Pub Date : 2018-06-15DOI: 10.33179/bsv.99.svi.11.cmc.20.2.4
Boštjan Močnik
Povzetek V članku so predstavljeni izzivi in uspešnost zaposlovanja in zadrževanja vojaških oseb v Slovenski vojski ter vloga ugodnosti in nadomestil v nekaterih članicah Nata. Prehod na poklicno sestavo Slovenske vojske in njen zakonodajni okvir ne podpirata zaključka njene profesionalizacije. Petnajst let po opustitvi naborniškega sistema se je Slovenska vojska znašla pred veliko dilemo glede svoje funkcionalnosti. Do tega je prišlo zaradi neuspešnosti pri pridobivanju in zadrževanju kadra. Zaradi nizke stopnje popolnjenosti enot v SV in posledično tudi njihove nizke stalnosti in stabilnosti vojaške enote vse težje dosegajo visoke standarde usposobljenosti in s tem tudi sposobnost izvajanja osnovnega poslanstva – sposobnosti za bojevanje. Slovenska vojska je kot organizacija izpostavljena velikemu demografskemu in ekonomskemu pritisku trga delovne sile in danes ni prepoznana kot zanimiv zaposlovalec za mlade. Ne le za svoj nadaljni razvoj, temveč celo obstoj, nujno potrebuje nov družbenopolitični konsenz v družbi. Ključne besede: Slovenska vojska, oborožene sile, zagotavljanje virov, zaposlovanje in zadrževanje kadra v vojski, beneficije in nadomestila. Abstract This article presents the challenges and the success of recruitment and retention of military personnel in the SAF. It also addresses the role of benefits and compensations in some NATO member states. The transition to a professional army in the SAF and its legal framework do not support the conclusion of its professionalization. Fifteen years after abandoning the conscription system, the SAF has come to a big dilemma regarding its functionality. This has occurred because the recruitment and retention of its members have not been successful. Due to a high level of vacancies in SAF units and consequently their low continuity and stability, military units have great difficulty achieving high capacity standards and consequently the competence of carrying out their main mission – combat ability. The SAF as an organization is exposed to important demographic and economic pressure of the labour market and is nowadays not perceived as an alluring employer for young people. It is, therefore, in urgent need of a new socio-political consensus within the society, not only to ensure its future development, but also its sheer existence. Key words: Slovenian Armed Forces, armed forces, provision of resources, military recruitment and retention, benefits and compensations.
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Pub Date : 2018-06-15DOI: 10.33179/bsv.99.svi.11.cmc.20.2.02
Tibor Szvircsev Tresch
The recruitment and retention of well-qualified military personnel are essential for any armed forces. This is even more true because most armed forces in Europe have shifted from a conscript-based to an all-volunteer format. Based on presentations and discussions during the 14th ERGOMAS Conference in Athens, Greece, June 26-30, 2017, this special publication of Contemporary Military Challenges focuses on the challenges of recruiting and retaining interested young people in the armed forces. In the ERGOMAS Working Group “Recruitment and Retention”, chaired by Tibor Szvircsev Tresch, 20 papers from different researchers were presented. In the five conference sessions on this issue, we had interesting discussions on various related topics. Session 1 dealt with the subject of minorities in the armed forces, and especially how they can be integrated and how they can participate in the system. In the next session, recruitment and retention in the reserve forces stood as the theme of the presentations. Politics and the military: mutual influence and the effect on military personnel was the topic of session 3, and session 4 analysed the motivational factors and reasons for attrition. The last session focused attention on recruitment and retention strategies. From these five sessions we were able to choose five presentations from all of these topics to adapt as journal articles. In the five articles offered in this journal, recruitment and retention are broadly discussed in historical terms and also based on the most recent research results. In military sociology research has generally addressed the recruitment of volunteers into the active force, but the reserve components and the conscription system should also be reviewed in detail. This special issue also analyzes reserve forces and conscription systems with regard to recruitment and retention. In the past not much attention has been paid to the topic of recruitment and retention in Europe. This was also true during the time of the Cold War for the conscript-based armed forces; the recruitment of new personnel was guaranteed by the conscript system. The advantages of this system were that the conscripted young men (in Europe only men were obliged to enter the armed forces; for women this was on a volunteer basis, and in some countries it was even forbidden for women to join the armed forces, or they could join only in auxiliary positions) could be socialized during their military service and also convinced that a professional military position could be a career for them. In other words, through the conscript system the armed forces were able to win new personnel who could imagine staying in the armed forces as long-term employees. One consequence of this was that the armed forces did not have to recruit new personnel on the free job market. The ‘in-house’ recruiting system provided by conscription was in most cases sufficient to catch enough personnel and – very importantly – well-qualified staff.
