Workforce Planning, Recruitment, & Selection

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Task 1: Workforce Planning, Recruitment, & Selection

Course Code: 234 Student Name: Student ID: Date: 10/13/2018

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A1. Multiple factors influence labor demand for police officers. Some of those factors include; current police force demographics, reducing overtime, and level of crime.

1. Firstly, the current demographics of the department greatly influences the labor demand. According to the Memo on Proposed Employee Referral Plan, the average age for current officer is 45 years. This resu lts in 24% of the current police force to become eligible to retire within the next 5 years. Therefore, it is extremely important to hire new officers immediately due to the high potential for employee turnover.

2. Secondly, the mayor has promised relief to the community due to the overall increase in crime. He plans to combat this rise in crime by increasing the number of officers employed by the department. The officers will be placed throughout the community into certain high crime areas.

3. Lastly, the police department has been under examination concerning the excessive overtime usage. This issue has been presented publicly and now a major concern to the community and the mayor.

A2. Many factors influence the labor supply for the police department. According to the memo on proposed employee referral plan, some of those factors include; lack of qualified candidates, climate and the local economy.

1. One factor is the lack of qualified candidates. To join the police department, applicants must qualify by having experience in policing, corrections, or security. Without it they are required to have an associate degree in criminal justice.

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2. A second factor is the uncontrolled climate. The cold, unforgiving winters and extremely warm summers in the northeast make it difficult to attract candidates.

3. The final factor influencing labor supply is local economy. From tuition to cost of living, the prices are too high. Local colleges & Universities tuition fees are amongst the highest in the nation. The cost of living is also among the highest in the nation. Also, the state imposes high property, sales and income tax rates which has a negative impact on the ability to hire new officers. The high economic cost discourages people from moving into the city and maintaining a residence.

B1.

1. Decrease the time span for job acceptance by increasing the number of qualified referral candidates.

2. Utilizing the realistic job description of City Police Officer by reducing turnover rates with the new hires.

3. Reach 25 new positions filled by the end of the recruitment period by increasing the number of internal and external applicants.

B2a.

Target Group Military Police Correction Officer Security Guard Criminal Justice Graduate Other Police Departments

Yield Ratio 60 11 0 50 80

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Military Police 5, 3 = 3/5*100 = a yield ratio of 60% Corrections Officers 9, 1= 1/9*100 = a yield ratio of 11% Security Officers 14, 0= 0/14*100 = a yield ratio of 0% Criminal Justice Graduate 10, 5= 5/10*100= a yield ratio of 50% Other Police Departments 5, 4 = 4/5*100 = a yield ratio of 80% -------------------------------------------------------------------------------------------------Source

Round 1

Round 2

Yield Ratio

Military Police

5

3

60%

Other Police Dpts

5

4

80%

Sum of Applicants

10

7

70%

Variable Candidates Needed Combined Yield Ratio

25 .7

25/.7 = 36 Applicants Needed

By utilizing the Military Police and Other Police Department, the applicant pool needed to produce 25 viable candidates is 36 candidates.

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B2b.

1. Other Police Departments should be targeted for recruitment 2. Military Police Officers should be targeted for recruitment

B2b1.

Other Police Departments 1. Other police departments provide the highest yield ratio, by having a high amount of job offers in relation to the number of applicants.

2. Also, recruiting from other police departments gives an advantage of saving time.

Police officers from another department do not need to attend the 12-week training course.

Military Police Officers 1. Military Police Officers have the second highest yield ratio.

2. Military Police Officers have the same qualities and morals as Non-Military Officers.

The abilities and ethics of a soldier closely resemble those of a police officer and would be the proper fit.

B2c.

Other Police Departments

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1. newspaper ads are great for contacting candidates during the recruitment process.

Printed newspaper ads are great for job advertising locally. Online newspaper ads are great for reaching candidates from other cities who are interested.

2. Informal recruitment at police associations and unions are very helpful. Referring similar candidates with like interests help to create an accurate applicant pool.

Military Police Officers 1. Electronic job postings for military personnel can greatly increase the applicant pool.

Online recruiting has the advantage of reaching a larger audience and reaches job seekers from everywhere with specific skills.

2. Employee Referrals also speed up the hiring process. It is much faster to hire applicants that are referred than those that are new hires.

C1.

1. Resume/Application 2. Structured Interviews 3. Background Checks

C1a.

1. Resumes and employment applications provide access to important information.

Signatures verify that information supplied is accurate and truthful. Signatures also allow permission to check references and background.

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2. Structured interviews are conducted by asking standardized questions to multiple candidates to collect and compare answers. This increases the accuracy of the interview and reassures candidates that they’re receiving a fair opportunity.

3. Background checks allow access to additional detailed information regarding the potential candidate’s identity, as well as their history with other jobs and/or personal matters.

C2.

1. Cognitive Aptitude Tests are used to asses brain-based ability on how candidates think, they can measure vocabulary or numeric skill.

2. Work Sample Tests help determine how a candidate would perform a specific part of the job they are applying for.

C3.

1. Criminal Background Check a) After the interview and before candidate is offered a position.

2. Drug Test a) Before applicant begins Orientation and periodically throughout the time employed.

C4.

1. Quality of hire- This measure is the number of qualified referral candidates in the applicant pool. If we met our goal and increased the number, we will have a much 7

stronger team of qualified employees. If we were not successful, then we will need to continue recruitment efforts.

2. Turnover rates- If we were successful in reducing turnover rates with the new hires, we will have a substantial number of loyal employees. This will allow us to strengthen employee and employer relationships. If we are unsuccessful then there will be additional funds and resources used for training new employees.

3. Hiring source- If we were able to increase the number of internal and external applicants that apply for positions we will have a larger applicant pool to pull from. If the method was unsuccessful we will need to increase advertisement.

4. Time to fill- If we were able to decrease the time spent on hiring new employees we will have successfully sped up the hiring process and invested that time somewhere else. If we were unsuccessful we would lose time in productive areas and have to make up for it in another area.

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References 

URL: https://www.military.com/

o Website Title: Military and Veteran Benefits, News, Veteran Jobs o Article Title: Military and Veteran Benefits, News, Veteran Jobs o Date Accessed: October 8, 2018

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URL: https://www.getting-in.com/

o Website Title: Apprenticeships & school leaver advice including all UK courses o Article Title: Apprenticeships & school leaver advice including all UK courses o Date Accessed: October 9, 2018

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URL: https://wgu.hosted.panopto.com/Panopto/Pages/Viewer.aspx?id=9673bb3a-99ab481f-9042-a94701053372 o Website Title: WGU Student Portal - Login o Date Accessed: October 10-13, 2018

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

URL: https://smallbusiness.chron.com/

o Website Title: Small Business - Chron.com o Article Title: Small Business

o

Date Accessed: October 13, 2018

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