Home >Education >Presentation4

Presentation4

Date post:10-Dec-2014
Category:
View:91 times
Download:1 times
Share this document with a friend
Description:
 
Transcript:
  • 1. THE FDERAL DEMOCRATIC REPUBLIC OF ETHIOPIA DEFENSE COMMAND AND STAFF COLLEGE PRACTICES AND CHALLENGES OF RECRUITMENT AND SELECTION PROCESS OF REGULAR CADET PROGRAM AT MAJOR GENERAL HAYELOM ARAYA MILITARY ACADEMY FROM (2008-2013) A Thesis Submitted to the FDRE- Defense Command and Staff College in Partial Fulfillment of the Requirements for the Masters of Arts degree in Military Operation and Leadership. By COL. BIRHANE G/ANENIA (MA STUDENT) ADVISER MAJOR AMARE HAILE (MA) CO-ADVISER MR. ENDALE JABIR (MA) May /2014 Addis Ababa, Ethiopia

2. CHAPTER ONE 1. INTRODUCTION 1.1. BACKGROUND OF THE STUDY Recruitment and selection forms a core part of the central activities underlying human resource management: namely, the achievement, development and reward of workers or officers It frequently forms an important part of the work of human resource managers or leader 3. designated specialists within work organizations. However, and importantly, recruitment and selection decisions are often for good reason taken by non-specialists, by the line managers. Human resource managers play more of a supporting advisory role to those people who will supervise or in other ways work with the new employee As Mullins (2010, p 485) notes: Better recruitment and selection strategies result in improved organizational outcomes. 4. The more effectively organizations recruit and select candidates, the more likely they are to hire and retain satisfied employees. In addition, the effectiveness of an organizations selection system can influence bottom-line business outcomes such as productivity and financial performance. Hence, investing in the development of a comprehensive and valid selection system is money well spent. Recruitment and selection processes are practiced to some extent even though job placements in both public and private organizations are more or less affiliated to networking and political inclinations. 5. It is vital that organizations select people with the quality essential for continued success in this competitive global village of today The only means of achieving this success is through proper recruitment and selection practices. Recruitment and selection process is fundamentally important to any organization desirous of attracting and appointing qualified personnel 6. Getting the right people in the right place at the time doing the right job is an essential element of recruitment and selection process in organizations The challenge for many researchers then have been to demonstrate how scientifically derived recruitment and selecting practices add value to organizations performance. Recruitment and selecting staff is expensive both in terms of attitudes and skills, and it is therefore important that the process is carried out smoothly and efficiently and results in the appointment of a person who fits the job. Organizations exist not because of their desire to be kindly but to also make profit. 7. Though their initial concern may be that of image building and winning the goodwill of the public, but the ultimate goal is the achievement of the organizational goals This means that there are the needs to plan strategically to cater for the short, medium and long term growth of the organization Therefore, the researcher would be assessed the background of the recruitment and selection process in Ethiopia context 8. 1.1.1. Recruitment and Selection in Ethiopian Context Ethiopia is more committed than ever to modernize its defense capabilities Even though the country is much more committed to peaceful developmental efforts, peace cannot be guaranteed without defense capability to pre-empt or avert aggressions and decisively win inevitable wars In Ethiopia, the beginning of Cadet Academy goes back to 1930's when the Holeta Military Academy was established 9. and received from high school and this Academy was functional until the Italian occupation period and it was re-opened after the withdrawal of the enemy forces from the country Later on, in the late 1950's, the Harare Military Academy was opened to strengthen the process of army officer building in the country However, these Academies were primarily founded to produce junior officers who lead the army primarily organized to safeguard only the interests of the ruling classes and therefore, they couldn't sustain their existence 10. Both the Holeta and Harare Military Academies were collapsed upon the downfall of the Dergue Regime. The military regime was continuing the cadet received from high school. Both the recent and past contemporary history of the country suggests that the country may be forced to be involved in conflicts and wars which it wishes to avoid Thus, there is a firm conviction that the effort to achieve lasting peace and security demands the existence of a defense force capable of deterring or averting aggressions and decisively winning unavoidable wars, because of unfavorable recruitment and selection process. 