{"title":"CHALLENGES IN RECRUITMENT AND RETENTION\u0000IS THERE A SOLUTION?","authors":"Tibor Szvircsev Tresch","doi":"10.33179/bsv.99.svi.11.cmc.20.2.02","DOIUrl":"https://doi.org/10.33179/bsv.99.svi.11.cmc.20.2.02","url":null,"abstract":"The recruitment and retention of well-qualified military personnel are essential for any armed forces. This is even more true because most armed forces in Europe have shifted from a conscript-based to an all-volunteer format. Based on presentations and discussions during the 14th ERGOMAS Conference in Athens, Greece, June 26-30, 2017, this special publication of Contemporary Military Challenges focuses on the challenges of recruiting and retaining interested young people in the armed forces. \u0000In the ERGOMAS Working Group “Recruitment and Retention”, chaired by Tibor Szvircsev Tresch, 20 papers from different researchers were presented. In the five conference sessions on this issue, we had interesting discussions on various related topics. Session 1 dealt with the subject of minorities in the armed forces, and especially how they can be integrated and how they can participate in the system. In the next session, recruitment and retention in the reserve forces stood as the theme of the presentations. Politics and the military: mutual influence and the effect on military personnel was the topic of session 3, and session 4 analysed the motivational factors and reasons for attrition. The last session focused attention on recruitment and retention strategies. From these five sessions we were able to choose five presentations from all of these topics to adapt as journal articles. In the five articles offered in this journal, recruitment and retention are broadly discussed in historical terms and also based on the most recent research results. \u0000In military sociology research has generally addressed the recruitment of volunteers into the active force, but the reserve components and the conscription system should also be reviewed in detail. This special issue also analyzes reserve forces and conscription systems with regard to recruitment and retention.\u0000In the past not much attention has been paid to the topic of recruitment and retention in Europe. This was also true during the time of the Cold War for the conscript-based armed forces; the recruitment of new personnel was guaranteed by the conscript system. The advantages of this system were that the conscripted young men (in Europe only men were obliged to enter the armed forces; for women this was on a volunteer basis, and in some countries it was even forbidden for women to join the armed forces, or they could join only in auxiliary positions) could be socialized during their military service and also convinced that a professional military position could be a career for them. In other words, through the conscript system the armed forces were able to win new personnel who could imagine staying in the armed forces as long-term employees. \u0000One consequence of this was that the armed forces did not have to recruit new personnel on the free job market. The ‘in-house’ recruiting system provided by conscription was in most cases sufficient to catch enough personnel and – very importantly – well-qualified staff.","PeriodicalId":312853,"journal":{"name":"CONTEMPORARY MILITARY CHALLENGES","volume":"39 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2018-06-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"116485109","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2018-06-15DOI: 10.33179/bsv.99.svi.11.cmc.20.2.2
T. Truusa, Kairi Kasearu, L. Tooding
Povzetek Estonske obrambne sile so urejene po načelu rezervnih sil, zato je v Estoniji v veljavi obvezno služenje vojaškega roka. V tem članku preučujemo, kako sistem obveznega služenja vojaškega roka vpliva na proces pridobivanja kadra v estonskih obrambnih silah (EOS). S pomočjo podatkov iz ankete, izvedene med estonskimi naborniki, bomo preučili individualne in strukturne dejavnike, ki vplivajo na to, koliko so EOS zanimive kot delodajalec med naborniki. Testirali smo dve predpostavki, ki temeljita na teoriji. (1) Ob upoštevanju pristopa družbenega učenja predpostavljamo, da pozitivne in negativne izkušnje v času obveznega služenja vojaškega roka lahko vplivajo na namero posameznika, da