Central command has requested that you (HR) identify the types of strategies for recruitment and retention

of defence force personnel that might be effective for the Australian Defence Forces (ADF). Provide reference to any recent or current issues faced by the ADF that may impact on the recruitment and retention of new and other appropriate academic resources.

 Introduction Recruitment & Retention Process Trends/Issues Strategies

Recommendations
Conclusion

Activity Time

 HRP is taking the right steps to ensure that organisations

have the right people at the right place and time

Estimating the future supply of and demand for human

capital and then figuring out how to close gaps

Organisational plans at various levels that guide long-term

acquisition and development of intellectual capital and knowledge assets.

Active Personnel Reserve Personnel Deployed Personnel Military Age

57 994

22 072 Active 22 166 - Standby

3300 16.5 Selection process 17 To Serve 18 To Deploy for Operations Male - 86% Female 14%

Gender Ratio

 Your Opportunities Unlimited (YOU) Session @ Defence Force

Recruitment Centre
Aptitude Test Medical & Career Counsellor Interview

Assessment Session Medical Assessment & Psychological interview Defence interview Enlistment / Appointment Day Held at Defence Force Recruiting Centre Final medical check Welcome ceremony Initial military training

 Military Superannuation and Benefits Scheme retention benefit

Subsidised Accommodation

Medical
Travel Opportunities Army Super

Defence Assisted Study Scheme

Leave Schemes

 Dynamic policies and practices Recruitment of qualified & skilled HR Allocation of job roles to competencies and capabilities of HR Keeping updated with technological advancements in the industry

Source: Defence Workforce Overview, Australian Command and Staff College Course, 2006

 Increase the underlying support for the consideration of a Defence career within the Australian community Define the people required for the future force and develop an agreed implementation plan in line with Defences White Paper 2013 development guidance. Retain the required number of people and skills critical to Defence capability

 Develop a more accountable Defence organisation, where

skills and career pathways are matched with jobs and where our culture promotes institutional accountability.
Continue to develop a positive and inclusive work

environment that delivers our commitments

Improvement in work health and safety performance in all

Defence activities in Australia and overseas (although not encompassing combat fatalities and injuries).

 Recruitment Balancing culture and workforce structure in relation to organisational fit Recruiting from a large group of applicants allows the ADF to achieve a high quality workforce Achieving employer of choice status in the Australian Labour market Retention
Introducing flexible multiple career models within the ADF that cater

changed workforce expectations and for people at different life stages Close management of personnel psychological contracts that impact on organisational commitment

Cultivate

Obtain

Train

Sustain

Recruitment & Retention

Process

Trends/Issues
Strategies

Recommendations

Activity Answer

 Apitude test. Retrieved from http://www.psychometricinstitute.com.au/Free-Aptitude-Tests.asp

Australian Government: Department of Defence. 2012. 201217 Defence Corporate Plan. [report] Department of Defence, 34 - 37. Nankervis, A., Baird, M., Coffey, J., & Shields, J.(2014). Human resource management strategies and practice (8th ed.), South Melbourne, Victoria: Cengage Learning.

Smith, B. J., Boroski, J. W., & Davis, G. E. (1992). Human resource planning. Human Resource Management, 31(12), 81-93.
Sharp, P. (2006). Defence Workforce Overview, Australian Command and Staff College Course. Williams, A. (2005). The Labour Market to 2010 and Beyond - "Skills Shortages", Canberra, Hudson. Thomas, K., & Bell, S. (2007). Competing for the Best and Brightest: Recruitment and Retention in the Australian Defence Force. Security Challenges, 3(1),97-118. Zula, K., & Chermack, T. (2007). Integrative literature review: Human capital planning: A review literature and implications for human resource development. Human Resource Development Review, 6, p.252.