preparing themselves for the career transition between military service and the civilian workforce.

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Peng, Yang. "The recruitment and retention of teachers in rural areas of Guizhou, China." Thesis, University of York, 2015. http://etheses.whiterose.ac.uk/15626/.

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This study aims to explore the challenges of recruiting and retaining teachers in rural schools of Guizhou, China. It is intended to offer research-based information to improve our understanding of the factors related to the severe problem of teacher shortage in these rural areas. During the survey, data were collected over a period of 17 months to answer the following three main questions: 1. Are there shortages of teachers in rural schools in Guizhou? 2. What are the factors that influence teachers’ decision-making about whether or not to enter and remain in the teaching profession? 3. What strategies have been developed for teacher recruitment and retention? Both quantitative and qualitative research methods were used in the research. Besides, the researcher conducted a field study in 47 primary schools and carried out in-depth interviews with 41 teachers, 9 headteachers, and 4 government officials. In addition, a total of 200 primary school teachers participated in the questionnaire survey. According to the analysis, the teacher shortage problem in rural schools of Guizhou is highly complex. A majority of rural schools are still short of teachers. The current teacher recruitment and retention policies of rural schools are not effective enough and have not been fully implemented. Also, salary, working conditions, location, family and individual development are the main factors that influence teachers’ decision-making about whether or not to start and continue to teach in rural areas of Guizhou. Improving working and living conditions as well as offering more training opportunities are important for the recruitment and retention of rural teachers in rural areas of Guizhou. Housing policies are the most attractive recruitment strategy for rural teachers of Guizhou. A job rotation system can help rural schools to ensure the quality of teaching and reduce the relatively high rate of teacher shortage. Furthermore, policy-makers can engage volunteers in resolving the problem of teacher shortage through collaborative efforts. In conclusion, it is significant for policy-makers to develop shared visions and make full use of every resource to resolve the teacher shortage problem. Long-term objectives should be set to ensure that the quality of education in rural schools can be improved step by step.

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Anderton, Lillie Mae. "The recruitment and retention of African American students in vocational teacher education." Diss., This resource online, 1990. http://scholar.lib.vt.edu/theses/available/etd-09162005-115015/.

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Dissertations / Theses on the topic 'Recruitment and retention strategies'

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