se zaposli kot poklicni pripadnik. (2) Na podlagi predpostavke o izbiri predvidevamo, da bodo tisti, ki so imeli pred vpoklicem pozitivne izkušnje z vojaškim načinom življenja, sprejeli obvezno služenje vojaškega roka v bolj pozitivni luči in jim bodo obrambne sile kot delodajalec zato še bolj zanimive. Rezultati kažejo, da je predpostavka o izbiri bolj podprta. To pomeni, da se pozitiven odnos do obrambnih sil in namen, da se posameznik tam zaposli, ne oblikujeta med služenjem vojaškega roka, temveč na to bolj vplivajo izkušnje pred vpoklicem ter sodelovanje v prostovoljnih organizacijah, povezanih z vojsko ali nacionalno varnostjo. Lahko bi rekli, da se odnos, ki ga je nabornik razvil pred obveznim služenjem, s služenjem vojaškega roka še bolj utrdi. Ključne besede: obvezno služenje vojaškega roka, naborništvo, pridobivanje kadra, obrambne sile, Estonija. Abstract The Estonian Defence Forces have been structured according to the principle of reserve force, and therefore Estonia uses compulsory conscription. In this paper, we will explore how the compulsory military service system influences the recruitment process into the Estonian Defence Forces (EDF). More precisely, we will study the individual and structural factors that determine the perceived attractiveness of the EDF as an employer among conscripts by using data from the Estonian Conscript Survey. We are testing two theory-driven assumptions: (1) following the social learning approach, we assume that positive and negative experiences during the conscription period may have an influence on the intention to continue as a professional in the military; (2) based on the selection hypothesis, we assume that those who have had positive experiences with the military way of life before being drafted will perceive compulsory military service in a more positive light, and therefore the attractiveness of the Defence Forces as an employer may even increase. The results show that the selection hypothesis has stronger support. It means that positive attitudes and the intention to join the defence forces are not formed during the service, but rather pre-conscription experience and involvement in voluntary organizations related to the military or interior security have a bigger influence. The service could be seen as
{"title":"THE EFFECTS OF CONSCRIPT SERVICE ON THE RECRUITMENT OF PROFESSIONAL SOLDIERS IN ESTONIA","authors":"T. Truusa, Kairi Kasearu, L. Tooding","doi":"10.33179/bsv.99.svi.11.cmc.20.2.2","DOIUrl":"https://doi.org/10.33179/bsv.99.svi.11.cmc.20.2.2","url":null,"abstract":"Povzetek\u0000Estonske obrambne sile so urejene po načelu rezervnih sil, zato je v Estoniji v veljavi obvezno služenje vojaškega roka. V tem članku preučujemo, kako sistem obveznega služenja vojaškega roka vpliva na proces pridobivanja kadra v estonskih obrambnih silah (EOS). S pomočjo podatkov iz ankete, izvedene med estonskimi naborniki, bomo preučili individualne in strukturne dejavnike, ki vplivajo na to, koliko so EOS zanimive kot delodajalec med naborniki. Testirali smo dve predpostavki, ki temeljita na teoriji. (1) Ob upoštevanju pristopa družbenega učenja predpostavljamo, da pozitivne in negativne izkušnje v času obveznega služenja vojaškega roka lahko vplivajo na namero posameznika, da se zaposli kot poklicni pripadnik. (2) Na podlagi predpostavke o izbiri predvidevamo, da bodo tisti, ki so imeli pred vpoklicem pozitivne izkušnje z vojaškim načinom življenja, sprejeli obvezno služenje vojaškega roka v bolj pozitivni luči in jim bodo obrambne sile kot delodajalec zato še bolj zanimive. Rezultati kažejo, da je predpostavka o izbiri bolj podprta. To pomeni, da se pozitiven odnos do obrambnih sil in namen, da se posameznik tam zaposli, ne oblikujeta med služenjem vojaškega roka, temveč na to bolj vplivajo izkušnje pred vpoklicem ter sodelovanje v prostovoljnih organizacijah, povezanih z vojsko ali nacionalno varnostjo. Lahko bi rekli, da se odnos, ki ga je nabornik razvil pred obveznim služenjem, s služenjem vojaškega roka še bolj utrdi.\u0000Ključne besede: obvezno služenje vojaškega roka, naborništvo, pridobivanje kadra, obrambne sile, Estonija.