Workforce planning

 

1. Analyze factors in the internal and external labor market that influence the supply of and demand for police officers by doing the following (refer to the scenario above and the attached “Memo on Proposed Employee Referral Plan” to complete these tasks):
2. Discuss three factors that are influencing labor demand.

a)The need to reduce the level crime in the area- this will be achieved through increasing police officers who will be patrolling and tracking done the number of offenses done in high crime areas.

1. b) The desire to reduce the number of overtime that existing police staff gets
2. c) Referral or appointment plan strategies- this plan does not entail seeking employment that is in line with the departmental goals (Bhattacharyya, 2006).
3. Discuss three factors that are influencing labor supply.
4. a) Strategies found within the existing referral or appointment program- basically, this plan does not entail seeking employment that rhymes with the goal and the objectives of the department. The reason for that is because of the general lack of the compensation for the employment. This is brought about by the higher taxes, higher cost of living, as well as other environmental factors that need to be taken into consideration when selecting any position.
5. b) Educational expenses for public or private universities and colleges- the reason for that is because such institutions are among the ones offering higher education level. As a result of that, some of the current graduates and other entry-level candidates end up being recruited in other areas from these institutions. This becomes hard for the organization to recruit local candidates.
6. c) Environmental extremes- the climatic conditions of the region is what makes it hard to find candidates who are ready to make adjustment to such extreme. The climatic conditions of the region are extremely cold with hot summers and harsh winters. This makes it impossible to relocate to such an area (Deb, 2006).
7. Design a recruitment plan for police officers by doing the following (refer to the task attachments and your knowledge of best practices to complete these tasks):
8. Identify three recruitment objectives for your organization
9. a) Hiring within specified region or demographics- the reason for that is because the objective of the departments entails recruiting entry-level police candidates.
10. b) Offering competitive advantage of new candidates- this is important because competitive advantage is the one which will assist in attracting new police officers to the city.
11. c) Hiring police candidates who are fit with the culture of the organization- this is important because it will assist in selecting viable candidates who are compatible and able to achieve the goals of the organization (Bhattacharyya, 2006).

To be eligible in this selection scenario and to meet the objectives of the organization, the recruitment information indicates that the recruitment process is what has ended up increasing the department’s application ratios. This is because employee training and development is something which have evolved to the extent of improving some the recruiting processes. Because of that, it is important to ensure that some the pertinent legal issues have been addressed with regard to the HRM and development. The general implication of the police legal issues in the HRM ought to be taken into consideration (Deb, 2006).

2. Develop a recruitment strategy for attracting job applicants by doing the following:
3. Determine the size of the applicant pool needed to produce 25 viable candidates (job offer-ready) using yield ratios and the recruitment data in the attached “Data on Recruitment Sources and Methods

Basically, the size of the interviewee pool that is required to produce 25 potential candidates is at least 83. Data indicates that the existing ratio is 43:13. This implies that for each 43^rd police applicant, those that could have made it to the recruitment process will be 13. Taking into consideration the combined ratios of each of the targeted group, the combined ratio will be 13:43. Dividing it by 100 will be equal to 30.2%. Dividing the targeted goal of 25 by 30, the number of candidates viable for the recruitment pool will be 83.

Military police officer =5:3 - =60%

Corrections police officers = 9:1-=11%

Security police officer =14:0 - =0%

Criminal justice candidates/graduates= 10:5 - =50%

Other existing police departments =5:4 - =80%

Combined recruitment ratio= 43:13 =30.2%

Therefore, using the yield ratio of 30% to produce 25 viable police candidates, 83 viable candidates could have been obtained.

1. Recommend two types of individuals who should be targeted for recruitment (i.e., the target groups listed in the attached “Data on Recruitment Sources and Methods”). Justify your recommendation

Considering the data collected, criminal justice, as well as other police departments is the main source of the candidates to be targeted by the employment process. The recruitment data indicate that the hiring/applied ratio is 9:13.

