Research Paper on:
U.S. Federal Employees and Issues of Recruiting and Retention

Unformatted Sample Text from the Research Paper:
workforce development, recruitment and retention efforts, use of technology for personnel administration, regulatory compliance concerns such as discrimination or equal opportunity, and the creation of long-term human resource strategies.  Depending on what part of the business, industry, government, or non-profit worlds a human resource professional is operating, certain aspects of the overall HR strategy are more important or require  a greater focus than others. One excellent example is that of the need for a concentrated focus on employee recruitment and retention for the federal government. Establishing a  pre-determined (yet not inflexible) set of procedures for dealing with the everyday challenges presented in the human resource environment for finding and then keeping the best employees ultimately allows for  a greater level of understanding, compliance, and support of an agencys way of dealing with people and assuring a high degree of responsible and ethical behavior . . . certainly,  a crucial and too frequently under-emphasized element in terms of government employees. Methods that have proven uniquely effective in the past decade have included more intensive interviewing processes, focusing on  personality and fit between the organization and the prospective employee, encouragement of candid exchange of information, utilization (when appropriate) of personality scales and tests that help determine basic compatibilities in  any given working environment. As a result, any organization, whether it is related to the government or not, typically formalizes its approach in each of these areas to form a  basis for procedural response, as well as the opportunity to address potential problems as they develop. Once those formalized process are part of the HR operating procedure for recruitment  and hiring, the organization has a framework on which to base its larger goals as they relate to human resource functionality and, in terms of a government organization, greater attention