\u0000\u0000Abstract\u0000The Estonian Defence Forces have been structured according to the principle of reserve force, and therefore Estonia uses compulsory conscription. In this paper, we will explore how the compulsory military service system influences the recruitment process into the Estonian Defence Forces (EDF). More precisely, we will study the individual and structural factors that determine the perceived attractiveness of the EDF as an employer among conscripts by using data from the Estonian Conscript Survey. We are testing two theory-driven assumptions: (1) following the social learning approach, we assume that positive and negative experiences during the conscription period may have an influence on the intention to continue as a professional in the military; (2) based on the selection hypothesis, we assume that those who have had positive experiences with the military way of life before being drafted will perceive compulsory military service in a more positive light, and therefore the attractiveness of the Defence Forces as an employer may even increase. The results show that the selection hypothesis has stronger support. It means that positive attitudes and the intention to join the defence forces are not formed during the service, but rather pre-conscription experience and involvement in voluntary organizations related to the military or interior security have a bigger influence. The service could be seen as ","PeriodicalId":312853,"journal":{"name":"CONTEMPORARY MILITARY CHALLENGES","volume":"7 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2018-06-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"128087617","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2018-06-15DOI: 10.33179/bsv.99.svi.11.cmc.20.2.01
Tibor Szvircsev Tresch
Zaposlovanje in zadrževanje visoko usposobljenega vojaškega kadra sta bistvena za vse oborožene sile. To še toliko bolj velja za Evropo, saj je večina oboroženih sil z naborniškega sistema prešla na prostovoljno služenje vojaškega roka. Na podlagi predstavitev in razprav na 14. konferenci Evropske raziskovalne skupine o vojski in družbi (ERGOMAS – European Research Group on Military and Society), ki je potekala med 26. in 30. junijem 2017 v Atenah v Grčiji, je tokratna tematska številka Sodobnih vojaških izzivov posvečena pridobivanju in zadrževanju zainteresiranih mladih ljudi v oboroženih silah. V okviru delovne skupine ERGOMAS Zaposlovanje in zadrževanje, ki ji predseduje Tibor Szvircsev Tresch, so strokovnjaki z različnih področij predstavili 20 prispevkov. Na petih konferenčnih sekcijah o tej temi so se razvile zanimive razprave o različnih s tem povezanih tematikah. Na prvi sekciji smo se ukvarjali s temo manjšin v oboroženih silah, in sicer, kako se lahko vključijo in prilagodijo ter kako lahko sodelujejo v sistemu. Predstavitve na drugi sekciji so se osredotočale na zaposlovanje in zadrževanje kadra v rezervni sestavi oboroženih sil. Politika in vojska: medsebojni vpliv in učinek na vojaško osebje je bila tema tretje sekcije, na naslednji pa smo analizirali motivacijske dejavnike in razloge za odhode iz vojske. Na zadnji sekciji smo obravnavali strategije za zaposlovanje in zadrževanje kadra. S teh petih sekcij smo izbrali pet predstavitev o vsaki tematiki in jih prilagodili za objavo v tej publikaciji. V petih člankih, ki so na voljo v tej številki, je tema pridobivanja in zadrževanja kadra obširno obravnavana z zgodovinske perspektive in tudi na podlagi najnovejših izsledkov raziskav. Na področju vojaške sociologije so se raziskave večinoma nanašale na zaposlovanje prostovoljcev v stalno sestavo, podrobno pa bi bilo treba proučiti tudi rezervne sestave in naborniški sistem. V tej tematski številki se avtorji ukvarjajo tudi z analizo rezervnih sestav in naborniškega sistema z vidika pridobivanja in zadrževanja kadra. V Evropi se je tematiki pridobivanja in zadrževanja kadra v preteklosti namenjalo le malo pozornosti. To je v času hladne vojne veljalo tudi za oborožene sile, ki so temeljile na naborništvu – nove vojake je namreč zagotavljal naborniški sistem. Ena izmed prednosti tega sistema je bila, da so se imeli naborniki (v Evropi je bilo služenje vojaškega roka obvezno le za moške, ženske so se oboroženim silam lahko pridružile prostovoljno, v nekaterih državah pa jim je bilo to celo prepovedano oziroma so jim bila namenjena le pomožna delovna mesta) med služenjem vojaškega roka priložnost socializirati in se prepričati, da je vojaški poklic pravi zanje. Z drugimi besedami – z naborniškim sistemom so oborožene sile pridobile nove ljudi, ki so bili pripravljeni na dolgotrajno zaposlitev. Posledično oboroženim silam ni bilo treba iskati novega osebja na trgu delovne sile. »Notranji« sistem pridobivanja kadra z naborništvom je večinoma
