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Army recruiting budget

None the less, the trend declined in the times to come and “recruiting was less successful”. There are three reasons put by the authors in this regard. One is the diminishing population of the youth in the country; two is the high growth rate of the country’s economy which enabled the youth to have betters jobs in the local market; the third reason is the “substantial cut in the Army recruiting budget” (Kearl, Horne, & Gilroy, p. 68, 1990).

During the 1989, the recruiting saw so high a shortfall that a number of measures such as lowering the entry standards were entertained; moreover, the army pay could not compete with that of paid in the open market. This also led to changes such as “the largest deployment of military women in U. S. history” in the Gulf War (Pierce, p. 195, 1998). This presented a mix of challenges to the army recruitment and retention challenges in which a number of variables had come into play.

As such, the experiment of recruitment and retaining women in the army was seen something like a risk which works but is not estimated to have what kind of implications in the future (Field, & Nagl, p. 74, 2001). As such, the challenges and complexities continued to multiply and then there came the historical blow on the canvas of US security measure in particular and on the forefront of the entire world: the terrorist attacks of 9/11 on the Twin Towers.

This solo event changed the course of the process of recruitment of retention and issues such as stop-loss also came to be under critical examination by then which needed serious consideration by the government (Wooten, p. 106, 2005). And it seemed important to review all the legitimate issues to stabilize the state of recruitment and retention process in the army.

In this following sections, the issues are discussed at length to critically evaluate their validity and effectiveness in the process of recruitment and retention of forces. Demographical Possibilities in Recruitment and Retention There are a number of demographical possibilities in the recruiting and retention process that need to be examined to have a grip on the present topic. One of the demographical changes took place in the area of depending to recruit immigrants in the recent times.

It is due to the fact the domestic birthrate has fallen down and the young immigrant both legal an illegal may better serve to bridge this gap. Another important factor which gives rise in today’s context to the recruitment of immigrant in the forces is their knowledge of foreign cultures and languages which is an important feature that the forces’ personnel are supposed to occupy for better results.

Not only the United States of America, but other countries like France and else are opting for this very options in the present time. (Quester, p. 27, 2005). Another important possible area to look for future recruitment and retention trends in the forces is that the surplus population abroad is most likely to try to enter back the United States. This is seemed to give rise to the border security measures on the critical side.

It is seen as a challenge for military so that it will have to bring new technological system for better surveillance and monitoring; it will have to also consider recruiting a different type of personnel lot that is efficient in assisting the law enforcement agencies for possible measure of border-watch so that a large number of possible entrants can be put to a halt. Another challenge in this regard is the growing birthrate in the third world countries and declining birthrate in countries like US so more and more people may take risks to enter the borders of US which will need more sophisticated measures of recruitment and retention.

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