Lack of Ability in Not Always the Reason for High Attrition
Abstract
Training employees is integral to many organizations. When training attrition occurs, it is not unusual for managers to ask human resources specialists to conduct validation studies and set higher standards for selection. This may help in many cases, but sometimes is not fruitful. The following is an example of a training attrition situation where a valid predictor exists, is in place, but cannot be expected to reduce attrition. Other factors such as motivation and job design must be considered. The job of weapons director (WD), once only for commissioned officers, has recently become available to enlisted U. S. Air Force (USAF) members. Currently, WD teams can be made up of both officers and enlisted members. The goal is to have one officer as a supervisor for about five enlisted members. All enlisted members must be in their second four-year term of enlistment. This means that they have already been trained in another USAF technical specialty. Soon after enlisted WD training began, attrition problems were observed. Across the USAF typical attrition in enlisted technical training is about 5%. In the enlisted WD training it has run about 9% for several years, but 20% for the most recent year (1996). Because selection was by appointment or voluntary and because no test score minimums existed, senior managers sought a solution in the setting of standards for a valid selection composite. This effort is reported in the current study.
Document Details
- Document Type
- Technical Report
- Publication Date
- Jan 01, 1997
- Accession Number
- ADA430247
Entities
People
- Malcolm James Ree
- Thomas R. Carretta
Organizations
- Air Force Research Laboratory