{"title":"PREDGOVOR\u0000IZZIVI NA PODROČJU PRIDOBIVANJA IN ZADRŽEVANJA KADRA\u0000ALI OBSTAJA REŠITEV?","authors":"Tibor Szvircsev Tresch","doi":"10.33179/bsv.99.svi.11.cmc.20.2.01","DOIUrl":"https://doi.org/10.33179/bsv.99.svi.11.cmc.20.2.01","url":null,"abstract":"Zaposlovanje in zadrževanje visoko usposobljenega vojaškega kadra sta bistvena za vse oborožene sile. To še toliko bolj velja za Evropo, saj je večina oboroženih sil z naborniškega sistema prešla na prostovoljno služenje vojaškega roka. Na podlagi predstavitev in razprav na 14. konferenci Evropske raziskovalne skupine o vojski in družbi (ERGOMAS – European Research Group on Military and Society), ki je potekala med 26. in 30. junijem 2017 v Atenah v Grčiji, je tokratna tematska številka Sodobnih vojaških izzivov posvečena pridobivanju in zadrževanju zainteresiranih mladih ljudi v oboroženih silah. \u0000V okviru delovne skupine ERGOMAS Zaposlovanje in zadrževanje, ki ji predseduje Tibor Szvircsev Tresch, so strokovnjaki z različnih področij predstavili 20 prispevkov. Na petih konferenčnih sekcijah o tej temi so se razvile zanimive razprave o različnih s tem povezanih tematikah. Na prvi sekciji smo se ukvarjali s temo manjšin v oboroženih silah, in sicer, kako se lahko vključijo in prilagodijo ter kako lahko sodelujejo v sistemu. Predstavitve na drugi sekciji so se osredotočale na zaposlovanje in zadrževanje kadra v rezervni sestavi oboroženih sil. Politika in vojska: medsebojni vpliv in učinek na vojaško osebje je bila tema tretje sekcije, na naslednji pa smo analizirali motivacijske dejavnike in razloge za odhode iz vojske. Na zadnji sekciji smo obravnavali strategije za zaposlovanje in zadrževanje kadra. S teh petih sekcij smo izbrali pet predstavitev o vsaki tematiki in jih prilagodili za objavo v tej publikaciji. V petih člankih, ki so na voljo v tej številki, je tema pridobivanja in zadrževanja kadra obširno obravnavana z zgodovinske perspektive in tudi na podlagi najnovejših izsledkov raziskav.\u0000Na področju vojaške sociologije so se raziskave večinoma nanašale na zaposlovanje prostovoljcev v stalno sestavo, podrobno pa bi bilo treba proučiti tudi rezervne sestave in naborniški sistem. V tej tematski številki se avtorji ukvarjajo tudi z analizo rezervnih sestav in naborniškega sistema z vidika pridobivanja in zadrževanja kadra.\u0000V Evropi se je tematiki pridobivanja in zadrževanja kadra v preteklosti namenjalo le malo pozornosti. To je v času hladne vojne veljalo tudi za oborožene sile, ki so temeljile na naborništvu – nove vojake je namreč zagotavljal naborniški sistem. Ena izmed prednosti tega sistema je bila, da so se imeli naborniki (v Evropi je bilo služenje vojaškega roka obvezno le za moške, ženske so se oboroženim silam lahko pridružile prostovoljno, v nekaterih državah pa jim je bilo to celo prepovedano oziroma so jim bila namenjena le pomožna delovna mesta) med služenjem vojaškega roka priložnost socializirati in se prepričati, da je vojaški poklic pravi zanje. Z drugimi besedami – z naborniškim sistemom so oborožene sile pridobile nove ljudi, ki so bili pripravljeni na dolgotrajno zaposlitev.\u0000Posledično oboroženim silam ni bilo treba iskati novega osebja na trgu delovne sile. »Notranji« sistem pridobivanja kadra z naborništvom je večinoma","PeriodicalId":312853,"journal":{"name":"CONTEMPORARY MILITARY CHALLENGES","volume":"19 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2018-06-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"115288000","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2018-06-15DOI: 10.33179/bsv.99.svi.11.cmc.20.2
{"title":"RECRUITMENT AND RETENTION AS A CHALLENGE OF CONTEMPORARY ARMED FORCES AND SOCIETIES/ PRIDOBIVANJE IN ZADRŽEVANJE KADROV KOT IZZIV SODOBNIH OBOROŽENIH SIL IN DRUŽB","authors":"","doi":"10.33179/bsv.99.svi.11.cmc.20.2","DOIUrl":"https://doi.org/10.33179/bsv.99.svi.11.cmc.20.2","url":null,"abstract":"","PeriodicalId":312853,"journal":{"name":"CONTEMPORARY MILITARY CHALLENGES","volume":"14 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2018-06-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"114598703","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2018-06-15DOI: 10.33179/bsv.99.svi.11.cmc.20.2.6
