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008170906s2014    oncd   fo    f000 0 eng d
040 |aCaOODSP|beng
043 |an-cn---
0861 |aD69-42/2014E-PDF
1001 |aStraver, Michelle.
24510|aDevelopment of a naval reserve training and career progressions analysis application |h[electronic resource] / |cMichelle Straver.
260 |a[Ottawa] :|bDefence R&D Canada, |c[2014]
300 |a[9] p. : |bcharts.
504 |aIncludes bibliographic references.
5203 |a« Within the Canadian Armed Forces (CAF) Naval Reserve (NAVRES), attrition has outpaced recruitment since 2010. In the current fiscal environment, resources for recruiting are limited; this further increases the pressure to improve retention to ensure a sufficiently large workforce. For some years now, there has been concern that personnel tend to leave the organization when they are unable to commit the time required to complete the training necessary for career advancement. This concern is particularly applicable to part-time personnel, who are more likely to have demanding personal or professional commitments outside of the NAVRES (e.g. a full-time civilian job). A stronger understanding of members' career progression patterns and challenges, such as major barriers in completing training, would help the NAVRES to identify key target areas for improving the efficiency of the system such that personnel would be more likely to remain in the NAVRES and advance further in their careers »--Abstract.
69207|2gccst|aArmed forces
69207|2gccst|aProfessional development
69207|2gccst|aTraining
7101 |aCanada. |bDefence R&D Canada. |bOttawa Research Centre.
85640|qPDF|s917 KB|uhttps://publications.gc.ca/collections/collection_2017/rddc-drdc/D69-42-2014-eng.pdf