11. So, the Ministry of National Defense is a state that Ethiopians have a great history of patriotism inherited from their elders. They have saved their sovereignty & cultural values from external threats & invasion. Today Ethiopia is a home of Nations, Nationalities and Peoples which built a democratic government by the consent of the people The new army reorganized considering the reflection & consent of the Nations Nationalities and Peoples of Ethiopia 12. Today the demand for strong defense force is higher than ever. Why? Because of the globalization and regional stability is difficult to our security Ethiopia requires well experienced, educated, trained & technology oriented military power Currently, the only Cadet Academy in the country is the Major General Hayelom Araya Military Academy which was re-established in 2002, eleven years after the EPRDF took over government power 13. The main objective of re-establishing this Academy is to produce qualified military officers who would effectively safeguard the FDRE Constitution and serve at the lower level leadership in different units and positions of the army the Military Academy has graduated three batches with Diploma in Military Science and Leadership. According to previous proclamation no. 27/95 or new proclamation no. 809/2013 of MoND officer cadets are recruited from army units and to provide services two years and above. 14. To satisfy these needs, proper recruitment and selection of officer cadet is very crucial, because high level of attrition rate .Therefore, appropriate officer cadets recruitment and selection is a source for every function of the all stockholders As per the increased demand of the Ministry of National Defense for highly qualified lower tactical level military leaders and the progressively growing training capacity of the Military Academy 15. the level of the program has been promoted to first degree level program and graduated four batches. the mission and graduate profile of the program has been completely revolutionized These transformations strongly necessitated a corresponding readjustment in the curriculum content, organizational structures and training strategies of the Military Academy To this effect, the activity begins with the evaluation and revision of the previous curriculum and designing a new curriculum that address the new mission and graduate profile of the program. 16. The mission and objectives of the academy were not applied appropriately to achieve by effective recruitment and selection principle of officer cadets in Major General Hayelom Araya Military Academy. According to the Human resource management principles and legislation of MGHAMA will be created on awareness the unit leaders towards the recruiters, attractiveness of advertisement, effective training, retention & ensure sustainability of cadets were core value of the Academy. 17. Advertising is very important tool to obtain officer cadets. However, actually recruitment and selection had conducted traditionally in a campaign operation by different Committees. Recruiters were incapable in human skills, knowledge about the organization, & interview skills. After the above problems were understand the challenges of recruitment and selection process of officer cadets in Major General Hayelom Araya Military Academy are assessed in this study 18. 1.2. STATEMENT OF THE PROBLEM According to Braton & Gold (2003) in many countries, achieved recruitment and selection goals had become increasingly challenging At the same time, the Military was facing an important loss of highly qualified officer cadets who choose to leave upon completion of their initial obligatory service variety of factors or common failing in the recruitment and selection process in practice was increases some of them were; 19. lack of best practices in recruitment and selection process no clear links with HR policy and strategy, resourcing strategy and broader recruitment and selection process goals, unclear used of structured interview design and application lack of common monitor and lack of corrective action in those stockholder that did monitor recruitment and selection. Inconsistent of desired criteria with actual circumstances, 20. Lack of coordination among the stockholders. While turnover rates in the Academy and time dependent, conventional recruiting and selecting practices were no longer adequate to attract and retain the necessary officer cadet to ensure the stability of the army particularly cadets newcomers. I had been worked for ten years as Military instructor and I had an opportunity to observe the problems in recruitment and selection process in the Academy. 21. Moreover, the researcher observed from his experience entry level recruitment of cadet was conducted sometimes only by the army leaders. Sometimes it conducted in a campaign operation by different recruiting committees from the army. Recruit

Popular Tags:

Click here to load reader

Embed Size (px)
Recommended