Elad Neemani
Povzetek Članek obravnava razvoj krize zaposlovanja v izraelskih obrambnih silah med izraelsko vojno za neodvisnost in v zgodnjih letih države. Njegov namen je razširiti razumevanje organizacijskih in družbenih problemov izraelskih obrambnih sil, tako da jih opredeli kot razširjeno postkolonialno strateško krizo. Nedavne raziskave so se osredotočile na tisti deli problema, ki zadeva predvsem teme, povezane s področjem delovanja. V članku želimo raziskave razširiti še z opisom glavnih značilnosti in meja krize. Z razumevanjem izraelskega primera se bo okrepilo naše poznavanje načina oblikovanja postkolonialnih vojsk in njihovih načinov spopadanja s svojo družbeno raznolikostjo. Ključne besede: civilno-vojaški odnosi, pridobivanje in zadrževanje kadra, Izrael, popolnjenost, kriza, postkolonialno obdobje. Abstract This article examines the evolution of the manpower crisis in the Israel Defence Forces (IDF) during the Israeli War of Independence and in the early years of the state. It aims to widen the understanding of the IDF’s organizational and social problems by describing them as a post-colonial, overriding strategic crisis that affected all army units. Recent research studies have focused on parts of the issue, concentrating mainly on themes related to the field of operations. This article wishes to add to those studies by describing the main characteristics and boundaries of the crisis. Understanding the Israeli case will contribute to our knowledge of the ways post-colonial armies are formed, and their ways of coping with their social diversity. Key words: civil-military, recruitment and retention, Israel, manpower, crisis, post-colonial.
{"title":"ISRAEL DEFENCE FORCES MANPOWER IN ITS EARLY YEARS: FROM SOCIAL COHESION TO A STRATEGIC RECRUITMENT AND RETENTION CRISIS","authors":"Elad Neemani","doi":"10.33179/bsv.99.svi.11.cmc.20.2.6","DOIUrl":"https://doi.org/10.33179/bsv.99.svi.11.cmc.20.2.6","url":null,"abstract":"Povzetek\u0000Članek obravnava razvoj krize zaposlovanja v izraelskih obrambnih silah med izraelsko vojno za neodvisnost in v zgodnjih letih države. Njegov namen je razširiti razumevanje organizacijskih in družbenih problemov izraelskih obrambnih sil, tako da jih opredeli kot razširjeno postkolonialno strateško krizo. Nedavne raziskave so se osredotočile na tisti deli problema, ki zadeva predvsem teme, povezane s področjem delovanja. V članku želimo raziskave razširiti še z opisom glavnih značilnosti in meja krize. Z razumevanjem izraelskega primera se bo okrepilo naše poznavanje načina oblikovanja postkolonialnih vojsk in njihovih načinov spopadanja s svojo družbeno raznolikostjo.\u0000Ključne besede: civilno-vojaški odnosi, pridobivanje in zadrževanje kadra, Izrael, popolnjenost, kriza, postkolonialno obdobje.\u0000\u0000Abstract\u0000This article examines the evolution of the manpower crisis in the Israel Defence Forces (IDF) during the Israeli War of Independence and in the early years of the state. It aims to widen the understanding of the IDF’s organizational and social problems by describing them as a post-colonial, overriding strategic crisis that affected all army units. Recent research studies have focused on parts of the issue, concentrating mainly on themes related to the field of operations. This article wishes to add to those studies by describing the main characteristics and boundaries of the crisis. Understanding the Israeli case will contribute to our knowledge of the ways post-colonial armies are formed, and their ways of coping with their social diversity. \u0000Key words: civil-military, recruitment and retention, Israel, manpower, crisis, post-colonial.","PeriodicalId":312853,"journal":{"name":"CONTEMPORARY MILITARY CHALLENGES","volume":"46 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2018-06-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"114743674","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2018-06-15DOI: 10.33179/bsv.99.svi.11.cmc.20.2.0
Liliana Brožič
