Re: The Problem of Attrition in College Football Programs

toshiba klima — Mon, 04 Apr 2011 02:31:02 -0000

very good poast

Re: The Problem of Attrition in College Football Programs

flanş — Mon, 04 Apr 2011 02:28:36 -0000

if effective management principles are applied to each area. Knowing when to bring in expertise in certain areas is key to this process. We’ve described it in the past as “knowing what you don’t know.” Now, in the modern business climate

Re: The Problem of Attrition in College Football Programs

iç çamaşırı — Mon, 04 Apr 2011 02:23:54 -0000

I’d like to take a moment to briefly discuss this notion of the interrelatedness of the forms of attrition. At first glance, this statement is counter-intuitive.

Re: The Problem of Attrition in College Football Programs

toshiba klima — Mon, 04 Apr 2011 02:21:29 -0000

liked that you made an effort to categorize the various types of attrition and risk management mindset and techniques.

Re: The Problem of Attrition in College Football Programs

19sep2009 — Sat, 15 Aug 2009 01:52:42 -0000

Hi,

Let me preface my comments by saying that I've really enjoyed your posts on GC Insider Recruiting and BullGator Den. They've been generally well written and captivating, much shorter than this article.

What I about the article is that it touched on an interesting and under discussed topic. I also liked that you made an effort to categorize the various types of attrition and risk management mindset and techniques.

I also was intrigued by the hypothesis connecting the 4-6 seconds of effort to attrition and recruiting. I wonder if there is a way to objectively support this? Is there a way to calculate the % of snaps taken by the first team/second team player? One might infer that teams with players rationing their energy because of depth problems would have starter playing a higher percentage of snaps.

What worked less well for me was that the article was meandering a bit and I wasn't really sure where it was going. Some of the anecdotes were confusing, or not necessarily supportive of the theme.

Some examples:

1) Typical organizations do not have an Operations Research specialist evaluating attrition issues. They generally have a hiring manager and an HR manager involved in the recruiting/staffing decision making.

2) Can't figure out..."corporate environment has a statistical limit on tenure" ??? What is a statistical limit on tenure?? A Darwinian limit on tenure might be more appropriate.

3) Your effort to distance the paradigm of college football attrition from the rest of the world is true in the sense of regulatory termination of eligibility. But college football players have a longer tenure than the average employee tenure with a given company. Additionally college football programs have an advantage vs. the rest of the world in that their "employees" can not quit and go to work for another company (a D1 football program) w/o a one year term of unemployment.

4) The paragraph referring to high attrition model programs is incomplete from a language standpoint. At the end you mention FSU's OL coach as following a similar strategy to Michigan's HC. The problem I see is that you haven't identified any strategy that the UM HC is pursuing. What I see listed are negative consequences (ie - contributor attrition), but no mention of any risk and reward typically associated with what is commonly understood to be a strategy. The reason is left to wonder if you are simply making a sarcastic reference with the word strategy.

To be objective, I think your article should identify some potential reward of a high attrition strategy or simply provide an opinion that it is just unequivocally ill-advised and not label it a strategy at all.

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