1. Design a selection plan for police officers by doing the following:
2. Recommend three appropriate selection methods for all target candidates. a. Justify each of your three recommendations.
3. a) Personality or individuality profiling- this selection plan is important because it will assist in determining whether such an individual is fit or conforms with the culture of the organization.
4. b) Ability, propensity, and physiologic testing- these three selection plan will assist in determining whether the candidate is mentally and physically fit or capable to execute all duties.
5. c) Group exercises- due to the fact that the law enforcement is one of the areas which need to have cohesion between its members, it is important to determine whether the candidates are willing to work together (Business literacy for HR professionals: Essentials of strategy, 2006).
6. Describe two selection tests you will use to assess a candidate’s suitability for the job of police officer.

In the process of identifying the suitability of the candidate to be selected, situational review and physical ability are the two main selection tests to be identified. Normally, physical ability is utilized for some of the positions which are physically demanding. It is this test which will enable the candidate to execute a sample series of recruitment tasks which in return assist in determining whether he or she has the potential of performing some of the physical requirements of the work.

The situational interviews will give room for hypothetical situations concerning the manner in which the candidate will react towards a certain situation or how he or she will behave in earlier situations. This is what will have the capacity of providing an insight of the future behavior. This is to ensure that such an officer has the capacity of embracing his or her continual learning processes in various aspects of training. The reason for that is because it is the one which have the capacity of improving his or her growth potential. Other than employee recruitment, training and development was something that was considered to be an optional benefit a promising police officer receives. Regardless of that, it is important to understand that training of an employee is the ultimate step to take if they wish him or her to prosper (Robert et al., 2015).

3.  Identify two background verification checks that should be used in the selection process including the following: • type of check • when the check should be conducted in the selection process 

The main type of check to be conducted during this process includes;

1. a) Reference checking or the confirmation of the preceding employment – this activity will have to be done after interviewing and testing have been completed, and perhaps after conditions for employment have been met. This equally requires an acknowledgeable number of the human resource officers to be employed because there various concerns regarding the type of information willing to be shared by other organizations.
2. b) Social media check – this kind of verification ought to be conducted earlier in the selection process that is at any time during rounds of personality testing and interviewing. It is important to look for some “red flags” in the personal life of the candidate which might assist in indicating whether they are compatible with the goals and reputations of the police department (Business literacy for HR professionals: Essentials of strategy, 2006).
3. Discuss four methods of evaluating the overall effectiveness of your recruitment and selection plans.

• Average filling duration – little time with the existing unfilled positions is the key indicator of the hiring and selection plans. The organization’s initiative of hiring 25 police officers still exists just because the preceding hiring process lagged behind. Taking into consideration the low rates and the high yield ratios of the candidates’ attrition for the organization’s police officer candidate pool, it is important to ensure that the whole process is not lengthy. Further, in case the exercise becomes lengthy, the organization should have an explanation for that.
• It is important to evaluate whether the recruitment efforts are compatible with equal candidate employment and organization’s diversity goals. One of the recruitment objectives of the organization is seeking candidates as well as hiring them from the backgrounds of the city citizens. In case the existing method does not produce such candidates, it is important to determine whether the method used was unsuitable or the goals of the organization require some adjustments (Robert et al., 2015).
• There the need of determining whether the procedures used to collect data was proficient and user friendly. The general tracking of application of courses ought to be straightforward. It is vital to understand those who will be willing to apply or not and immediately lay hands on the information collected. The whole carriers exist to assist in sorting out information in ways that will reveal selection trends that was not previously considered. Therefore, all the tools for making the whole recruitment and selection process possible must be available
• It is important to determine whether the screening criterion is appropriate. Always, police work descriptions develop and change with time because of influences a person gets and not what actually a great police officer. It is important to consider whether recurrent problems in the recruitment, retention, and employee performance might be associated with the gap or misalignment in what the organization will be looking for during the hiring process.

 

                                    References

Bhattacharyya, D. K. (2006). Human resource planning. New Delhi: Excel Books.

Deb, T. (2006). Strategic approach to human resource management: Concept, tools and application. New Delhi: Atlantic.

Business literacy for HR professionals: Essentials of strategy. (2006). Boston. Massachusetts: Harvard Business School Press.

Robert, G, Hubert, S. F, &Murray, B. (2015). Human Resource Selection. Cengage Learning Press