Zadnji teden junija 2017 je v grških Atenah potekala 14. konferenca ERGOMAS-a. Kratica pomeni evropsko raziskovano skupino na področju vojske in družbe, ki je bila ustanovljena leta 1986. To je javna, neprofitna in ideološko neodvisna profesionalna organizacija znanstvenikov. Delujejo prek konferenc, na katerih se srečujejo vsako drugo leto. Skupina deluje na različnih področjih: vojaška profesija, javno mnenje, množični mediji in vojska; morala, kohezija in voditeljstvo; vojaške družine, civilni nadzor nad oboroženimi silami; enakost spolov in vojske; bojevniki za ohranjanje miru, odnosi med vojsko in policijo, nasilje in vojska, pridobivanje in zadrževanje kadrov, veterani in družba, upravljanje vojaških konfliktov in ekonomija miru ter kritične vojaške študije. Za vsako področje je odgovoren koordinator, ki skrbi za pripravo in izvedbo sekcij na konferencah. Dr. Tibor Szvircsev Tresch je koordinator ERGOMAS-a za področje pridobivanja in zadrževanja kadra v sodobnih oboroženih silah in tudi član uredniškega odbora Sodobnih vojaških izzivov. Z njim smo se v Atenah dogovorili za pripravo posebne tematske številke na to temo. Pridobivanje in zadrževanje kadra v oboroženih silah ni le težava, s katero se zadnjih nekaj let spoprijemata Slovenska vojska in Slovenija, temveč gre za kompleksen pojav, s katerim se srečujejo tudi druge sodobne oborožene sile, družbe in države. Te se po eni strani zelo razlikujejo po različnih dejavnikih, a imajo hkrati enake težave – premajhno število vojaškega kadra, neuspešne načine njihovega zadrževanja in premalo domišljene koncepte za njihov izhod iz oboroženih sil nazaj na trg delovne sile. S problematiko se posamezne države spoprijemajo zelo različno, nekatere v določenih pogledih tudi podobno, dejstvo pa je, da se vse tega lotevajo zelo intenzivno, profesionalno in tudi znanstveno, kar bo razvidno iz člankov v tej tematski številki. O slovenskih izzivih lahko zapišemo, da je čas za preučevanje tega področja v širšem kontekstu. Težava pridobivanja kadrov za Slovensko vojsko ni le težava Slovenske vojske, temveč slovenske države, ki mora zagotavljati nacionalno varnost.
第 14 届 ERGOMAS 会议于 2017 年 6 月最后一周在希腊雅典举行。ERGOMAS是欧洲军事与社会研究小组（European Research Group on Military and Society）的缩写，成立于1986年。它是一个公共、非营利和意识形态独立的学者专业组织。他们通过每隔一年举行一次的会议开展工作。该小组的工作涉及多个领域：军事职业、公众舆论、大众传媒与军队；道德、凝聚力与领导力；军人家庭、文职人员对武装部队的控制；性别与军队；维和人员、军警关系、暴力与军队、征兵与留用、退伍军人与社会、军事冲突管理与和平经济学以及批判性军事研究。Tibor Szvircsev Tresch 博士是 ERGOMAS 现代武装部队征兵和留用领域的协调员，同时也是《当代军事挑战》编辑委员会的成员。我们在雅典与他达成一致，准备就这一主题编写一期专题特刊。武装部队的征兵和留用不仅是斯洛文尼亚武装部队和斯洛文尼亚过去几年一直面临的问题，也是其他现代武装部队、社会和国家也面临的复杂现象。一方面，它们在各种因素上存在很大差异，但同时又有相同的问题--军事人员太少，留住他们的方法不成功，以及对他们从军队退役后重返劳动力市场的构想不够周全。各个国家解决这一问题的方式大相径庭，有些国家甚至在某些方面相似，但事实上，它们都在以极大的热情、专业的精神和科学的方法解决这一问题，这一点从本期专题文章中可以看出。斯洛文尼亚武装部队的征兵问题不仅是斯洛文尼亚武装部队的问题，也是必须保障国家安全的斯洛文尼亚国家的问题。
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Pub Date : 2018-06-15DOI: 10.33179/bsv.99.svi.11.cmc.20.2.00
L. Brožič
In the last week of June 2017, the 14th ERGOMAS Conference was held in Athens, Greece. The abbreviation stands for European Research Group on Military and Society, which was founded in 1986. It is a public, non-profit and ideologically independent professional organization of scientists. They operate through conferences where they meet every other year. The group is actively engaged in various fields: Military Profession, Public Opinion, Mass Media and the Military; Morale, Cohesion and Leadership; Military Families; Civilian Control Of The Armed Forces; Gender and the Military; Warriors in Peacekeeping; Military and Police Relations; Violence and the Military; Recruitment and Retention; Veterans and the Society; Military Conflict Management and Peace Economics, and Critical Military Studies. In each of these areas, a coordinator is responsible for the preparation and execution of sessions at conferences. Dr. Tibor Szvircsev Tresch is an ERGOMAS coordinator for recruitment and retention in the modern armed forces, as well as a member of the Editorial Board of the Contemporary Military Challenges. In Athens, we agreed to prepare together a special thematic issue on this subject. Recruitment and retention in the armed forces is not only a problem the Slovenian Armed Forces and Slovenia have been dealing with in the past few years. Rather, it is a complex phenomenon that is also encountered by other modern armed