||The present Military Service System of Taiwan consists of both Conscription and Recruitment and the period for conscribed serviceman is 1 year and 10 months and earlier discharge may be requested after serving one year. The frequent discharge and new joiners prevent the passing down of skills and experience and it becomes the needs for high quality and specialized manpower can hardly be satisfied. In order to exercise the effectiveness of weapons and equipment, it becomes more a necessity to acquire skillful, specialized manpower for the operations and maintenance of equipment through recruitment. |
Since 2002 / 2003, Ministry of National Defense started to recruit voluntary servicemen and the outcome is quite poor and recruited only 271 and 128 respectively. In 2005, to meet with the needs of various services, with incentives and preference enlarged, the outcomes are 10228 in 2006 and 15231 in 2007. Number of person recruited has increased significantly.
In analyzing the sources of recruited in 2006 and 2007, 50.97% and 60.14% are of social youth and education level are most highly school graduate, 76.21% and 77.89% respectively. In geographical distribution of sources, 40.14% came from southern Taiwan and 9.2% of it from Kaohsiung City, 3.2% from Taipei City. Both the cities are the difficult area. It is reasonable to believe that the source of servicemen when recruitment is implemented overall, young person of high school graduate will be the main source, hence, the key to success of recruitment system will be in promoting their motive to join military services voluntarily.
In this study, we target at the young person of Kaohsiung reported camp for military services to study their decision process of volunteer in military services. Through empirical study, we should be able to find out the behavior behind the decision making for young men to opt for voluntary service. The findings should have real effectiveness in the implementation of recruitment system as well as the marketing strategies in recruiting voluntary military service. Marketing in metropolitan areas should bring specialized and quality military servicemen.
It is suggested that a proper compensation structure shall be established, working environment shall be improved and fringe benefit shall be in place, and there shall be career planning of assistance in occupational training prior to discharge for building the market incentive for recruitment system. On the other hand, it is necessary to build spiritual value applying market discrimination and attract with skill training to maximize the effectiveness. These approaches will build internal identification and expand to overall recognition, so that the channel of recruitment may be expanded and the message may be passed to help the success of recruitment system.