forces, societies and countries. On the one hand, they vary greatly with regard to different factors, but at the same time they share the same issues – an insufficient number of military personnel, unsuccessful methods of their retention and insufficiently thought-out concepts of their retirement from the armed forces and return to the labour market. Different countries use different methods to deal with this issue. In some aspects, some of these approaches are even similar. However, the fact remains that all of them use a very intensive, professional and scientific approach, which is also evident from the articles in this issue. With regard to Slovenia's challenges, we can note down that it is time to approach this field from a wider perspective. The problem of recruiting personnel for the Slovenian Armed Forces is not only the problem of the Slovenian Armed Forces, but also Slovenia as a country, which is obliged to ensure national security.
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Pub Date : 2015-10-30DOI: 10.33179/bsv.99.svi.11.cmc.17.4
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Pub Date : 2011-10-15DOI: 10.33179/bsv.99.svi.11.cmc.13.4.6
Miha Nagelj
The changes caused by globalisation, global economic crisis and sharpened compe-tition require organisations to continuously adapt. The article discusses the factors affecting the success of adaptation from the point of view of opportunities offered by the use of modern information technology capabilities. Those factors are iden-tified in the strategies used by organisations to adapt to the changes in a business environment. These changes also affect the armed forces which exploit the possi-bilities offered by net centric warfare concept in their transformational strategies. Net centric warfare provides the possibilities for a successful response to changed threats, greater diligence and flexibility. New technologies enable Service Oriented Architecture (SOA), which is used to develop net centric warfare capabilities. SOA, as a way of planning information solutions, provides organisations with a number of benefits such as increased flexibility, agility and efficiency. Although the concept promises many benefits, the decision for its establishment and introduction are not simple and riskless. The article concludes with the findings and recommendations regarding the selection of SOA implementation strategy, which would suit the organisations’ situations.
{"title":"CHALLENGESOFDEVELOPMENTSTRATEGYREGARDINGINFORMATIONANDCOMMUNICATIONSTECHNOLOGYSERVICES","authors":"Miha Nagelj","doi":"10.33179/bsv.99.svi.11.cmc.13.4.6","DOIUrl":"https://doi.org/10.33179/bsv.99.svi.11.cmc.13.4.6","url":null,"abstract":"The changes caused by globalisation, global economic crisis and sharpened compe-tition require organisations to continuously adapt. The article discusses the factors affecting the success of adaptation from the point of view of opportunities offered by the use of modern information technology capabilities. Those factors are iden-tified in the strategies used by organisations to adapt to the changes in a business environment. These changes also affect the armed forces which exploit the possi-bilities offered by net centric warfare concept in their transformational strategies. Net centric warfare provides the possibilities for a successful response to changed threats, greater diligence and flexibility. New technologies enable Service Oriented Architecture (SOA), which is used to develop net centric warfare capabilities. SOA, as a way of planning information solutions, provides organisations with a number of benefits such as increased flexibility, agility and efficiency. Although the concept promises many benefits, the decision for its establishment and introduction are not simple and riskless. The article concludes with the findings and recommendations regarding the selection of SOA implementation strategy, which would suit the organisations’ situations.","PeriodicalId":312853,"journal":{"name":"CONTEMPORARY MILITARY CHALLENGES","volume":"101 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2011-10-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"124395615","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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